Bibliografías temáticas / Job Benefits

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Literatura académica sobre el tema "Job Benefits"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 5 de febrero de 2022

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Artículos de revistas sobre el tema "Job Benefits"

Awerbuch, Baruch, Yossi Azar y Oded Regev. "Maximizing job benefits on-line". Journal of Scheduling 4, n.º 6 (2001): 287–96. http://dx.doi.org/10.1002/jos.84.

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Artz, Benjamin. "Fringe benefits and job satisfaction". International Journal of Manpower 31, n.º 6 (14 de septiembre de 2010): 626–44. http://dx.doi.org/10.1108/01437721011073346.

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Malik, Maria, Difang Wan, Laiba Dar, Aqsa Akbar y Muhammad Akram Naseem. "The Role Of Work Life Balance In Job Satisfaction And Job Benefit". Journal of Applied Business Research (JABR) 30, n.º 6 (21 de octubre de 2014): 1627. http://dx.doi.org/10.19030/jabr.v30i6.8879.

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This paper investigates the influence of job benefits on job satisfaction of Public and Private Business Schools in Pakistan. Further it also examines the mediating effect of Work Life Balance (WLB) on job satisfaction and job benefit relationship. A sample of 329 respondents is collected from Business Schools in Pakistan by using a structured questionnaire. The results show that there is a mediation effect of WLB on the relationship of job satisfaction and job benefit.

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Bolhaar, Jonneke, Nadine Ketel y Bas van der Klaauw. "Job Search Periods for Welfare Applicants: Evidence from a Randomized Experiment". American Economic Journal: Applied Economics 11, n.º 1 (1 de enero de 2019): 92–125. http://dx.doi.org/10.1257/app.20170163.

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We combine a randomized experiment with administrative data to study the effects of mandatory job search periods in the Dutch welfare system. Job search periods postpone the first welfare benefits payment and encourage applicants to start searching for jobs actively. Job search periods substantially reduce benefits take up. The decline in benefits receipt is permanent, but fully compensated by increased earnings because of higher reemployment rates. We do not find detectable effects on health and crime outcomes, nor do we observe income declines for more vulnerable applicants. Our results suggest that job search periods are an effective instrument for targeting benefits to welfare applicants. (JEL C93, I38, J31, J64)

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Pavlopoulos, Dimitris, Didier Fouarge, Ruud Muffels y Jeroen K. Vermunt. "Who Benefits from a Job Change". European Societies 16, n.º 2 (3 de junio de 2013): 299–319. http://dx.doi.org/10.1080/14616696.2013.798019.

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Coleman Gallagher, Vickie, James A. Meurs y Kenneth J. Harris. "Political skill reduces the negative impact of distrust". Career Development International 21, n.º 5 (12 de septiembre de 2016): 442–58. http://dx.doi.org/10.1108/cdi-12-2015-0175.

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Purpose A number of studies have explored the benefits (e.g. enhanced job performance and reduced strain), of being politically skilled. Within the framework of uncertainty management theory, the purpose of this paper is to explore the benefits of high political skill to affective commitment, job satisfaction, and perceived job mobility, under conditions of distrust in management. Design/methodology/approach Sales representatives were surveyed and moderated multiple regression analyses were conducted to analyze the data. Findings The authors found that as distrust increased, affective commitment decreased for all persons, but was most pronounced for persons low on political skill. However, distrust in management had no impact on job satisfaction for those high on political skill, allowing persons high on political skill to enjoy their jobs despite high levels of distrust (an intrapsychic benefit of political skill). Finally, as distrust in management increased, persons high on political skill had increased perceived job mobility. Research limitations/implications This study is cross-sectional, limiting conclusions about causality in the relationships studied and leaving open the possibility of reverse causation. Practical implications This research has important implications, such that, under conditions of distrust, persons low on political skill are less committed, more dissatisfied, and feel a sense of job immobility, which could lead to poor work outcomes, such as decreased job performance. Originality/value The study is the first to examine how being politically skilled benefits employee outcomes when the employee distrusts management.

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Yang, Cheng Cheng, Hsuan-Fu Ho y Shan-Hua Chen. "Which Type Of Work-Study Experience Is More Beneficial?: Perceptions Of Taiwanese College Students". Journal of College Teaching & Learning (TLC) 10, n.º 1 (24 de diciembre de 2012): 83–88. http://dx.doi.org/10.19030/tlc.v10i1.7535.

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The rapidly increase of tuition and the reduced financial support from government and families have forced many more students to take part-time jobs, however, different jobs might bear different benefits. The main purpose of this study were to identify the major benefits of part-time jobs or work-study experiences performed by college students, and to calculate the relative weight of each benefits perceived by students, and finally, to determine the most appropriate type of job for college students. A self-developed questionnaire is administered to 250 students from three universities. The results of this study not only help students to select the most appropriate types of job for a given purpose, but also provide school administrators with a guide to develop their student part-time job policies.

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Olney, Marjorie F. "Caught in a Social Safety Net: Perspectives of Recipients of Social Security Disability Programs on Employment". Journal of Applied Rehabilitation Counseling 38, n.º 2 (1 de junio de 2007): 5–13. http://dx.doi.org/10.1891/0047-2220.38.2.5.

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It is estimated that 15-30 percent of people who are on the Social Security Administration's (SSA) disability benefit programs would like to work. However, despite a number of incentives, few leave benefit programs and become employed. A qualitative study with SSA recipients, all of whom expressed a desire to work, was conducted to augment findings from previous quantitative studies. The most common barrier to employment mentioned by participants was the SSA system itself which was viewed as an institution breeding fear and mistrust. Respondents identified three scenarios that would allow them to work: a full-time job with medical benefits, a part-time job that would allow them to maintain SSA benefits, or a full-time job with sufficient income to afford medical benefits.

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Selenko, Eva y Bernad Batinic. "Job insecurity and the benefits of work". European Journal of Work and Organizational Psychology 22, n.º 6 (diciembre de 2013): 725–36. http://dx.doi.org/10.1080/1359432x.2012.703376.

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Nekoei, Arash y Andrea Weber. "Does Extending Unemployment Benefits Improve Job Quality?" American Economic Review 107, n.º 2 (1 de febrero de 2017): 527–61. http://dx.doi.org/10.1257/aer.20150528.

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Contrary to standard search models predictions, past studies have not found a positive effect of unemployment insurance (UI) on reemployment wages. We estimate a positive UI wage effect exploiting an age-based regression discontinuity design in Austria. A search model incorporating duration dependence predicts two countervailing forces: UI induces workers to seek higher-wage jobs, but reduces wages by lengthening unemployment. Matching-function heterogeneity plausibly generates a negative relationship between the UI unemployment-duration and wage effects, which holds empirically in our sample and across studies, reconciling disparate wage-effect estimates. Empirically, UI raises wages by improving reemployment firm quality and attenuating wage drops. (JEL J31, J64, J65)

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Tesis sobre el tema "Job Benefits"

Steyn, Allen. "A comparative study to determine the impact of fringe benefits on job satisfaction and engagement / A. Steyn". Thesis, North-West University, 2010. http://hdl.handle.net/10394/4382.

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The study addresses the impact that fringe benefits have on the levels of job satisfaction and engagement of the employees of Orica Mining Services. Orica is a global explosives company that serves the mining and construction industries all over the world. The remuneration of employees differs from country to country within the organization and this can lead to confrontations when employees compare remuneration packages amongst one another. To determine the appropriate compensation for the value of the work becomes even more difficult when dealing with a global organization. This matter becomes even more complicated when an organisation's boundaries stretch across country borders. The study aims to compare job satisfaction and engagement of Orica employees working in South Africa to those working in Ghana. A survey research design was used with a specifically developed questionnaire as the data gathering instrument. The participants represent the total of all employees of Orica, a global mining services company. Management supported the study and made participation compulsory. A total of 57 employees completed the questionnaires. Employees from different areas, gender, age, academic levels and income groups participated. The majority of the respondents were in the age group 36 - 40 (28.1%). Educational levels revealed that the majority (68.4%) of participants have a Grade 12 and/or higher qualification. Because all the questionnaires represented the population and not just a sample, only a test to determine practical correlation was performed. For the purpose of the correlation test, the Nonparametric Spearman's correlation coefficient (r) was used. The statistical analysis indicated a highly important correlation between Job Satisfaction and Engagement. Thus a high level of job satisfaction will imply a high level of engagement and vice versa. It has also indicated that Job Satisfaction and Fringe Benefits shows a low practically significant correlation. The test for correlation between Job Satisfaction and Remuneration indicated that the level of job satisfaction an employee experiences in the organisation is influenced by his remuneration package. The test for correlation between Engagement and Fringe Benefits shows a low practically significant correlation. The test for correlation between Engagement and Remuneration shows a low practically significant correlation. The limitations of the study were the limited number of employees in Orica South Africa and Orica Ghana for participation in this comparative study. The structure of remuneration packages is treated as confidential and therefore employees might be hesitant to answer questions regarding fringe benefits and remuneration. The study was conducted within Orica and therefore its outcome can only be released with the permission of Orica South Africa and Orica Ghana.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

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Andrews, Charles G. "Comparative Analysis of Management and Employee Job Satisfaction and Policy Perceptions". Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4239/.

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The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests that little difference exists in perception of job satisfaction importance for gender, age group, length of time with the organization, topic training hours, and between management and nonmanagement employees. However, perception gaps exist between the job satisfaction items addressed by organizational policies and procedures and those perceived by employees. Additional studies that include a number of varied organizations are needed before extensive generalizations can be made.

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Miller, Peta y Miller@dewr gov au petajohnmiller@bordernet com au Peta. "THE HUMAN COSTS AND BENEFITS OF WORK: JOBLOAD, SELF-PERCEIVED PERFORMANCE, AND EMPLOYEE WELLBEING". La Trobe University. School of Human Biosciences, 2004. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20070319.145144.

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The primary purpose of this project was to investigate some relationships between workload and employee wellbeing. The necessary first stage was to formulate a theoretical framework � the JobLoad Model � to support a comprehensive and detailed investigation of the main factors that contribute to a job's workload. Building on the ergonomics concept of �workload�, this Model incorporates task- and job-level factors that have been identified within the research literatures of physical and cognitive ergonomics as important; additional constructs were added to take account of additional factors shown to be relevant to employee wellbeing, drawing on evidence from occupational health and organizational psychology literatures. Using this framework, available questionnaire-based measurement instruments for assessing workload and employee wellbeing were reviewed, new items were developed as required, and the JobLoad Index (JLI) was developed. The JLI was used to collect data from public servants in two different workplaces, with participation rates of 63% and 73% respectively. Relationships were determined between major task, job and organisational environment factors, self-perceived performance adequacy, and various aspects of employee wellbeing including job satisfaction, physical discomfort and psychological fatigue, stress and arousal. For a sub-sample of participants in one of the two workplaces, levels of adrenaline, noradrenaline and cortisol were also measured from 24-hour urine collections. The factors measured by the JLI accounted for a very substantial proportion of variance in these various dimensions of work-related wellbeing. The results provide potentially very useful insights into the relative influences of a wide range of work- and job-related variables on people's perceived abilities to cope with their job demands, and on several aspects of their wellbeing. Further, the importance of measuring multiple dimensions of wellbeing, and differentiating their separate sets of work-related determinants, was well demonstrated. Finally, and perhaps most significantly, this study has identified the powerful role that self-perceived performance plays as an intervening variable between job demands and people's work-related wellbeing.

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Jaworski, Caitlin D. "THE EFFECT OF TRAINING, EMPLOYEE BENEFITS, AND INCENTIVES ON JOB SATISFACTION AND COMMITMENT IN PART-TIME HOTEL EMPLOYEES". Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1353378997.

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Galindo, Shannon M. "A revised on-the-job training system at Johnson Matthey Electronics benefits of training materials for on-the-job training /". Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999galindo.pdf.

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Bhatta, Sabitri. "Understanding the Intention to Leave the Job among U. S. Home Health Aides". Miami University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=miami1420581160.

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Zhang, Ming 1963 Apr 22. "Job accessibility in the San Juan Metropolitan Region (SJMR) : maximizing the benefits of Tren Urbano". Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/70741.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1999.
Includes bibliographical references (p. 115-119).
Public transportation investment is made because of its potential benefits to the society. Properly identifying and measuring these benefits has been the central concern in rail transit decision making. In this research, we focus on the social dimension of rail transit benefits through the Tren Urbano case study. The objectives are: (1) to characterize the social benefits of public transportation, especially rail transit systems, in terms of job accessibility provision; (2) to analyze the distributional effects of the Tren Urbano benefits among geographical locations and social groups in the SJMR; and (3) to examine the effects of supplementary transportation and land use strategies in further enhancing job accessibility in the region. A comparative study method in combining with simple simulations is used for this research. Comparisons of accessibility levels are made between Tren Urbano-Build and No-Build scenarios in 2010, and between 2010 Cases and 1990 Base Case. Policy scenarios are simulated under several assumptions of transportation and land use policies. GIS is utilized to link and process geographical and statistical information, and to visualize the intermediate and final results of analyses. The study results suggest that, through mobility provision, Tren Urbano would contribute to improve job accessibility in the SJMR. All social groups would be better off from the investment comparing to the No-Build alternative. The study also raises concerns that, without additional transportation and land use policies to support Tren Urbano, the benefits of the investment would be quite limited, both geographically and socially. There are both needs and opportunities for policy makers to intervene. From transportation planners' perspective, there are untapped potentials for further improving Publico services. From land use planners' perspective, there are nearly 1200 acres of vacant developable land near Tren Urbano (Phase I) stations. Based on the scenario analysis results, policy recommendations are made aiming to maximize the social and economic returns of Tren Urbano.
by Ming Zhang.
S.M.

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Oliver, Rozario. "The impact of job satisfaction and organisational commitment on intention to leave amongst non-academic staff at a tertiary institution in the Western Cape". University of the Western Cape, 2011. http://hdl.handle.net/11394/5218.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
A critical feature of globalisation is to attract and retain intellectual capital to ensure that a cadre of highly skilled, independent, internationally marketable and mobile employees is achieved (Sutherland & Jordaan, 2004). Bagraim and Sader (2007) concur by stating that South African organisations in an increasingly dynamic globalised economy, strive to increase the organisation's competitiveness by ensuring they need to retain and motivate skilled employees. The plethora of literature available on organisational commitment and job satisfaction is testament to achieving the above (Aamodt, 1999; Mowday, Porter & Steers, 1982; Robbins; 2001; Robbins & Judge; 2007). Withdrawal behaviours such as tardiness, absenteeism and turnover have been found to be inversely related to both job satisfaction and organisational commitment (Bergh, 2011; Mowday et al., 1982; Robbins, 2001). It is therefore believed that satisfied and committed employees are more likely to remain with an organisation and to perform at higher levels. The relationship between job satisfaction and organisational commitment has particularly important implications for service organisations. In a recent study, conducted in a service environment, it was demonstrated that highly committed employees exerted more effort towards satisfying the needs of customers. The effort was found, in turn, to raise the level of customer satisfaction (Malherbe & Pearse, 2003). Moreover, the latter study lent strong support to the notion that increased job satisfaction is likely to stimulate greater commitment. Since 1994 South Africa has undergone numerous changes not only in the country but also in the Higher Education sector, to rectify and redress the social injustices caused by apartheid in a move towards a democratic society (Cross, Mungadi & Rouhini cited in Rothman, 2005). In a hyper turbulent environment characterised by constant change, it has become important for Higher Education to change as well to ensure that tertiary institutions become internationally competitive. The importance of the current study therefore comes to the fore in terms of determining why individuals are leaving the institution. This is important because to remain competitive the institution needs highly competent, committed and experienced employees. The present study aspires to identify the variables which influence turnover intentions. The mediating effects of job satisfaction and organisational commitment were investigated in this particular study to explore the concept of turnover intentions amongst a sample of 118 non-academic (administrative) staff members at a tertiary institution in the Western Cape. A biographical questionnaire, the Job Descriptive Index (JDI), the Organisational Commitment Questionnaire (OCQ) and the Turnover Intentions Questionnaire were administered to elicit responses from respondents to determine the impact of the variables job satisfaction and organisational commitment on turnover intentions. Both descriptive and inferential statistical methods (the Pearson Product-Moment Correlation Co-efficient and Multiple Regression Analysis) were utilised during the statistical analysis phase. Results indicate that a statistically significant inverse relationship exists between the independent variables job satisfaction and organisational commitment, respectively, and turnover intention. These findings are consistent with previous research findings (Appollis, 2010; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Pienaar, Sieberhagen & Mostert, 2007). Further to this a statistically significant relationship also exists between job satisfaction and organisational commitment which corroborates previous findings (Lok & Crawford, 1999; Mathieu & Zajac; 1999; McNeese-Smith, 2001; Price & Mueller, 1981; Williams & Hazer, 1986). The study concludes with recommendations and implications for future research endeavours in the area of job satisfaction, organisational commitment and turnover intentions amongst non-academic employees from institutions of Higher Education.

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Miller, Peta. "The human costs and benefits of work : jobload, self-perceived performance, and employee wellbeing /". Access full text, 2004. http://www.lib.latrobe.edu.au/thesis/public/adt-LTU20070319.145144/index.html.

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Thesis (Ph.D.) -- La Trobe University, 2004.
Research. "A thesis submitted in total fulfill ment of the requirements for the degree of Doctor of Philosophy [to the] School of Human Biosciences, Faculty of Health Sciences, La Trobe University, Victoria". Includes bibliographical references (p. 366-400). Also available via the World Wide Web.

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Karadakic, René. "Unemployment benefit generosity in a life-cycle model with endogenous job-serch effort". Thesis, Uppsala universitet, Nationalekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-352203.

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Unemployment in Austria has been considerably low in the past decades compared to other European countries. Nevertheless, recent increases in the past five years started a controversial discussion about the generous unemployment insurance system in place. The current government, therefore, argues to change the insurance system similar to the German HARTZ IV reform, although the effects on unemployment have proven to be ambiguous in Germany. I introduce a discrete time life-cycle model with endogenous job-search effort to inquire the potential effects of such a reform on long- and short-term unemployment, as well as individuals' job-search incentives. Individuals are ex-ante heterogeneous in their labour income possibilities and are subject to exogenous layoffs throughout their life. The model suggests that the proposed reform would reduce long-term unemployment substantially, however, to the cost of a larger amount of short-term unemployment spells and decreased overall welfare. Job-search effort over the whole life-cycle appears to increase, with the largest differences at the end of the life-cycle.

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Libros sobre el tema "Job Benefits"

Pay Equity Commission of Ontario. Determining job rate - benefits. Ontario: Pay Equity Commission, 1988.

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D, Johnson Cecil, ed. The economic benefits of predicting job performance. New York: Praeger, 1991.

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McConnell, Sheena M. National Job Corps study: the benefits and costs of Job Corps. Washington, DC (200 Constitution Ave., Washington, 20210): U.S. Department of Labor, Employment and Training Administration, 2001.

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Madrian, Brigitte C. Employment-based health insurance and job mobility: Is there evidence of job-lock? Cambridge, MA: National Bureau of Economic Research, 1993.

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Finn, Dan. Making benefits work: Employment programmes and job creation measures. Manchester: Centre for Local Economic Strategies, 1996.

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(Organization), WorldatWork. Life at work: Beyond compensation and benefits. Scottsdale, AZ: WorldatWork, 2001.

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Operations, United States Congress House Committee on Government. Job Corps program: Its benefits outweigh the costs : fourteenth report. Washington: U.S. G.P.O., 1985.

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United States. Congress. House. Committee on Government Operations. Job Corps program: Its benefits outweigh the costs : fourteenth report. Washington: U.S. G.P.O., 1985.

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Hill, Randy J. Job leave benefits: Types, policies and laws in the U.S. Hauppauge, N.Y: Nova Science Publisher's, 2011.

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Olson, Craig A. The impact of permanent job loss on health insurance benefits. Princeton: Princeton University,Industrial Relations Section, 1992.

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Capítulos de libros sobre el tema "Job Benefits"

Reiher, Konrad. "Compensation and Benefits: Job Evaluation". En Handbook of Human Resources Management, 1–14. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-642-40933-2_76-1.

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Awerbuch, Baruch, Yossi Azar y Oded Regev. "Maximizing Job Benefits On-Line". En Approximation Algorithms for Combinatorial Optimization, 42–50. Berlin, Heidelberg: Springer Berlin Heidelberg, 2000. http://dx.doi.org/10.1007/3-540-44436-x_6.

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Reiher, Konrad. "Compensation and Benefits: Job Evaluation". En Handbook of Human Resources Management, 827–40. Berlin, Heidelberg: Springer Berlin Heidelberg, 2016. http://dx.doi.org/10.1007/978-3-662-44152-7_76.

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Fullwiler, Scott T. "The Costs and Benefits of a Job Guarantee: Estimates from a Multicountry Econometric Model". En The Job Guarantee, 73–94. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137297990_5.

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Bolda, Robert A. "Forecasting the Cost-Benefits of Job Training". En Strategic Human Resource Planning Applications, 127–33. Boston, MA: Springer US, 1987. http://dx.doi.org/10.1007/978-1-4613-1875-0_10.

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England, Darin y Jon B. Weissman. "Costs and Benefits of Load Sharing in the Computational Grid". En Job Scheduling Strategies for Parallel Processing, 160–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11407522_9.

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Long, David A., Charles D. Mallar y Craig V. D. Thornton. "Evaluating the Benefits and Costs of the Job Corps". En Cost-Benefit Analysis and Public Policy, 333–49. Oxford, UK: Blackwell Publishing Ltd., 2009. http://dx.doi.org/10.1002/9781444307177.ch27.

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Squillante, Mark S. "On the benefits and limitations of dynamic partitioning in parallel computer systems". En Job Scheduling Strategies for Parallel Processing, 219–38. Berlin, Heidelberg: Springer Berlin Heidelberg, 1995. http://dx.doi.org/10.1007/3-540-60153-8_31.

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Smith, Robert S. "Mostly on Monday: Is Workers’ Compensation Covering Off-the-Job Injuries?" En Benefits, Costs, and Cycles in Workers’ Compensation, 115–27. Dordrecht: Springer Netherlands, 1990. http://dx.doi.org/10.1007/978-94-009-2179-5_5.

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Sander, Tom, Biruta Sloka y Henrijs Kalkis. "Benefits of Employees Social Network Sites Profiles for Job Applicants". En Advances in Intelligent Systems and Computing, 219–31. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20154-8_21.

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Actas de conferencias sobre el tema "Job Benefits"

Gulledge, Jay. "Communicating the benefits of environmental information: Whose job is it?" En 2012 Socio-economic Benefits Workshop. IEEE, 2012. http://dx.doi.org/10.1109/sebw.2012.6292287.

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Schwartz, R. y C. Simmons. "300. Maximal Benefits from Ergonomic Job Rotations". En AIHce 2000. AIHA, 2000. http://dx.doi.org/10.3320/1.2763644.

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Sander, Tom, Biruta Sloka, Ieva Puke y Anastasija Vilcina. "Benefits of videos in job advertisments for potential candidates". En 20th International Scientific Conference "Economic Science for Rural Development 2019". Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2019. http://dx.doi.org/10.22616/esrd.2019.095.

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Santos, Ronnie E. S., Fabio Q. B. da Silva y Cleyton V. C. de Magalhães. "Benefits and limitations of job rotation in software organizations". En EASE '16: 20th International Conference on Evaluation and Assessment in Software Engineering. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/2915970.2915988.

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Bunch, R., N. Doucette, S. Kalkan y I. Sealy. "The Benefits of Job-Specific Functional Testing for New Hires". En SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/86748-ms.

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Grimme, Christian, Joachim Lepping y Alexander Papaspyrou. "Benefits of Job Exchange between Autonomous Sites in Decentralized Computational Grids". En 2008 8th IEEE International Symposium on Cluster Computing and the Grid (CCGrid). IEEE, 2008. http://dx.doi.org/10.1109/ccgrid.2008.55.

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Tucker, C. Thomas. "Rethinking the Benefits of CHP". En ASME 2005 Power Conference. ASMEDC, 2005. http://dx.doi.org/10.1115/pwr2005-50073.

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In recent years there has been great deal of effort made in promoting combined heat and power (CHP) and its related economic and environmental benefits. Much of this effort has been targeted at industries because they are generally the best suited to host a CHP system. In spite of the efforts and the assistance available, many industries do not seem overly enthusiastic about installing CHP. The primary reason appears to be that electric rates are low relative to typically used fuels such as natural gas. This translates into a longer return on investment than most companies can justify in the face of competing internal pressures. Trying to encourage industries to install CHP in a struggling economy is just that much more difficult. When CHP is installed, there is usually another motivating factor such as a “free” fuel or concerns about power reliability. Does this mean that CHP is not the great solution everyone has been talking about? The author does not believe so. However, maybe it is time to redefine the application of CHP by simply reconsidering the boundary under which it is typically applied. For example, by considering CHP at a State boundary as opposed to a facility boundary, CHP takes on an entirely new role. Expanded benefits can now include economic development, homeland security, environmental sustainability, improved power transmission and distribution and job creation.

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Sherrill, J. y T. Ford. "272. Maximizing the Use and Benefits of Using Industrial Hygiene Data to Support the Job Hazard Analysis Process". En AIHce 2002. AIHA, 2002. http://dx.doi.org/10.3320/1.2766204.

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A. Gabry, Mohamed, Samuel A. Thabet, Emad Abdelhaliem, Ahmed Algarhy y Maharaja Palanivel. "Ability to Use DFIT to Replace the Minifrac in Sandstone Formations for Reservoir Characterizations". En SPE 2020 Symposium Compilation. SPE, 2021. http://dx.doi.org/10.2118/201216-ms.

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Abstract One of essential parts of hydraulic fracture job design optimization in deep sandstone formations is to conduct a minifrac test using fracture fluid to identify the closure pressure for calibration of the stress profile and to calibrate the leak-off coefficient of the fracturing fluid, but the test could not provide good understanding for reservoir properties of permeability, reservoir pressure, and intensity of natural fractures. By conducting the actual DFIT (Diagnostic Fracture Injection Test) and minifrac in more than thirty wells in different formations from different fields, several leak-off behaviors are observed and several conclusions can be reached by integrating minifrac, DFIT, geologic settings information, and production data. With the experience of conducting high rate and low rate DFIT before minifrac jobs, we can conclude that there are several benefits for the DFIT by replacing the minifrac, which conventionallyusesg a polymer fracturing fluid, with a non-wall-building fluid consisting mainly of water from the operations and job design perspective, and from the post frac production perspective. DFIT with water can introduce the best methodology to detect the induced complexity that may cause hydraulic fracture job cancellation in cases of detecting high complexity value early before rig movement. Implementing DFIT in a complete hydraulic fracturing design, execution and evaluation workflow can provide a deep understanding of the fracture geometry propagation and reservoir characterization. The main disadvantages of the DFIT is that it requires a long leak-off observation period but that can be minimized in the mD range of sandstone permeability. This paper introduces DFIT in sandstone formations as a good method for integration between the geology, reservoir management, and fracture operations. The paper provides the operational and integral benefits of replacing minifrac and fracturing fluid with DFIT and water in deep sandstone formations, which provides more accurate data analysis because testing is done with same fluid. In addition, it can reduce fracture operations cost by 10%.

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Duggal, Sudesh y Carl Simkonis. "Offshore Outsourcing: New Spin Or Same Old Business". En InSITE 2007: Informing Science + IT Education Conference. Informing Science Institute, 2007. http://dx.doi.org/10.28945/3087.

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America has been, historically, the leading edge of much of the world’s engineering and IT innovations. However, with the current trends of Offshore Outsourcing high tech and high paying employment, the questions arise: why go into these fields at all. Why involve yourself with the rigorous academic requirements demanded of these disciplines; especially when one considers the real possibility of being outsourced out of a job to offshore companies. As more and more high paying American jobs are outsourced to foreign markets, we must start to recalculate the bene-fit/cost ratios of no holes barred free trade practices. The current economic expansion, we are currently experiencing, is a unique one. It has not created jobs; nor has it added to real wage growth. This has not added to the overall American standard of economic life. The benefits of the expansion have been skewed very favorably to corporate American.

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Informes sobre el tema "Job Benefits"

Zeidner, Joseph y Cecil D. Johnson. The Economic Benefits of Predicting Job Performance. Fort Belvoir, VA: Defense Technical Information Center, septiembre de 1989. http://dx.doi.org/10.21236/ada216744.

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Kuver, Walt. Tax Revenue and Job Benefits from Solar Thermal Power Plants in Nye County. Office of Scientific and Technical Information (OSTI), noviembre de 2009. http://dx.doi.org/10.2172/1129448.

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Jagannathan, Shanti y Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in Cambodia. Asian Development Bank, enero de 2021. http://dx.doi.org/10.22617/spr200325.

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This report explores the implications of the Fourth Industrial Revolution (4IR) on the future of the job market in Cambodia. It assesses how jobs, tasks, and skills are being transformed, particularly in tourism and garment manufacturing as the top two industries with the largest employment in the country. These two industries are likely to benefit from the transformational effect of 4IR, if there is adequate investment in jobs, skills, and training. The report is part of series developed from an Asian Development Bank study on trends in skills demand in Cambodia, Indonesia, the Philippines, and Viet Nam.

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Jagannathan, Shanti y Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in Indonesia. Asian Development Bank, enero de 2021. http://dx.doi.org/10.22617/spr200327.

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This report explores the implications of the Fourth Industrial Revolution (4IR) on the future of the job market in Indonesia. It assesses how jobs, tasks, and skills are being transformed in food and beverage as well as in automotive manufacturing. These two industries have high relevance to 4IR technologies and both are important to Indonesia’s national employment, economic growth, and international competitiveness. They are also likely to benefit considerably from the transformational effect of 4IR, if there is adequate investment in jobs, skills, and training. The report is part of series developed from an Asian Development Bank study on trends in skills demand in Cambodia, Indonesia, the Philippines, and Viet Nam.

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Bartik, Timothy J. y George A. Erickcek. Simulating the Effects of Michigan's MEGA Tax Credit Program on Job Creation and Fiscal Benefits. W.E. Upjohn Institute, junio de 2012. http://dx.doi.org/10.17848/wp12-185.

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Simon, Kosali Ilayperuma y Robert Kaestner. Do Minimum Wages Affect Non-wage Job Attributes? Evidence on Fringe Benefits and Working Conditions. Cambridge, MA: National Bureau of Economic Research, mayo de 2003. http://dx.doi.org/10.3386/w9688.

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Jagannathan, Shanti y Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in the Philippines. Asian Development Bank, enero de 2021. http://dx.doi.org/10.22617/spr200326.

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This report explores the implications of the Fourth Industrial Revolution (4IR) on the future of the job market in the Philippines. It assesses how jobs, tasks, and skills are being transformed in the information technology-business process outsourcing industry and electronics manufacturing industry. These two industries have high relevance to 4IR technologies and are important to the country’s employment, growth, and international competitiveness. They are likely to benefit from the transformational effect of 4IR, if there is adequate investment on jobs, skills, and training. The report is part of series developed from an Asian Development Bank study on trends in skills demand in Cambodia, Indonesia, the Philippines, and Viet Nam.

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Jagannathan, Shanti y Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in Viet Nam. Asian Development Bank, enero de 2021. http://dx.doi.org/10.22617/spr200308.

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This report explores the implications of the Fourth Industrial Revolution (41R) on the future of the job market in Viet Nam. It assesses how jobs, tasks, and skills are being transformed, particularly in logistics and agro-processing. These two industries are important for the country’s employment, economic growth, and international competitiveness and are also highly relevant for 4IR technologies. The report is part of series developed from an Asian Development Bank study on trends in skills demand in Cambodia, Indonesia, the Philippines, and Viet Nam.

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Pytlovany, Amy. Recruitment Marketing: How Do Wellness and Work-Life Benefits Influence Employer Image Perceptions, Organizational Attraction, and Job Pursuit Intentions? Portland State University Library, enero de 2000. http://dx.doi.org/10.15760/etd.7215.

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Jagannathan, Shanti y Dorothy Geronimo. Reaping the Benefits of Industry 4.0 through Skills Development in High-Growth Industries in Southeast Asia: Insights from Cambodia, Indonesia, the Philippines, and Viet Nam. Asian Development Bank, enero de 2021. http://dx.doi.org/10.22617/spr200328.

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This synthesis report explores the implications of the Fourth Industrial Revolution (4IR) on the future of the job market in Southeast Asia. It is part of the series of reports that assesses how jobs, tasks, and skills are being transformed in industries with high relevance to 4IR technologies in Cambodia, Indonesia, the Philippines, and Viet Nam. The series provides recommendations to strengthen policies, skills, and training as well as new approaches, strategies, and actions to enhance the readiness of each country’s workforce for 4IR.

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