Complexity Of Job Research Articles

Addressing the Security risk of a Massive Deployment of Photovoltaic Power for Electric Power Systems

Future electric power systems will incorporate a high percentage of Photovoltaic (PV) power generation as a means of mitigating environmental issues including global warming and energy depletion. The author observes that if the increase in uncertainties brought about by the PV penetration cannot be prevented, then it will be difficult to carry out the N-1 security level. To ensure the N-1 security requirement is met despite the uncertainties, paper has suggested a new notion of "robust power system security" along with many conditions to be met. In this research, and offer a model of uncertainties caused by PV generation, and use robust power system security to guide our choice of parameters. Next, simulate the system to learn more about, how PV and load disconnections affect stability, and how Fault Ride Through (FRT) and Dynamic Voltage Support (DVS) influence stability. Finally, it is demonstrated that the massive penetration of PV would significantly raise the complexity of burden jobs in future power system operation planning and real-time operation.

The wage effects of offshoring to the East and West: evidence from the German labor market

This paper analyzes the labor market effects of offshoring in a high-wage home country and how these effects crucially depend on (1) Job complexity and (2) The characteristics of the destination country. It thereby links several sources: rich administrative data on individuals and plants in the German manufacturing industries, information on a job's task bundle, and the evolution of imported inputs from low- or high-wage destinations, which are represented by Eastern and Western Europe, respectively. Offshoring to these origins has opposing effects on German wages with respect to the relative task complexity of jobs: While offshoring to the West puts pressure on the wages of complex jobs and increases the wages of simple jobs, offshoring to the East entails the opposite effect. The overall effect adds up to a 4.2 percent increase in wages for jobs with high complexity, while low-complexity jobs see a 3.9 percent decrease in wages.

The Relationship between Perceived Organizational Support and Job Crafting among Hospital Nurses: The Moderating Role of Job Embeddedness

Background. The purpose of the present study was to investigate the relationship between perceived organizational support and job crafting considering the moderating role of job embeddedness of nurses in this relationship. The three main dimensions considered for job crafting concept were: task crafting, relational crafting and cognitive crafting. Methods. This research is an applied one in terms of purpose, and a descriptive survey research in terms of data gathering method. The statistical population of this study was the nurses of hospitals affiliated to Qom University of Medical Sciences. The sample consisted of 269 nurses and the sampling method was random. The standard questionnaires of Slemp &Vella-Brodrick (2013), Eisenberger et al., (1986) and Felps et al., (2009) were used for data collection on three main variables of the study i.e., job crafting, perceived organizational support and job embeddedness. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. Results. The findings showed that perceived organizational support had a significant positive effect on the relational (0/651 path coefficient) and cognitive (0/681 path coefficient) dimensions of job crafting. But this relationship for task crafting was not confirmed (0.836 T Value). In addition, job embeddedness had a significant moderating role in the relationship between perceived organizational support and all aspects of job crafting (0/461, 0.472 and 0.642 path coefficients). That is to say, employees with job embeddedness, upon perceiving organizational support, were more likely to do job crafting in all three task, relational and cognitive dimensions. Conclusion. Since the results showed that perceived organizational support affects job crafting in relational and cognitive dimensions, we suggest managers of Qom University of Medical Sciences pay due attention to perceived organizational support in the complexity of today's jobs and the need to consider the role of employees in designing their jobs

Applying the sociotechnical systems theory to crowdsourcing food delivery platforms: the perspective of crowdsourced workers

PurposeCrowdsourcing food delivery represents great potential for future development and expansion of the restaurant business. Accordingly, job performance and retention of delivery workers are critical for success. Therefore, this paper aims to investigate how to enhance crowdsourced delivery workers’ job performance and intent to continue working by applying the sociotechnical systems theory.Design/methodology/approachThe data analysis was conducted using responses obtained from crowdsourced food delivery workers. A structural equation model was developed to verify the hypothesized relationships. To test the proposed moderating roles of a three-dimensional concept of social capital within the research model, multi-group analyses were implemented.FindingsThis study confirmed the significant relationships between crowdsourcing risks related to workers’ low job commitment and technical systems, attributing to reduced job performance and intent to continue working. Results documented that social systems including networks, trust and shared vision mitigated the negative impact of the perceived difficulty and complexity of technical systems and job performance.Originality/valueAlthough technology has contributed significantly to the effectiveness of online food delivery, the literature has mainly focused on its benefits and has ignored the critical aspects derived from a virtual and technology-based workplace. This gap was addressed by verifying the important roles of social factors (networks, trust and shared visions) in reducing the negative impacts of technology-driven risks (perceived difficulty of task requirements and technology complexity) within the crowdsourcing food delivery context.

MTC: Minimizing Time and Cost of Cloud Task Scheduling based on Customers and Providers Needs using Genetic Algorithm

Cloud computing is considered a pattern for distributed and heterogeneous computing derived from many resources, and requests aim to share resources. Recently, cloud computing is graded among the top best technologies globally, which must be scheduled favorably to maximize providers’ profit and improve service quality for their customers. Scheduling specifies how users’ requests are assigned to virtual machines, and it plays a vital role in the efficiency and capability of the system. Its objective is to have a throughput or complete jobs in minimum time and the highest standard. Scheduling jobs in heterogeneous distributed systems is an NP-hard polynomial indecisive problem that is not solvable in polynomial time for real-time scheduling. The time complexity of jobs is growing exponentially, and this problem has a considerable effect on the quality of cloud services and providers’ efficiencies. The optimization of scheduling-related parameters using heuristic and meta-heuristic algorithms can reduce the search space complexity and execution time. This study intends to represent a fitness function to minimize time and cost parameters. The proposed method uses a multi-purposed weighted genetic algorithm that provides six basic parameters: utility, task execution cost, response time, wait time, Makespan, and throughput to provide comprehensive optimization. The proposed approach improved response and wait times, throughput, Makespan, and utility 16, 9, 7, 8 percentages, respectively, by only a one cost unit reduction, which is dispensable. As a result, both providers and users will experience better services. The statistical tests show that the achieved improvement is valid for 94% of experiments.

Research on Age Discrimination against Job Seekers Based on Recruitment Advertisements

Under the background of population aging, with the increase of age, the employment rate of workers gradually decreases. Age discrimination against middle-aged and elderly people in enterprises is an important factor. Based on the age requirement in recruitment advertisements, this paper proposes a calculation model for the average age interval to verify the age discrimination in China’s labor market. The result shows that the complexity of jobs only affects the lower age limit, and the difference between the upper age limit is very little and tends to convergence, which shortens the effective job-hunting period of high-end talents. The research methods and conclusions have certain theoretical significance for Social Sciences & Humanities, especially for age discrimination theory. Based on the conclusion, it puts forward some suggestions to alleviate age discrimination.

Social class inequalities in Scottish school qualifications

ABSTRACT The qualifications that British children gain at school are strong determinants of their futures in both education and the labour market. Studies of the relationship between parental social class and children’s outcomes in school qualifications report the general finding that pupils from families in less advantaged social classes on average have poorer outcomes. This paper investigates social class inequalities in Scottish school qualifications. Scottish data provide an interesting case study because Scotland has its own set of school qualifications and has a widespread system of comprehensive secondary schools that do not select children through academic testing. This paper is innovative because it analyses new linked administrative data on individual pupils from the Scottish Qualifications Authority (SQA) with parental information from the Scottish Longitudinal Study (SLS). Standard Grades were the main qualifications undertaken by Scottish pupils at the end of compulsory schooling. We present multivariate analysis of pupils’ overall school Standard Grade scores. We find an overall negative relationship between parental social class and children’s outcomes in Scottish school qualifications. Pupils from families in less advantaged social classes, on average, have lower overall Standard Grade scores. A more nuanced finding that emerges from the analyses is that there is a cleft between the Standard Grade scores of children from families in the white and the blue collar classes. We conjecture that the complexity of parents jobs, especially in the more advantaged social classes, fosters forms of family and home life that are conducive to children having more favourable outcomes in school qualifications. Standard Grades have been replaced by the ‘National’ qualifications framework. Changes in the structure and content of the curriculum and assessment could affect the pattern of parental social class inequalities. Further detailed empirical analyses of social class inequalities in outcomes in Scottish school qualifications is therefore imperative.

The skills that employers look for in software testers

Software testing is an integral part of software development that provides better-quality products and user experiences and helps build the reputation of software companies. Though software testers perform a role that requires specific tasks and skills, in-depth studies of software testers lag behind research studies of other roles within software development teams. In this paper, we aim to create a profile of testers by presenting an empirical analysis of the skills the industry currently needs. We analysed data from 400 job adverts in 33 countries. We mapped the skills on a taxonomy comprising test-related, technical, and domain-specific skills. In addition, we looked at the demand for educational attainment, relevant certifications, and previous experience requirements. Our findings show that employers are mostly interested in skills related to test planning and design, test automation, functional testing, performance testing, and progress reporting. One third of the job advertisers were interested in people with the skills to operate test execution tools. Selenium was the testing tool most in demand. The testers must have strong technical abilities, including programming skills in Java, C#, and SQL. Also, they must handle project management tasks such as estimation, risk management, and quality assurance. Employers do not emphasise domain-specific knowledge, which indicates that they consider testing skills portable across industries. One in seven job adverts asks for a software testing certification. Our study helps clarify the complexity of the testing job and outlines the capabilities one needs to fulfil a software tester’s responsibilities.

Empowerment of the professional ageing workforce: a review and development of a model

The increase of the complexity of jobs and decrease in the number of the young workers require organisations to retain and empower the professional ageing workforce as they are beneficial to business transformation. This empowerment is vital to increase the work confidence, efficiency, and effectiveness as it gives a self-motivation and satisfaction to the old workers so that they will keep their jobs and remain in the company. From the organisational perspective, the empowerment of professional ageing workforce is important to increase the productivity of an organisation and reduce organisational costs. However, there is a lack of study that analysed the subject of the empowerment of the professional ageing workforce. There is no available study that analyses the specific approaches that encourage the empowerment of professional ageing workforce. Therefore, this study aims to develop a conceptual model providing various perspectives that need to be considered to encourage the empowerment of the professional ageing workforce within the organisation. Conceptual research methods are applied to conduct this research by reviewing the various related areas in the literature. As a result, five approaches have been identified including structural, motivational, managerial, psychological, and applied. The conceptual model would be useful for the human resources team in providing the main perspectives that should be considered in empowering the professional ageing workforce.

Empowerment of the professional ageing workforce: a review and development of a model

The increase of the complexity of jobs and decrease in the number of the young workers require organisations to retain and empower the professional ageing workforce as they are beneficial to business transformation. This empowerment is vital to increase the work confidence, efficiency, and effectiveness as it gives a self-motivation and satisfaction to the old workers so that they will keep their jobs and remain in the company. From the organisational perspective, the empowerment of professional ageing workforce is important to increase the productivity of an organisation and reduce organisational costs. However, there is a lack of study that analysed the subject of the empowerment of the professional ageing workforce. There is no available study that analyses the specific approaches that encourage the empowerment of professional ageing workforce. Therefore, this study aims to develop a conceptual model providing various perspectives that need to be considered to encourage the empowerment of the professional ageing workforce within the organisation. Conceptual research methods are applied to conduct this research by reviewing the various related areas in the literature. As a result, five approaches have been identified including structural, motivational, managerial, psychological, and applied. The conceptual model would be useful for the human resources team in providing the main perspectives that should be considered in empowering the professional ageing workforce.

ANALISIS PERHITUNGAN BIAYA PENGEMBANGAN PERANGKAT LUNAK PEMERINTAH: STUDI KASUS PADA PUSINTEK, KEMENTERIAN KEUANGAN

This study aim to propose a software costing for public sector, by using both of activity-based costing (ABC) method and traditional costing method. We based on a case study in Pusintek, Ministry of Finance and using a field observation, interviews and literature studies to collect data and information such as related to the preparation of software costing simulations. Finally, we proposed a software costing by ABC method and traditional costing method for Pusintek. We find that the software costing by ABC is cheaper than traditional costing, however the ABC costing takes more assumption and more complex calculations. We have several limitation related to lack of data, use more assumptions and find a complicated of data’s segregation. We suggest to use traditional costing to calculate the software cost, because traditional costing is simpler and practicable in the public sector, since the degree of complexity is lower than ABC costing. The ABC has more accurate cost calculation, but it considers more assumption, need more documents, and higher complexity of job’s procedures. In the public sector, it was still a lack of requirement to apply the ABC.

Security Actors Today: The Role of Sociological Skills

The complexity of contemporary societies has strongly changed the concept of security and, as a consequence, altered the role and functions of law enforcement which is more and more expected to cope with complex situations requiring not only punitive measures and control functions, but also the capacity to interact in a structured manner with the different actors involved. For their part, such changes pose questions on new required skills and subsequent training needs. In this framework, it is interesting to illustrate the data which emerged from a study on graduates in Sociology in Italy – part of which is in law enforcement – showing the specificity of the employees in this sector with regard to the assessment of their own working position and the skills required for their job. This investigation showed that those working in law enforcement have a more positive evaluation of the average of their professional condition and that their working context greatly appreciate the richness and complexity of their work-related skills not only in the legal field, but also in the sociological field. Data prove the inadequacy of the ‘old stereotypes’ on law enforcement which do not acknowledge the complexity of the job it carries out and the multiple skills required to face new challenges. In other words, for at least a part of top-ranking positions in law enforcement, an interdisciplinary preparation (in which there are sociological disciplines) is significantly and increasingly requested, as it allows not only to apply laws and rules, but also to interpret the ongoing changes and adopt an approach based on dialogue with the different actors (institutions and concrete individuals) with whom they have to interact in an ‘urban security’ perspective.

Exploring multiple job holding practices of academics in public health training institutions from three sub-Saharan Africa countries: drivers, impact, and regulation

ABSTRACTBackground: The paper examines external multiple job holding practices in public health training institutions based in prominent public universities in three sub-Saharan Africa countries (Rwanda, Ethiopia, Mozambique).Objective: The study aims to contribute to broadening understanding about multiple job holding (nature and scale, drivers and reasons, impact, and efforts to regulate) in public health training schools in public universities.Methods: A qualitative multiple case study approach was used. Data were collected through document reviews and in-depth interviews with 18 key informants. Data were then triangulated and analyzed thematically.Results: External multiple job holding practices among faculty of the three public health training institutions were widely prevalent. Different factors at individual, institutional, and national levels were reported to underlie and mediate the practice. While it evidently contributes to increasing income of academics, which many described as enabling their continuing employment in the public sector, many pointed to the negative effects as well. Similarities were found regarding the nature and drivers of the practice across the institutions, but differences exist with respect to mechanisms for and extent of regulation. Regulatory mechanisms were often not clear or enforced, and academics are often left to self-regulate their engagement. Lack of regulation has been cited as allowing excessive engagement in multiple job holding practice among academics at the expense of their core institutional responsibility. This could further weaken institutional capacity and performance, and quality of training and support to students.Conclusion: The research describes the complexity of external multiple job holding practice, which is characterized by a cluster of drivers, multiple processes and actors, and lack of consensus about its implication for individual and institutional capacity. In the absence of a strong accountability mechanism, the practice could perpetuate and aggravate the fledgling capacity of public health training institutions.

When Can Women Close the Gap? A Meta-Analytic Test of Sex Differences in Performance and Rewards

Drawing on macro and micro domains in gender research, we meta-analytically test whether occupation-, industry-, and job-level factors mitigate or exacerbate differences in performance evaluations (k = 93; n = 95,882) and rewards (k = 97; n = 378,850) between men and women. Based on studies conducted across a variety of work settings and spanning nearly 30 years, we found that the sex differences in rewards (d = .56) (including salary, bonuses, and promotions) were 14 times larger than sex differences in performance evaluations (d = .04), and that differences in performance evaluations did not explain reward differences between men and women. The percentage of men in an occupation and the complexity of jobs performed by employees enhanced the male–female gap in performance and rewards. In highly prestigious occupations, women performed equally, but were rewarded significantly lower than men. Only a higher representation of female executives at the industry level enabled women to reverse the gender gap in ...

IMMIGRATION, JOBS, AND EMPLOYMENT PROTECTION: EVIDENCE FROM EUROPE BEFORE AND DURING THE GREAT RECESSION

In this paper we analyze the impact of immigrants on the type and quantity of native jobs. We use data on fifteen Western European countries during the 1996-2010 period. We find that immigrants, by taking manual-routine type of occupations pushed natives towards more “complex” (abstract and communication) jobs. Such positive reallocation occurred while the total number of jobs held by natives was unaffected. This job upgrade was associated in the short run to a 0.6% increase in native wages for a doubling of the immigrants’ share. These results are robust to the use of two alternative IV strategies based on past settlement of immigrants across European countries measured alternatively with Census or Labor Force data. The job upgrade slowed, but did not come to a halt, during the Great Recession. We also document the labor market flows behind it: the complexity of jobs offered to new native hires was higher relative to the complexity of lost jobs. Finally, we find evidence that such reallocation was significantly larger in countries with more flexible labor laws and that his tendency was particularly strong for less educated workers.

Design Your Own Job Through Job Crafting

Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.

Immigration, Jobs and Employment Protection: Evidence from Europe before and during the Great Recession

In this paper we analyse the impact of immigrants on the type and quantity of natives’ jobs. We use data on fifteen Western European countries during the 1996-2010 period. We find that immigrants, by taking up manual-routine type of occupations pushed natives towards more “complex” (abstract and communication) jobs. This job upgrade was associated with a 0.7% increase in native wages for a doubling of the immigrants’ share. These results are robust to the use of an IV strategy based on the past settlement of immigrants across European countries. The job upgrade slowed, but did not come to a halt, during the Great Recession. We also document the labour market flows behind it: the complexity of jobs offered to new native hires was greater than that of lost jobs. Finally, we find evidence that the reallocation was larger in countries with more flexible labour laws.

Hybrid genetic algorithm for minimizing non productive machining time during 2.5 D milling

Minimization of non-productive time of tool during machining for 2.5 D milling significantly reduces the machining cost. The tool gets retracted and repositioned several times in multi pocket jobs during rough machining which consumes 15 to 30% of total machining time depending on the complexity of job. The automatic CNC program commonly generates contour parallel tool path. Optimization of tool path length during on-productive time can be modeled on Traveling Salesman Problem (TSP) which belongs to family of non-deterministic polynomial (NP) hard problem. In the present work, a Hybrid Genetic Algorithm (HGA) has been proposed to optimize the non-productive tool path in which the initial seed solution is generated by special heuristic and combined with random initial solution generated by simple genetic algorithm (SGA). A defined performance index known as Relative percentage deviation (RPD) has been used for analyzing the results by varying the size of the jobs. From the analysis, it is found that HGA shows superiority over SGA for same computation time limit as the stopping criteria.

A Call to Action for Evidence-Based Military Women’s Health Care: Developing a Women’s Health Research Agenda That Addresses Sex and Gender in Health and Illness

Women in the Army, Navy, Air Force, and Marines are serving in complex occupational specialties that sustain national policy and ensure combat effectiveness of our forces. Their roles have evolved from supportive roles during early conflicts to active roles in combat support and counterinsurgency operations today. Although women have received military health care over the past three decades, sex- and gender-specific care has been limited to reproductive needs and has rarely addressed military-specific health risks and outcomes. The complexity of military jobs and increased deployments to combat operations has led to increased occupational and health risks for women. As differences have been noted between men and women's deployment-related health outcomes, it is incumbent on the Military Health Care System (MHS) to create an evidence base that addresses sex and gender differences in the health of its service members. A working group of military women's health advanced practice nurses (APN) and research experts proposes to address this gap in knowledge and practices through sex- and gender-specific research. A sex-and gender-based research agenda for military women's health will be a valuable instrument to those who are dedicated to the health of this population, including members of the Army, Navy, and Air Force military nursing community. Using the knowledge that the research agenda generates, military health care providers can develop clinical practice guidelines, influence policy, and participate in program development to improve the health of servicewomen. Shaping a sex- and gender-specific military women's health research agenda will create the foundation for future evidence-based care.

The introduction of job evaluation system in an Italian university. The case of A. Avogadro University

This paper deals with the implementation of a job evaluation system in a University in the North of Italy (A. Avogadro University). Job evaluation in public organizations is characterized by specific issues (high bureaucracy, high organizational complexity, high influence by trade unions, etc...), in particular in those supplied services in which human resources role is of outstanding importance. Sometimes, the high organizational complexity (in terms of dimension, number of levels, aggregations stages, coordination instruments, etc...) depends on the complexity of university management. The project goals are the following: - to adopt the guidelines of National Labour Contract (CCNL) and local updating; - to provide university central administration with a managerial tool to manage human resources; - to form the basis for the development of a management by objectives (MBO) system; - to give to central administration some concepts about the process reengineering of university organizational lay-out. This job evaluation system is based on a series of common agreed by both university top management and labour associations. These agreed principles are coherent with the up-above mentioned goals. The point-factor rating method was applied. The factors selected by the university central administration and the trade unions in accordance with the National Labour Contract were the following: - degree of responsibility - complexity of job - size of the structure - specialization - innovation On the basis of the points obtained through the application of this method four ranks of responsibility and payment were established.