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Journal articles on the topic 'Multiple Job'

Author: Grafiati

Published: 5 June 2025

Last updated: 25 June 2025

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1

Järvensivu, Anu, and Jutta Pulkki. "Multiple job holding, societal change, and individual careers: Contributions to the chaos theory of careers." Australian Journal of Career Development 29, no. 1 (2020): 67–76. http://dx.doi.org/10.1177/1038416219886710.

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The chaos theory of careers was applied to identify the connections between multiple jobholders’ careers and societal change. Multiple job holding is a form of employment that consists of two or more overlapping jobs. Six interviews with men born in the 1960s in Finnish North Karelia, whose multiple job holding included agricultural and forestry work, were analyzed. Our results showed that multiple job holding career development has societal connections and that the experiences of multiple job holding varied across individuals. Moreover, multiple job holding experiences and further career development endeavors were influenced by whether the multiple job holding career developed in line with or counter to societal changes. The study contributes to the chaos theory of careers by showing that self-similar fractal shapes can be identified both in individual careers and in societal changes by studying connective metaphors.

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Ortlieb, Renate, and Silvana Weiss. "Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics." German Journal of Human Resource Management: Zeitschrift für Personalforschung 34, no. 4 (2020): 418–42. http://dx.doi.org/10.1177/2397002220914224.

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Do employers tend to exploit refugees or do they offer them high-quality jobs? This article examines the job quality of refugees from Afghanistan and Syria working in Austria. It uses unique survey data of 316 refugees and cluster analysis to identify job quality profiles. Drawing on well-established job quality frameworks, it considers multiple dimensions of job quality, including pay, job security, overqualification in terms of level and content area, learning opportunities, at-home feeling and health aspects. The findings reveal four job quality profiles with considerable trade-offs or compromises between job quality dimensions. Furthermore, the job quality profiles are associated with the methods refugees use to find a job. The study enhances understanding of labour market integration of refugees and the associated role of human resource management.

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Erramilli, Vishnu, and Scott J. Mason. "Multiple orders per job batch scheduling with incompatible jobs." Annals of Operations Research 159, no. 1 (2007): 245–60. http://dx.doi.org/10.1007/s10479-007-0286-x.

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4

Song, Qingshuang. "Multiple Impacts of Artificial Intelligence on Occupations and Labor Markets." Academic Journal of Management and Social Sciences 8, no. 3 (2024): 107–11. http://dx.doi.org/10.54097/7t0k2573.

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Artificial Intelligence (AI) is fundamentally transforming the labor market, impacting various job sectors through cognitive AI, machine learning, and deep learning. These technologies enhance productivity and efficiency across industries, including finance, healthcare, and customer service. However, they also pose risks such as job displacement, economic inequality, and ethical dilemmas. This study utilizes a mixed-methods approach, combining quantitative data analysis with qualitative interviews to examine the impact of AI on employment. The research focuses on different AI technologies' effects on various job roles and sectors, highlighting the dichotomy between high-skill and low-skill workers. The findings reveal that AI-driven automation primarily affects low-skill jobs, leading to structural unemployment and increased job insecurity. High-skill workers benefit from productivity gains and new professional roles, while low-skill workers face greater competition and job displacement. The study also highlights the paradox of AI-enhanced efficiency not translating into reduced working hours, particularly in competitive industries. The introduction of AI has not realized John Maynard Keynes' prediction of reduced working hours and increased leisure time. Instead, it has led to longer working hours and continuous upskilling demands. The study underscores the need for regulatory measures to balance AI adoption with the protection of human jobs and rights. Recommendations include job retraining programs, ethical AI development standards, and fair labor practices.

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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 (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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Lee, Kang Jin. "Job Identities of the Creatives - Interviews with the Artists Holding Multiple Jobs and Job Identities -." CONTENTS PLUS 13, no. 3 (2015): 181–95. http://dx.doi.org/10.14728/kcp.2015.13.03.181.

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7

Li, Wenxin. "Performance Analysis of Modified SRPT in Multiple-Processor Multitask Scheduling." ACM SIGMETRICS Performance Evaluation Review 50, no. 4 (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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Rhodes, Gina B., and Deanna Ford. "The impact of nurses working multiple jobs and drowsy driving accidents: A scoping literature review." Journal of Nursing Education and Practice 13, no. 7 (2023): 1. http://dx.doi.org/10.5430/jnep.v13n7p1.

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Background and objectives: Nurses driving while sleep-deprived is a global problem; however, few studies have examined sleep deprivation impacted by nurses working multiple jobs concurrently. Nurses work in high-pressure environments and endure long working hours, which can exacerbate nurses' fatigue. As a result, nurses are susceptible to sleep deficiency and disrupted circadian rhythms. Conceivably, sleep deficiency and disruption in circadian rhythms impact nurses' performance and well-being. The strain of long work hours and insufficient sleep worsens when nurses work multiple jobs. Nevertheless, the adverse effects are not restricted to the healthcare contexts in which nurses work; nurses must also commute back home—this scoping review canvasses existing evidence showing the implications of working multiple jobs for drowsy driving accidents.Methods: In-depth primary data analysis highlights the connection between the two measures (multiple job-holding and drowsy driving accidents). A total of ten studies were identified from CINAHL, PubMed, ScienceDirect, and MEDLINE. These databases contain recent research on nursing trends. The focus was on studies published from 1988 to 2022. This timeframe widens the pool of evidence that can be included in the research using Arksey and O'Malley's five-step process for conducting this scoping review.Results: The review finds ten studies spotlighting the relationship between intensified job demands associated with multiple job-holding and fatigue, which predisposes nurses to drowsy driving and accidents. In-depth primary data analysis highlights the connection between the two measures; multiple job-holding and drowsy driving accidents.Conclusions: Nurses must be optimal performers, yet they work under exceptionally stressful circumstances. The present study suggests that sleep deficiency and disruptions to circadian rhythms have profound negative implications for nurses' well-being beyond health facilities. Sleep interruption is challenging when nurses hold multiple jobs due to intensified job demands. In addition, exhausted nurses working several jobs are prone to drowsy driving, which can lead to accidents. Subsequent research needs to precisely document the implications of multiple job-holding among nurses concerning its impact on drowsy driving and accidents.

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Cai, Liu, Luo, Xing, and Liu. "Job Accessibility from a Multiple Commuting Circles Perspective Using Baidu Location Data: A Case Study of Wuhan, China." Sustainability 11, no. 23 (2019): 6696. http://dx.doi.org/10.3390/su11236696.

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Jobs–housing imbalance is a hot topic in urban study and has obtained many results. However, little research has overcome the limits of administrative boundaries in job accessibility measurement and considered differences in job accessibility within multiple commuting circles. Using Baidu location data, this research proposes a new method to measure job accessibility within multiple commuting circles at the grids’ level. Taking the Wuhan metropolitan area as a case study, the results are as follows: (1) Housing and service jobs are concentrated in the central urban areas along the Yangtze River, whereas industrial jobs are scattered throughout suburbs with double centers. The potential competition for job opportunities is fiercer in the city center than in the suburbs. (2) Job accessibility with different levels shows significant circle-like distribution. People with long- or short-distance potential commutes demand to live close to the groups with the same demand. Residents with long-distance commutes demand to live outside of where those with short-distance commutes demand to reside, regardless of whether their commuting demand is for service or industrial jobs. (3) There are three optimization patterns for transit services to increase job accessibility in various areas. These patterns involve areas with inadequate job opportunities, poor transit services to service jobs, and poor transit services to industrial jobs. Developing current transit facilities or new transit alternatives as well as adding extra jobs near housing could improve jobs–housing imbalance in these areas. Findings from this study could guide the allocation of jobs and housing as well as the development of transport to reduce residents’ commuting burdens and promote transportation equity. The method used in this study can be applied to evaluate jobs–housing imbalance from the perspective of the supply in other metropolises.

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10

Fang, Zhuo, and Cheng Xin Luo. "Scheduling a Single Machine with Job Rejection and Multiple Common due Dates Assignment." Applied Mechanics and Materials 644-650 (September 2014): 2034–37. http://dx.doi.org/10.4028/www.scientific.net/amm.644-650.2034.

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This paper studies a single machine scheduling with job rejection and multiple common due dates assignment. A job is either rejected, in which a rejection penalty has to be paid, or accepted and processed on the machine. There is a cost if the job is completed prior or after the due date. The objective is to determine the optimal due dates, the set of jobs assigned to each due date and the optimal sequence of jobs to minimize a total costs based on earliness, tardiness, multiple common due dates and rejection cost. We provide dynamic programming algorithms and show that the problem is solvable in polynomial time.

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Bae, Jungyun, and Woojin Chung. "Efficient path planning for multiple transportation robots under various loading conditions." International Journal of Advanced Robotic Systems 16, no. 2 (2019): 172988141983511. http://dx.doi.org/10.1177/1729881419835110.

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The article proposes a new path planning method for a multi-robot system for transportation with various loading conditions. For a given system, one needs to distribute given pickup and delivery jobs to the robots and find a path for each robot while minimizing the sum of travel costs. The system has multiple robots with different payloads. Each job has a different required minimum payload, and as a result, job distribution in this situation must take into account the difference in payload capacities of robots. By reflecting job handling restrictions and job accomplishment costs in travel costs, the problem is formulated as a multiple heterogeneous asymmetric Hamiltonian path problem and a primal-dual based heuristic is developed to solve the problem. The heuristic produces a feasible solution in relatively short amount of time and verified by the implementation results.

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12

Wierda-Boer, Hilde H., Jan R. M. Gerris, and Ad A. Vermulst. "Managing Multiple Roles." Journal of Individual Differences 30, no. 1 (2009): 6–19. http://dx.doi.org/10.1027/1614-0001.30.1.6.

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Today many parents have multiple roles. This study examined how personality, domain-specific stress, and work-family interference are interrelated. Questionnaire data of 276 Dutch dual-earner couples with young children were analyzed using structural equation modeling. Findings demonstrated that job stress and parenting stress were positively related to work-to-family conflict and family-to-work conflict, respectively. For women, additionally, family-to-work conflict was strongly associated with increased levels of job stress. Finally, emotional stability functioned as an indirect predictor of work-family interference by decreasing the levels of job stress and parenting stress for both genders, but in distinctive ways. The use of couple data and inclusion of personality showed a valuable extension of existing models linking work and family.

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Pei, Jun, Xinbao Liu, Wenjuan Fan, Panos M. Pardalos, Athanasios Migdalas, and Shanlin Yang. "Scheduling jobs on a single serial-batching machine with dynamic job arrivals and multiple job types." Annals of Mathematics and Artificial Intelligence 76, no. 1-2 (2015): 215–28. http://dx.doi.org/10.1007/s10472-015-9449-7.

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14

Cai, Yiwei, John J. Hasenbein, Erhan Kutanoglu, and Melody Liao. "SINGLE-MACHINE MULTIPLE-RECIPE PREDICTIVE MAINTENANCE." Probability in the Engineering and Informational Sciences 27, no. 2 (2013): 209–35. http://dx.doi.org/10.1017/s0269964812000423.

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This paper studies a multiple-recipe predictive maintenance problem with M/G/1 queueing effects. The server degrades according to a discrete-time Markov chain and we assume that the controller knows both the machine status and the current number of jobs in the system. The controller's objective is to minimize total discounted costs or long-run average costs which include preventative and corrective maintenance costs, holdings costs, and possibly production costs. An optimal policy determines both when to perform maintenance and which type of job to process. Since the policy takes into account the machine's degradation status, such control decisions are known as predictive maintenance policies. In the single-recipe case, we prove that the optimal policy is monotone in the machine status, but not in the number of jobs in the system. A similar monotonicity result holds in the two-recipe case. Finally, we provide computational results indicating that significant savings can be realized when implementing a predictive maintenance policies instead of a traditional job-based threshold policy for preventive maintenances.

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15

Ding, Wei. "The Problem of Scheduling Multiple Groups of Jobs on Multiple Processors at Different Speeds." Advances in Operations Research 2012 (2012): 1–9. http://dx.doi.org/10.1155/2012/748597.

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We mainly study the problem of schedulingngroups of jobs onnspecial-purpose processors andmgeneral-purpose processors at different speeds provided that the setup time of each job is less than times of its processing time. We first propose an improved LS algorithm. Then, by applying this new algorithm, we obtain two bounds for the ratio of the approximate solution to the optimal solutionT* under two different conditions.

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Muhamad Izdad Fuadi and Nur Hidayah. "Pengaruh Job Demands, Job Resources, Dan Job Involvement Terhadap Job Satisfaction." Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset 2, no. 2 (2024): 37–49. http://dx.doi.org/10.61132/lokawati.v1i2.639.

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This study aims to examine and analyze the effect of job demands, job resources, and job involvement on employee job satisfaction. Job demands affect job satisfaction, job resources affect job satisfaction, and job involvement affects job satisfaction. The population in this study were employees of the Department of Tourism, Youth and Sports, Magelang Regency. The sample taken in this study were 45 employees with saturated sampling. The analytical tool used is Multiple Linear Regression. The results of this study indicate that job demands have a positive and significant effect on job satisfaction. Job resources have a positive effect on job satisfaction. Job involvement has a positive and significant effect on job satisfaction. Job demands, job resources, and job involvement have an influence of 84.4% on job satisfaction, while the remaining 15.6% is influenced by other variables.

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17

Teunter, Ruud H. "The multiple-job repair kit problem." European Journal of Operational Research 175, no. 2 (2006): 1103–16. http://dx.doi.org/10.1016/j.ejor.2005.05.023.

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18

Lapping, Mark B. "Multiple job-holding among farm families." Journal of Rural Studies 8, no. 4 (1992): 431. http://dx.doi.org/10.1016/0743-0167(92)90056-c.

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19

Galenianos, Manolis, and Philipp Kircher. "Directed search with multiple job applications." Journal of Economic Theory 144, no. 2 (2009): 445–71. http://dx.doi.org/10.1016/j.jet.2008.06.007.

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20

Stevens, Ann Huff. "Persistent Effects of Job Displacement: The Importance of Multiple Job Losses." Journal of Labor Economics 15, no. 1, Part 1 (1997): 165–88. http://dx.doi.org/10.1086/209851.

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21

Schoemmel, Kristina, and Thomas S. Jønsson. "Multiple affective commitments: quitting intentions and job performance." Employee Relations 36, no. 5 (2014): 516–34. http://dx.doi.org/10.1108/er-08-2013-0116.

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Purpose – The purpose of this paper is to investigate the interactions and the usefulness of distinguishing among employees’ affective commitments (ACs) to the job, to the department, and to the organization in relation to the effects of quitting intentions and job performance. Design/methodology/approach – The authors conducted a survey questionnaire in the Danish healthcare system (n=496). Findings – First, the authors demonstrates that AC to the job, to the department, and to the organization is factorially distinct. Second, the authors finds that AC to the department is related to intention to quit the department and the organization, whereas AC to the job and to the organization is not when considered as part of the analysis. The authors test for interactions between AC to the job, to the department, and to the organization in relation to quitting intentions, and find these results to be non-significant. Third, the authors finds that AC to the job is more strongly related to job performance than AC to the department and to the organization. Furthermore, AC to the department and to the organization moderates the relationship between AC to the job and job performance. Practical implications – The results may suggest that practitioners could profit from considering AC toward the department when preventing employees’ quitting intentions. Further, practitioners could benefit from enhancing AC to different targets, especially to the job, in order to increase employees’ job performance. Originality/value – This research contributes to an understanding of how ACs to multiple workplace targets are different and how they interact.

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McKay, Colleen E., Matthew Johnsen, Steven Banks, and Reva Stein. "Employment transitions for Clubhouse members." WORK: A Journal of Prevention, Assessment & Rehabilitation 26, no. 1 (2006): 67–74. https://doi.org/10.3233/wor-2006-00493.

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Using a longitudinal dataset which followed 2195 individuals employed in 3379 separate job placements over a four-year period, this paper explores movement between the employment supports, [Transitional (TE), Supported (SE), and Independent Employment (IE)], offered by clubhouses. Sixty-four percent of employed members held only one job (N=1395) and 36% held multiple jobs during the study (N=791). Patterns of movement were consistent for transitions between the first and second job and subsequent transitions. Forty-six percent of individuals holding multiple jobs moved from one employment type to another. When movement occurred clubhouse members were significantly more likely to move from employment types offering more supports to those that offer less supports.

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23

Kusuma, Felia Indah, and ParwadiMoengin. "A Mathematical Model for Simultaneous Parallel Multiple Source Scheduling Problems." International Journal of Advanced Engineering and Management Research 08, no. 01 (2023): 38–48. http://dx.doi.org/10.51505/ijaemr.2023.8104.

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Manufacturing companies engaged in textile manufacturing engaged in the Job Order system with an extensive net work and market orientation require companies to pay attention to product quality and services that meet consumer requirements, one of which is by fulfilling orders at a pre-agreed time. The problem that is often found in companies like this is the frequent delays in completing orders. This is caused by the less optimal scheduling of job orders with different weights or penalties for each job which will ultimately result in a large total weighted delay originating from the accumulation of job delays with these different weights. This paper is intended to help companies create a new, more optimal schedule with the aim of minimizing the total weighted delay of order completion. The model proposed in this paper is a mathematical model for simultaneous parallel multiplesource scheduling problems for multiple-jobs and multiple-operations. The initial step of using this model is the formulation of decision variables, the objective function is minimizing tardiness or total weighted delay, and limiting functions. After the jobs to be examined are formulated into a model, data processing is carried out using a computerized system. The software used in processing this data is Win QSB. At the end of the paper a numerical example is given to use the proposed model. From data processing using Win QSB, it can be seen how much total weighted delay is obtained from scheduling with an integer linear programming model for this scheduling.

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Wang, Weina, Qiaomin Xie, and Mor Harchol-Balter. "Zero Queueing for Multi-Server Jobs." Proceedings of the ACM on Measurement and Analysis of Computing Systems 5, no. 1 (2021): 1–25. http://dx.doi.org/10.1145/3447385.

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Cloud computing today is dominated by multi-server jobs. These are jobs that request multiple servers simultaneously and hold onto all of these servers for the duration of the job. Multi-server jobs add a lot of complexity to the traditional one-server-per-job model: an arrival might not "fit'' into the available servers and might have to queue, blocking later arrivals and leaving servers idle. From a queueing perspective, almost nothing is understood about multi-server job queueing systems; even understanding the exact stability region is a very hard problem. In this paper, we investigate a multi-server job queueing model under scaling regimes where the number of servers in the system grows. Specifically, we consider a system with multiple classes of jobs, where jobs from different classes can request different numbers of servers and have different service time distributions, and jobs are served in first-come-first-served order. The multi-server job model opens up new scaling regimes where both the number of servers that a job needs and the system load scale with the total number of servers. Within these scaling regimes, we derive the first results on stability, queueing probability, and the transient analysis of the number of jobs in the system for each class. In particular we derive sufficient conditions for zero queueing. Our analysis introduces a novel way of extracting information from the Lyapunov drift, which can be applicable to a broader scope of problems in queueing systems.

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Wang, Weina, Qiaomin Xie, and Mor Harchol-Balter. "Zero Queueing for Multi-Server Jobs." ACM SIGMETRICS Performance Evaluation Review 49, no. 1 (2022): 13–14. http://dx.doi.org/10.1145/3543516.3453924.

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Cloud computing today is dominated by multi-server jobs. These are jobs that request multiple servers simultaneously and hold onto all of these servers for the duration of the job. Multi-server jobs add a lot of complexity to the traditional one-server-per-job model: an arrival might not "fit" into the available servers and might have to queue, blocking later arrivals and leaving servers idle. From a queueing perspective, almost nothing is understood about multi-server job queueing systems; even understanding the exact stability region is a very hard problem. In this paper, we investigate a multi-server job queueing model under scaling regimes where the number of servers in the system grows. Specifically, we consider a system with multiple classes of jobs, where jobs from different classes can request different numbers of servers and have different service time distributions, and jobs are served in first-come-first-served order. The multi-server job model opens up new scaling regimes where both the number of servers that a job needs and the system load scale with the total number of servers. Within these scaling regimes, we derive the first results on stability, queueing probability, and the transient analysis of the number of jobs in the system for each class. In particular we derive sufficient conditions for zero queueing. Our analysis introduces a novel way of extracting information from the Lyapunov drift, which can be applicable to a broader scope of problems in queueing systems.

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Dzineku, William K., T. Van Niekerk, and D. Y. Dzansi. "The effects of multiple job holding and employee well-being on primary job performance of public sector workers in the volta region of Ghana." International Journal of Management and Sustainability 14, no. 1 (2025): 57–76. https://doi.org/10.18488/11.v14i1.4028.

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The study investigates the impact of holding multiple jobs and employee well-being on primary job performance among public sector workers in Ghana. Multiple job holdings (MJH) are becoming more common among Ghana's public sector personnel, owing in part to economic concerns. However, this phenomenon has substantial consequences for such employees' well-being and primary job performance. To better understand the complexities of MJH and its influence on public sector personnel in Ghana's Volta Region, this study employs a variety of academic frameworks, including role balance theory (RBT) and job demand theory. In light of these theoretical frameworks, the study investigated many MJH-related variables, such as primary job performance, employee well-being, and drives. This study used a quantitative research method that included a cross-sectional survey design to investigate the impact of multiple job holdings (MJH) on public sector employees in Ghana's Volta Region. 1,198 public sector staff in the Volta Region completed a systematic questionnaire. The acquired data was transcribed, coded, and examined. The study's findings indicate that changes in employee well-being have a positive impact on primary job performance. Furthermore, the study observed that MJH significantly contributed to the prediction of changes in employee well-being. However, MJH had a statistically insignificant positive effect on primary job performance, implying that it may not improve primary job performance among public sector employees in this study.

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Luo, Cheng Xin, and En Min Feng. "Single Machine Multiple Common due Dates Assignment Based on Common Flow Allowance and Resource-Dependent Processing Times." Applied Mechanics and Materials 644-650 (September 2014): 2022–25. http://dx.doi.org/10.4028/www.scientific.net/amm.644-650.2022.

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This paper studies a multiple common due date assignment problem on a single machine. The job-dependent due dates are obtained based on common flow allowance criteria. We assume that the processing time of a job is controllable by the resource amount assigned to it. The objective is to find the optimal multiple common dues, the set of jobs assigned to each due date, the sequence of jobs and resource allocation scheme to minimize a total cost based on earliness and tardiness of jobs, the common dues and resource cost. We propose an optimal algorithm to solve the problem.

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Wijayanti, Niken Dwi, and Vid Adrison. "EFFECT OF WAGES ON MULTIPLE JOB HOLDING DECISIONS IN INDONESIA: EVIDENCE FROM THE INDONESIAN FAMILY LIFE SURVEY (IFLS) DATA OF 2007 AND 2014." Journal of Indonesian Economy and Business 33, no. 1 (2018): 1. http://dx.doi.org/10.22146/jieb.26747.

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Multiple job holding - i.e., a phenomenon in which workers have more than one job has become a trend in developed countries and is beginning to occur in developing countries, such as Indonesia. Existing studies provide the evidence that wages are a significant and consistent criterion to determine multiple job decisions. Wage increases in the primary job will decrease the incentive to have a second job as the reservation wage increases. However, we do not find any study which links the current multiple job decision with the past multiple job status. In this study, we use data from the Indonesian Family Life Survey (IFLS) in 2007 and 2014 to investigate whether or not a wage increase in the primary job reduces the incentive to have a second job in 2014, controlling for the multiple job status in 2007. Using logit and multinomial logit estimations, we find that the wage increase in the primary job decreases the probability of having a second job in 2014.

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Luo, Cheng Xin, and En Min Feng. "Multiple Common Due-Window Assignment Based on Common Flow Allowance and Resource-Dependent Processing Times." Applied Mechanics and Materials 644-650 (September 2014): 2026–29. http://dx.doi.org/10.4028/www.scientific.net/amm.644-650.2026.

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This paper studies a multiple common due-window assignment problem on a single machine. The job-dependent due-windows are obtained based on common flow allowance criteria. We assume that the processing time of a job is controllable by the resource amount assigned to it. The objective is to find the optimal size and location of the multiple common due-windows, the set of jobs assigned to each due window, the sequence of jobs and resource allocation scheme to minimize a cost function based on the window size and location, earliness and tardiness of jobs and resource cost. We propose an optimal algorithm to solve the problem.

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Moseley, Cassandra, and Yolanda Reyes. "Comparing Job Quality in Logging and Forestry Services in Oregon." Journal of Forestry 105, no. 6 (2007): 293–300. http://dx.doi.org/10.1093/jof/105.6.293.

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Abstract As logging employment continues to decline and forestry service employment grows, as they have over the past several decades, it is increasingly important to understand the relative quality of jobs in these two sectors. This study compares wages and job durability of loggers and forestry service workers in Oregon using unemployment insurance data. Using multiple wage measures (hourly, annual, and outside wages) and multiple job durability measures (employer changes, outside employment, seasonality, quarterly hours worked, and retention), this study finds that loggers typically earn more and have more durable jobs than forestry service workers.

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Lukiastuti, Fitri, and Lissa’dijah Lissa’dijah. "THE ROLE OF WORK STRESS MEDIATION IN THE RELATIONSHIP OF MULTIPLE ROLE CONFLICT AND FEMALE EMPLOYEE PERFORMANCE." Manajemen Bisnis 11, no. 1 (2021): 12–25. http://dx.doi.org/10.22219/mb.v11i1.16068.

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Modern life and rapid development require women to take over in developing work careers, and even some become leaders of organizations and countries. In contrast to past perceptions that place women are considered low and tend to experience discrimination in careers and jobs. The participation of women by working brings negative consequences resulting from role conflicts. This study aims to provide empirical evidence regarding the effect of multiple role conflict on the performance of female employees with job stress as a mediating variable. The sample in this study was 97 employees of Bank Jateng, the Coordinator in Purwokerto. The data analysis method uses the structural equation modeling - partial least square (SEM-PLS) with SmartPLS version 3.3.2 software. The results showed that multiple role conflicts had no effect on performance, and job stress had no effect on performance. Multiple role conflicts have a positive influence on job stress. In addition, the moderating role of job stress shows a connecting effect between the influence of multiple role conflicts on the performance of female employees

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HAYASAKA, Takehiro, and Rei HINO. "Multiple Exchanges of Job Orders for No-Buffer Job Shop Scheduling Problem." Journal of Advanced Mechanical Design, Systems, and Manufacturing 6, no. 5 (2012): 661–71. http://dx.doi.org/10.1299/jamdsm.6.661.

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Singh, VijayLakshmi, and Manjari Singh. "A burnout model of job crafting: Multiple mediator effects on job performance." IIMB Management Review 30, no. 4 (2018): 305–15. http://dx.doi.org/10.1016/j.iimb.2018.05.001.

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Al Smadi, Audai Naji Khaled, Safiya Amaran, Ahed Abugabah, Najib Majdi bin Yaacob, and Wan Pauzi Bin Wan. "Influence of job satisfaction components on staff performance in the emergency department." British Journal of Healthcare Management 30, no. 5 (2024): 1–10. http://dx.doi.org/10.12968/bjhc.2023.0002.

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Background/Aims The relationship between job satisfaction and job performance has been well-established in healthcare research. This study aimed to measure job satisfaction and performance among staff working in emergency departments in Jordan, and to explore the association between these two variables, focusing on the different components of job satisfaction. Methods A cross-sectional design with a convenience sampling approach was used, recruiting 286 staff working across 11 emergency departments in Jordan. Participants completed a questionnaire comprising validated scales to measure job satisfaction and job performance. Descriptive statistics, Pearson correlation, Cronbach's alpha and multiple regression analysis were used, via the SPSS version 25, to explore the relationship between job performance and different components of job satisfaction. Results Mean scores on the job satisfaction and job performance scales indicated that participants were neither satisfied nor dissatisfied with their jobs, but had high perceived job performance levels. Multiple regression showed a significant positive relationship between three job satisfaction dimensions (colleagues' communication and relationship: B=0.16; physical environment and workplace safety: B=0.28; supervisor support: B=0.17) and perceived job performance (P<0.001). There was a small but insignificant association between job performance and the compensation and promotion dimension of job satisfaction (B=−0.05, P=0.192). Conclusions This study supports previous evidence indicating that job satisfaction is positively linked with job performance, although compensation and promotion may not be a strong predictor of job performance in an emergency department context. Overall, these findings highlight the importance of strategies to improve job satisfaction among healthcare professionals.

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WANG, LEIYANG, and ZHAOHUI LIU. "SINGLE MACHINE SCHEDULING WITH BATCH DELIVERY TO MULTIPLE CUSTOMERS IN A STAR-SHAPED NETWORK." Asia-Pacific Journal of Operational Research 30, no. 01 (2013): 1250048. http://dx.doi.org/10.1142/s0217595912500480.

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In this paper, we consider the scheduling problem in which the jobs are first processed on a single machine and then delivered in batches by a single vehicle with limited capacity to the respective customers located at the vertices of a star-shaped network. The goal is to minimize the makespan. We present a 3/2-approximation algorithm for the identical job size case and a 2-approximation algorithm for the non-identical job sizes case.

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Krause, James S., Kanako Iwanaga, Phillip Rumrill, Karla S. Reed, Deborah Backus, and Fong Chan. "Job considerations among individuals with multiple sclerosis." Journal of Vocational Rehabilitation 53, no. 2 (2020): 241–48. http://dx.doi.org/10.3233/jvr-201100.

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Gulick, Elsie E., June Halper, and Marie Namey. "Job Satisfaction of Multiple Sclerosis Certified Nurses." International Journal of MS Care 10, no. 3 (2008): 69–75. http://dx.doi.org/10.7224/1537-2073-10.3.69.

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Nurse certification became available to nurses working in the practice area of multiple sclerosis (MS) in 2002. However, the impact of certification on the MS nurse's role and both satisfaction and dissatisfaction with the certified role have not yet been determined, which was the purpose of this study. With a qualitative study design and an international sample of 168 certified MS nurses, data from open-ended questions were analyzed regarding role change, job satisfaction, and job dissatisfaction. Findings indicated enhanced role change and job satisfaction regarding increased autonomy, colleagueship, leadership roles, and primary care nursing. Dissatisfaction for some was attributed to insufficient resources and benefits, along with administrator failure to recognize the value and importance of certified nurses.

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Baek, Seong-Min, and Ye-Jin Kim. "Virtual Job Training System Using Multiple Sensors." Journal of Digital Contents Society 22, no. 10 (2021): 1559–68. http://dx.doi.org/10.9728/dcs.2021.22.10.1559.

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Chauvet, F., J. M. Proth, and A. Soumare. "The simple and multiple job assignment problems." International Journal of Production Research 38, no. 14 (2000): 3165–79. http://dx.doi.org/10.1080/002075400418207.

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Panos, Georgios A., Konstantinos Pouliakas, and Alexandros Zangelidis. "Multiple Job Holding, Skill Diversification, and Mobility." Industrial Relations: A Journal of Economy and Society 53, no. 2 (2014): 223–72. http://dx.doi.org/10.1111/irel.12055.

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Gulick, Elsie E., June Halper, and Kathleen Costello. "Job Satisfaction Among Multiple Sclerosis Certified Nurses." Journal of Neuroscience Nursing 39, no. 4 (2007): 244–56. http://dx.doi.org/10.1097/01376517-200708000-00010.

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Erramilli, Vishnu, and Scott J. Mason. "Multiple Orders Per Job Compatible Batch Scheduling." IEEE Transactions on Electronics Packaging Manufacturing 29, no. 4 (2006): 285–96. http://dx.doi.org/10.1109/tepm.2006.887355.

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Genevie, L., J. E. Kallos, and E. L. Struening. "Job Retention Among People with Multiple Sclerosis." Neurorehabilitation and Neural Repair 1, no. 3 (1987): 131–35. http://dx.doi.org/10.1177/136140968700100304.

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Lo, Zhen-Ping, and Behnam Bavarian. "Multiple job scheduling with artificial neural networks." Computers & Electrical Engineering 19, no. 2 (1993): 87–101. http://dx.doi.org/10.1016/0045-7906(93)90039-t.

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N.D. Gupta, Jatinder. "Single facility scheduling with multiple job classes." European Journal of Operational Research 33, no. 1 (1988): 42–45. http://dx.doi.org/10.1016/0377-2217(88)90252-4.

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Ibrahim Taha, Heba, Hemat Abdelmoneem Elsayied, Hussien Elsayed Hussein, and Fatma Gomaa Mohamed. "Job Satisfaction among Patient with Multiple Sclerosis." Egyptian Journal of Health Care 16, no. 2 (2025): 358–74. https://doi.org/10.21608/ejhc.2025.428823.

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Gregson, Terry. "Factor Analysis of a Multiple-Choice Format for Job Satisfaction." Psychological Reports 61, no. 3 (1987): 747–50. http://dx.doi.org/10.2466/pr0.1987.61.3.747.

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This study examined the factor structure of a modified 30-question multiple-choice format for job satisfaction based on the Job Descriptive Index. The five-factor varimax factor analytic solution was the same as that obtained by Smith, Kendall, and Hulin (1969) for the original Job Descriptive Index. The measure of reliability was high. The results indicated that researchers can use a shorter multiple-choice format of job satisfaction based on the Job Descriptive Index without interfering with the dimensionality.

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Randall, Donna M. "Multiple roles and organizational commitment." Journal of Organizational Behavior 9, no. 4 (1988): 309–17. http://dx.doi.org/10.1002/job.4030090403.

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Li, Jian, Richard T. Roessler, Phillip D. Rumrill, and Emtiaz R. Ahmed. "Factors Influencing Job Satisfaction for Employed Adults With Multiple Sclerosis." Rehabilitation Counseling Bulletin 61, no. 1 (2016): 28–40. http://dx.doi.org/10.1177/0034355216662616.

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Given the high unemployment rates of adults with multiple sclerosis (MS) and the importance of job satisfaction as a predictor of turnover intention and job tenure, this investigation examined the relationship of perceived job satisfaction to social cognitive career theory and ecological model constructs. Highly compatible, the two formulations suggest that extent of job satisfaction is a function of personal or demographic, contextual or extrinsic, disability/health status, and self-perceived vocational situation variables. Based on responses to a national survey by 628 employed adults with MS, a four-block, hierarchical logistic regression analysis examined the extent to which the four variable groupings contributed to the prediction of job satisfaction. The following variables were retained in the regression equation: racial/ethnic status, satisfaction with current financial status, satisfaction with housing accessibility, illness duration, extent of job/person match, appropriateness of current work hours, and self-rated job performance level. Consequently, job satisfaction is influenced by multiple factors that counselors must consider in their rehabilitation planning and service delivery.

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Rumrill, Phillip, Stuart Rumrill, Kathy Sheppard-Jones, et al. "Identifying the job accommodation needs of American workers with mid-career neurological disabilities: A multiple case study investigation." Journal of Vocational Rehabilitation 55, no. 2 (2021): 115–29. http://dx.doi.org/10.3233/jvr-211151.

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BACKGROUND: The COVID-19 pandemic has wrought an unprecedented toll on vocational rehabilitation efforts to assist workers with disabilities in maintaining their careers. OBJECTIVE: To demonstrate the use of a psychometrically sound assessment instrument and resource-driven planning procedure to help workers with disabilities resume or retain their employment. METHODS: Four employed people with neurological disabilities who took part in a larger job retention project funded by the United States Department of Labor completed structured interviews to determine their needs for employment accommodations during COVID-19. A trained interviewer administered the Work Experience Survey (WES) in teleconsultation sessions with each participant to identify: (a) barriers to worksite access, (b) difficulties performing essential job functions, (c) concerns regarding continued job mastery, and (d) extent of job satisfaction. RESULTS: Owing primarily to the sequelae of their disabling conditions and less so to social distancing requirements and telecommuting technology, participants reported a wide range of accessibility barriers and difficulties in performing essential functions of their jobs that they believed had the potential to significantly affect their ongoing productivity. Considering the stress and uncertainty that have accompanied the COVID-19 pandemic, it is surprising that the majority of participants reported high levels of job mastery and job satisfaction. CONCLUSION: The interviewer concluded the WES interview by recommending a job accommodation plan, which included suggestions from Job Accommodation Network (JAN) consultants.

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