Aspects Of Job Research Articles

Job’s syndrom. Case reports

Primary immunodeficiencies with impaired humoral link are genetically determined diseases characterized by impaired antibody formation. The article presents information about an orphan disease – hyperimmunoglobulinemia E syndrome (hyper-IgE), or Job’s syndrome, which is characterized by elevated IgE levels in the blood serum, recurrent infections and various clinical manifestations (specific abnormalities of connective tissue, skeleton, tooth enamel, neurological disorders, etc.). Historical aspects of Job’s syndrome are described, the importance of immunoglobulins E in the human immune system is shown. It is noted that genetic testing, including sequencing of the STAT3 and DOCK8 genes, plays a decisive role in confirming the diagnosis. Low prevalence of Job’s syndrome is the reason for late diagnosis. Clinical cases of Job’s syndrome, a variant of primary immunodeficiency confirmed genetically, are presented.

Burnout Syndrome among Family Caregivers of Hemodialysis Patients in Luxor International Hospital

Abstract Background Chronic illness caregivers experience sadness, anxiety, drug usage, physical deterioration, and poor quality of life. Burnout from lack of support affects family, professional, and social life. Hemodialysis stresses caregivers, who stop work for long-term care. Burnout is caused by long hours, interpersonal challenges, and unpredictability. Chronic stress may impact quality of life with physical and mental symptoms. Aim To assess burnout in hemodialysis family caregivers, factors contributing, including sociodemographics, job aspects, and burnout's impact on their quality of life. Methods This cross-sectional study at Luxor International Hospital, starting January 2023, includes 100 participants, caregivers, and healthy individuals linked to regular hemodialysis patients. Participants will complete a questionnaire covering sociodemographic information and four validated measures assessing burnout, stress, mental health, and quality of life. Interviews with family caregivers will collect further data and include these questionnaires (CBI, PSS- 10,GHQ-28,WHOQOL Bref). Results The average age of research participants is 42.39. Based on CBI ratings, 78% have little personal burnout. Age affects burnout and mental health. Personal burnout is gendered. Burnout and mental anguish are linked to work hours. Marital status affects psychology. Education affects burnout and life quality. Parenthood influences mental health. Smoking connects with subjective stress but not others. Conclusion The study reveals significant burnout, perceived stress, and psychological distress among hemodialysis caregivers. Despite low burnout in most, substantial psychological distress is evident, affecting their quality of life. Factors like age, gender, marital status, education, children, and smoking influence caregiver experiences.

Animal Protection Officers: Professional Identity, Professional Stressors, and Mental Health Needs

Abstract Animal protection officers (APOs) fulfill critical community roles but are underrepresented in academic literature. This study explored APOs’ professional identities, professional stressors, positive job aspects, and mental health needs and access. Our mixed-methods design featured a survey followed by interviews. The survey was disseminated to APOs from four local agencies. Results from 18 respondents revealed that seeing a child injured by an animal or an animal injured by a human were the most stressful work situations. Positive job aspects included helping animals, public education, and supporting community safety. Only four respondents had accessed mental health services for job-related issues. Nine respondent interviews yielded themes addressing how APOs make meaning, stressors and resilience factors, and mental health supports. Recommendations based on survey and interview responses are provided.

Job perception and satisfaction correlations: Examining intrinsic and extrinsic job satisfaction for fast-food restaurant managers in San Jose City, Nueva Ecija

This research investigated the correlation between job perception and both intrinsic and extrinsic job satisfaction among fast-food restaurant managers. Utilizing a descriptive-correlation research design, the study involved 20 regular managers from fast-food establishments. Data were collected through surveys and face-to-face informal interviews with 20 purposively selected respondents aged 21-45 years. The analysis employed Pearson correlation to examine the relationships between job perception and satisfaction variables. Findings revealed a very strong positive correlation between job perception and both types of job satisfaction. Managers who perceived their roles as fulfilling, well-aligned with their expectations, and supportive of their skills reported higher levels of both intrinsic and extrinsic satisfaction. Specifically, job aspects such as personal fulfillment, recognition, and alignment with personal values strongly correlated with high intrinsic satisfaction. Similarly, factors like competitive salary, job security, and a supportive work environment were closely linked with higher extrinsic satisfaction. The results underscored that positive job perception significantly enhances both intrinsic and extrinsic job satisfaction, reflecting the critical role of managers’ views on their roles in determining their overall job satisfaction and motivation. The study suggests that fast-food restaurant operators should focus on improving job perception by enhancing both intrinsic and extrinsic factors. This includes providing meaningful work experiences, recognizing managers’ contributions, ensuring competitive compensation, and fostering a supportive work environment. By addressing these areas, organizations can improve managerial satisfaction, reduce turnover, and enhance overall operational effectiveness.

Personal value preferences, multifaceted job satisfaction and burnout in Israeli high-tech.

This study investigates connections between personal value preferences, satisfaction with different facets of the job and burnout among high-tech workers. The study's sample included 175 individuals (43% females) working in the high-tech industry in Israel. A high level of satisfaction with work content was associated with low burnout and high professional accomplishment, and satisfaction with coworkers was associated with low burnout. Satisfaction with supervisor, salary and promotion opportunities did not affect high-tech workers' burnout and professional accomplishment. A high preference for achievement values was associated with high professional accomplishment. A high preference for power values was associated with low satisfaction with all job facets. In addition, power values increased burnout indirectly by reducing satisfaction with work content and coworkers. Power values also decreased personal accomplishment indirectly by reducing satisfaction with work content. A high preference for self-direction values was associated with high satisfaction with salary and promotion opportunities. Finally, high preferences for achievement and universalism values were associated with high satisfaction with promotion opportunities. The theoretical and practical implications of the obtained results are discussed.

Dampak Kepribadian Narsistik terhadap quality of work life dalam Era Hybrid Working

Hybrid working is the work model chosen by many companies. In practice, changing your work style to a hybrid can affect the quality of work life. Quality of work life is an employee's perception which includes aspects of job and career satisfaction, general well-being, distance from homework, stress at work, control at work, working conditions. On the other hand, employee personality is a kind of diversity in the workplace. One of the personalities in the workplace is the personality of narcissism. Narcissism is part of the dark triad personality. Narcissism is demonstrated by behavior of self-admiration, domination, and superiority. The aim of this research is to explain the role of narcissistic personality in the quality of work life of employees who work in a hybrid manner. The participants were 217 hybrid working employees who filled out the Quality of work life and Short Dark Triad Personality scale instruments. The participants consisted of government agency employees, male and female, private employees, government agencies and start-ups, ranging in age from 20 to 55, with D3 to S3 educational backgrounds. Participants were selected using a purposive sampling method. The research results show that narcissistic personality plays a role in the quality of work life (b=0.055; p<0.001). Companies need to manage narcissistic traits through personnel management to improve the quality of work life in a hybrid work environment.

Deciphering the Nature and Dynamics of Gig-Platform Jobs: Workers’ Hidden Precarity

The technology-driven gig-platform sector has emerged as a new source of employment generation both globally as well domestically. This recent transformation in the labour market is reshaping the nature of labour practices, labour relations, workers’ rights, and contracts. The sector has huge potential to generate millions of job opportunities by leveraging the use of digital technology. As this sector continues to generate more jobs, such jobs are portrayed as fostering economic growth, while creating ‘meaningful jobs,’ which are mutually beneficial to workers and employers in terms of providing ‘flexibility and freedom,’ ‘better earning opportunity,’ and ‘promoting social inclusion,’ by which it implies that women are increasingly equipped to find better jobs. This article critically examines the developmental roles of platform jobs which are being particularly highlighted within the policy circle, in academic literature, and tech companies through workers’ lens. It delves deeper into the discussion on those very aspects of platform jobs just listed, including the flexibility and freedom debate, workers’ income, and the gender aspect of jobs. In doing so, it carefully examines these aspects with respect to their implications on workers in terms of working conditions and regulatory aspects. The article brings out the workers’ precarity hidden within those developmental aspects of gig-platform jobs.

Are job characteristics associated with patient (de)humanization through the mediation of health providers’ well‐being?

AbstractHealthcare professionals tend to assign a lower human status to patients. We hypothesized that two mindsets are responsible for this attribution: burnout (emotional exhaustion) and work engagement (vigor, dedication, and absorption in one's work). We predicted that exhaustion is negatively related to patient humanizing perceptions (Hypothesis 1), whereas engagement is positively related to them (Hypothesis 2). In addition, we formulated hypotheses on the relationship between job characteristics and humanity perceptions. Based on the Job Demands‐Resources theory, we predicted that resources (e.g., performance feedback) are positively related to humanizing perceptions being positively linked to work engagement (Hypothesis 3a) and negatively linked to exhaustion (Hypothesis 3b). For demands (e.g., work overload), in contrast, they should be negatively related to humanizing perceptions, being positively linked to exhaustion (Hypothesis 4a) and negatively linked to work engagement (Hypothesis 4b). To test the hypotheses, we conducted an online survey. Participants were physicians and nurses (N = 302); a questionnaire was used. The mediation model was estimated by applying path analysis with observed variables. Findings supported the prediction that reduced humanizing perceptions are associated with care providers’ exhaustion (Hypothesis 1). No association was found between humanity perceptions and work engagement. For job aspects, resources were linked to higher humanizing perceptions through the mediation of lower exhaustion (Hypothesis 3b), whereas demands were linked to lower humanizing perceptions through the mediation of higher exhaustion (Hypothesis 4a). Findings suggest that appropriate manipulations of demands and resources may increase patient humanization and improve the therapeutic relationship.

Green economy and energy: Green labor market elements identification

With the advancement of the green economy, the labor market is experiencing the emergence of new employment forms, positions, and competencies. This arises from the special relationship between the green job market and the transforming energy sector. On the other hand, the energy sector’s influence on the green labor market and the creation of green jobs is particularly significant. It is because, the energy sector is one of the fundamental foundations of any country’s economy and impacts its other sectors. Key components of this influence include green employment and green self-employment. The purpose of this study is to identify elements of the green labor market within the context of the green economy and the energy sector. The methodology employs a hybrid literature review, combining a systematic literature review facilitated by the use of VOSviewer software. Exploring the Scopus database enabled the identification of keywords directly related to the green economy and the energy sector. Within these identified keywords, elements of the green labor market were searched. The main result is the empirical identification of the crucial term ‘green skills,’ which links elements of the green labor market, as presented in bibliometric maps. The research results indicate a gap in the form of insufficient discussion on green self-employment within the energy sector. Aspects of green jobs and elements of the green labor market are prominently featured in current research. However, there is a notable gap in the literature regarding green self-employment, presenting promising avenues for further research.

Differences in teachers’ perception of job demands and resources related to well-being according to schools’ strategic human resource management?

ABSTRACT A substantial body of research has shown that the use of strategic human resource management (SHRM) can influence employees’ job resources thereby facilitating well-being. However, little evidence exists on the link between SHRM and teachers’ perception of job demands and job resources in the school. Based on semi-structured interviews with school leaders and team members, a comparative analysis between excellent and moderate strategic schools was conducted. The results indicate that: 1) various aspects of the teaching job and school environment are perceived both as job demand and resource by teachers and 2) teachers in moderated strategic schools perceive on average more demands related to the school leader compared to excellent strategic schools. Suggestions for further research and practical implications are discussed.

Public Managers and Job Satisfaction: Exploring an Effective Way to Improve Their Job Satisfaction

Extensive research indicates that enhancing employee satisfaction and motivation leads to improved organizational performance. Given the crucial role public managers play in delivering quality public services, ensuring their satisfaction becomes paramount. This study, based on survey data from approximately half a million U.S. federal government employees, explores the factors influencing public managers’ job satisfaction and investigates whether managerial positions moderate these effects. The findings reveal that overall job satisfaction is positively impacted by satisfaction with both intrinsic and extrinsic job aspects, irrespective of managerial status. However, the influence of intrinsic and extrinsic factors on overall job satisfaction undergoes significant changes when a public employee assumes a managerial position.

Deep reinforcement learning for dynamic distributed job shop scheduling problem with transfers

Dynamic events and transportation constraints would significantly affect the full utilization of resources and the reduction of production costs in distributed job shops. Therefore, in this paper, a deep reinforcement learning algorithm (DRL)-based real-time scheduling method is developed to minimize the mean tardiness of the dynamic distributed job shop scheduling problem with transfers (DDJSPT) considering random job arrivals. Firstly, the proposed DDJSPT is modeled as a Markov decision process (MDP). Then, ten problem-oriented state features covering four aspects of factories, machines, jobs, and operations are elaborately extracted from the dynamic distributed job shop. After that, eleven composite rules considering the uniqueness of DDJSPT are constructed as a pool of actions to intelligently prioritize unfinished jobs and allocate the selected job to an appropriate factory. Moreover, a justified reward function adapted from the objective is designed for better convergence of DRLs. Subsequently, five DRLs are employed to address the DDJSPT, encompassing deep Q-network (DQN), double DQN (DDQN), dueling DQN (DlDQN), trust region policy optimization (TRPO), and proximal policy optimization (PPO). Finally, grounded in numerical comparison experiments under 243 production configurations of the DDJSPT, the effectiveness and generalization of DRL-based scheduling methods are credibly verified and confirmed.

The Relationship Between Job Satisfaction and Employee Loyalty: Case of Teaching-Researcher Staff

Employee loyalty is an important determinant of business productivity and management effectiveness, and its decline can cause organisational deviance, reputational losses, counterproductive behaviour of staff, reduced manageability, and, ultimately, increased staff turnover and loss of key employees. The article proposes and empirically confirms two hypotheses: 1) a significant relationship between job satisfaction and employee loyalty; 2) job satisfaction directly affects the employee’s intention to leave the organisation. These hypotheses were tested on the example of academic staff of different universities in Algeria. For this purpose, a random sample was formed, the reliable representativeness of which corresponds to the general population in terms of age, gender and length of service of respondents (500 questionnaires were randomly distributed, 329 of which were approved for analysis, i.e. the share of respondents who agreed to participate in the survey is 65.8%). The Minnesota Satisfaction Questionnaire (a short version of 20 job facets with a five-modality measurement scale) was chosen as the basis for the study of job satisfaction, which was improved by removing and adding individual items and adjusting the wording of individual questions. The validity and reliability of the scales measuring job satisfaction and employee intentions to leave the organisation are high (Cronbach’s alpha is 0.91 and 0.81, respectively). The data was analysed using the statistical software SPSS. V.27, and several statistical methods and tests (Cronbach’s alpha, ANOVA, regression analysis, etc.) were used to test the hypotheses. The study has shown that job satisfaction is significantly related to an employee’s intention to voluntarily leave the organisation: (β = -0.547, p < 0.000), (F = 19,357, p < 0.000). Job satisfaction explains 29.9% of the variance in intentions to leave voluntarily. Job satisfaction has a direct impact on reducing voluntary turnover. This relationship is negative and significant. A moderate direct relationship between employee loyalty and job satisfaction has been confirmed (correlation coefficient R=0.547 is positive), i.e. the higher the job satisfaction, the more loyal employees are to the institution where they work.

Job satisfaction of the young employees in the context of job insecurity

The concept of job satisfaction is analyzed, approaches to its measurement are described. The significance of the lack of job security as a parameter that reduces satisfaction of various aspects of job is substantiated. Data are given on the components of job that have the greatest significance for today’s young workers. Differences are found in the job satisfaction`s components, as well as levels of job satisfaction in groups of male and female workers.

Enhancing Employee Job Satisfaction in the Tax Sector: the Role of Motivation and Hygiene Factors at the Directorate General of Taxes

This research aims to examine the influence of motivation and hygiene factors on employee job satisfaction at the Directorate General of Taxes. Utilizisng a survey method and a quantitative approach, this study collects and analyzes data to evaluate how these two factors contribute to job satisfaction. The findings indicate that both motivation and hygiene factors significantly positively impact job satisfaction within the Directorate General of Taxes. Employees experiencing high levels of work motivation tend to see an increase in their job satisfaction. This suggests that strong motivation from job aspects such as recognition, achievement, and responsibility can enhance employee job satisfaction. Similarly, hygiene factors such as good working conditions, supportive organizational policies, and positive interpersonal relationships at work also contribute to increased job satisfaction.The conclusions of this study underline the importance of paying attention to both motivation and hygiene factors as strategies to enhance employee job satisfaction. The Directorate General of Taxes is advised to implement policies and practices that support these aspects to improve employee well-being and overall organizational effectiveness. This research provides valuable insights for human resource management in designing and implementing programs that can strengthen work motivation and ensure adequate hygiene conditions in the workplace.

Dampak Pemberdayaan Karyawan Terhadap Upaya Pemulihan Kualitas Layanan

The Covid-19 pandemic has provided many lessons for front-line employees for their responsiveness in efforts to restore service quality. Predictions from the service recovery model were tested on employees and consumers with variable empowerment on the training and autonomy components as predictor models. Empowerment through training and autonomy leads to higher satisfaction with aspects of employees' jobs. Finally, consumer satisfaction is created after the service is created by higher employee responsiveness.

Female Expatriates’ Barriers – Myths and Reality

Sending expatriates on international assignments today continues to be a serious challenge for organizations. Alongside the growing need for overseas employees, women are still under-represented (or even discriminated) compared to men. And while both men and women are capable of performing the various aspects of international job, there are additional challenges for the latter. The article examines the main barriers for women to get an international assignment. Basic myths about the reluctance of women due to the presence of family and "dual careers", as well as objective reasons such as the "glass ceiling" in the organization, are discussed. At the end, possible ways to overcome the barriers are presented.

Psychological capital and multifaceted nature of job performance: mediation by intrinsic motivation and goal-commitment

PurposeThe researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting outcome variables, namely, in-role and extra-role job performance.Design/methodology/approachData were collected from 640 employees working in the information technology sector of India. Covariance-based structural equation modeling (CB-SEM) was used to test the hypothesized relationships.FindingsAnalysis revealed a significant positive impact of PsyCap on the two behavioral facets of job performance. Intrinsic motivation and goal-commitment were found mediating the influence of PsyCap on the two facets of job performance.Practical implicationsThe information technology sector is characterised by continuous change. It requires voluntary prosocial behavior from employees, where the employees are expected to display multifaceted job performance behaviors, where they go beyond their job duties to cater for the dynamics of the IT sector. The present study provides means by which intrinsic motivated and goal-committed behavior are facilitated for both the in-role and extra-role job performance.Originality/valueThe present study is among the few preliminary studies that have provided evidence that intrinsic motivation and goal-commitment are the two variables which aid PsyCap in predicting both the prescribed and voluntary job performance behaviors.

Employee acceptance of digital monitoring systems while working from home

AbstractDigitalisation and COVID‐19 led to an expansion of remote work arrangements, raising the question of whether and how employers should monitor remote workplaces. However, before the implementation of monitoring methods, it is important to consider employees' acceptance of this approach. Therefore, we contribute to current research on electronic performance monitoring by empirically investigating employees' evaluations of performance monitoring at home. This paper presents an analysis of how certain monitoring technologies for work‐from‐home arrangements are perceived as undesirable and whether other job aspects can compensate for these unattractive monitoring components. Using an experimental factorial survey design, German employees evaluated remote work arrangements with randomly varying characteristics. We show that respondents accept a certain degree of monitoring at home but increasingly reject monitoring systems as they become more invasive. However, in some cases, the negative impact of monitoring at home can be mitigated by certain incentives, such as money or the purpose of monitoring.

Building your career in statistics

Abstract Being a successful statistician or data scientist is about more than technical acumen, or simply working harder than you already are. Craig Mallinckrodt explains why the non-statistical aspects of statistical jobs are vital to get right