Job Components Research Articles

The effect of acceptance and commitment therapy on work-related rumination and job fatigue of medical emergency and accident management center staff: an experimental study

BackgroundWorking in accident management centers and medical emergencies makes employees face psychological tensions and leads to a decrease in their work quality and endangering the lives of patients. Therefore, any solution to reduce their tension will be valuable. This study was conducted to investigate the effect of acceptance and commitment-based therapy (ACT) on work-related rumination and job fatigue among the employees of the Emergency and Medical Accident Management Center of Alborz Province, Iran.MethodsThis study is an experimental research with intervention and control groups conducted between January 16, 2019, and July 8, 2019. Sixty-four employees were selected based on the entry criteria and randomly assigned to two groups. People in the intervention group participated in 8 sessions of 2-hour therapy based on acceptance and commitment. Questionnaires for demographic information, work-related rumination, and occupational recovery/exhaustion were used to collect data. The intervention was conducted with univariate and multivariate covariance analysis.ResultsThe findings showed that the average job fatigue reached 16.78\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\:\\pm\\:$$\\end{document} 11.44 from 37.06 ± 16.70 in the pre-test with a decrease of 20.28 points. Also, the average of all rumination dimensions related to work decreased in the post-test. The findings showed that the effectiveness of treatment based on acceptance and commitment therapy was confirmed on job fatigue and all its components and all dimensions of work-related rumination (p < 0.05). The partial eta square index was greater than 0.14 in all cases and showed the significant effectiveness of the intervention on all components of work-related rumination and job fatigue.ConclusionTreatment based on acceptance and commitment reduced rumination and job fatigue. It is recommended to practice this intervention to improve personnel’s mental health and the quality of services provided to patients.Clinical trial numberNot applicable.

Digital workers’ stress: The role of digital creativity in the future jobs

The relationship between remote work and employee well-being represents a longstanding debate in the management literature, and it has been rekindled by the remote work adoption forced by COVID-19 lockdowns. Previous literature has shown that remote working can enhance flexibility and work–life balance under certain conditions. However, it can also be a source of increased stress, burnout, and greater work-to-family conflicts. The adverse effects are particularly relevant when remote work adoption is imposed by external conditions for both employees willing to adopt it and those who feel less comfortable with it. This study contributes to the debate by surveying 471 employees “forced” into remote work adoption because of COVID-19 lockdowns and by pinpointing three individual-level job resources that can affect stress in such a context. In particular, it shows that “future of work” job components are not a source of stress, as suggested by recent research, but a critical antecedent of remote working self-efficacy and a source of creativity in leveraging digital technologies in such a context.

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.

Identifying the Components of Job Leaving Intention Among Faculty Members of Azad Universities in Fars Province

Objective: In the contemporary era, having a capable workforce is considered a competitive advantage for universities, and the job turnover intention among faculty members is one of the fundamental challenges for universities. Accordingly, this study aimed to examine the job leaving intention among faculty members of Azad Universities in Fars Province. Methodology: This research was an exploratory sequential mixed-methods study of the instrument development type. In the qualitative section, using purposive sampling and the theoretical saturation technique, 16 experts were selected for the study on job turnover intention among faculty members of Azad Universities in Fars Province. Initially, the main influencing indicators were extracted from the theoretical foundations and validated by experts using the fuzzy Delphi methodology. Since consensus among experts is the decision criterion in the Delphi method, the questionnaire was distributed and collected over three stages to achieve overall expert consensus on the classification. Then, using the matrix questionnaire and interpretive structural modeling technique distributed among specialists, the leveling of these factors was carried out. Findings: According to the obtained results, it is shown that ten factors pertain to the first level: a sense of injustice, personality traits, lack of adaptability, neglect, environmental factors, individual factors, job involvement, lack of social belonging, presence of conflict, and value differences. Additionally, two factors belong to the second level: organizational factors and human factors. The only factor related to the third level is the lack of employee work independence. The factor of non-implementation of a coordinated and fair system remains in the model and pertains to the fourth level of the model. Conclusion: It is recommended that attention to key dimensions such as organizational empathy, participative management, understanding employees in the workplace, attention to their individual issues and problems, addressing their demands, understanding discriminations, striving to reduce them, and focusing on positive psychology can contribute to organizational growth and excellence. This can lead to reducing or eliminating the adverse effects of job turnover intention, such as increasing intra-organizational conflicts, tensions, lack of organizational participation, secrecy, job abandonment, and damage to organizational performance.

Unlocking the power of job design in sports: a systematic review and future research agenda

ABSTRACT Using a Systematic Quantitative Literature Review (SQLR) approach, this article consolidates studies on the job characteristics (top-down process of job design) and job crafting (bottom-up process of job design) components of sport-related jobs. The SQLR maps the emerging research topic of job design in sport and provides a research direction agenda to guide scholarship. Out of 5,974 retrieved documents, a total of 187 academic articles published in English journals between 1988 and 2021 matched the selected terms in title or abstract or keywords. Following a deductive coding process using NVivo 12, the results demonstrated that previous research has been undertaken mainly over the last 15 years with a focus on job characteristics (77%) compared with job crafting (23%). The emphasis in prior research is placed on: (1) sport managers’ “task” and “knowledge” job characteristics; (2) coaches’ “social” job characteristics; (3) referees’ “contextual” job characteristics, and (4) athletic trainers’ “work – life crafting”. Findings were used to develop two models representing the top-down and bottom-up processes of job design in sport. The top-down model illustrates that: task and knowledge job characteristics influence attitudinal and behavioural outcomes; contextual job characteristics build only well-being outcomes; and social job characteristics predict a wide range of job outcomes. The bottom-up model highlights the significance of approach relational crafting, avoidance task crafting and work – life crafting in shaping behavioural and well-being outcomes. The most understudied area is job crafting among sport volunteers, a gap worth examining further in future research.

Interactive Tools (IT) in Galaxy

Galaxy [1] is a GUI-based scientific data management and analysis platform that aims to expand the target audience of scientific computing to scientists without advanced computer literacy or access to computing infrastructure. During the operation of a typical asynchronous workflow, the interaction of the user triggers a job submission to a hosted computing system, the results of which are then reported back to the user upon completion of the task. However, such an asynchronous interaction scheme is not compatible with scientific software that require user interaction during the execution itself (synchronous), e.g. many data visualisation software. Interactive Tools on Galaxy (IT; [2]) leverage tool and job components of Galaxy by taking advantage of the latest containerization solutions to provide access to interactive executable software. With ITs, Galaxy is enabling the more and more common use-case of asynchronous workflows while keeping the possibility to bridge at any time to synchronous workflows and reusing all the other Galaxy data management features.

Onboarding: just how important is it?

PurposeEmployee retention has become a greater challenge for organizations as today’s employees are more likely to voluntarily change organizations than previous generations. Therefore, this paper aims to examine organizational experiences and how new employees are integrated into their work environments – a process known as onboarding. Specifically, this research explores the relationship between the onboarding processes that new employees experience and their levels of job satisfaction, organizational commitment and job embeddedness.Design/methodology/approachThe authors administered a Web-based survey and tested three hypotheses. The survey was distributed to 170 new employees, with 54 participants responding. The onboarding construct consisted of self-developed questions based on Bauer’s Four Cs (compliance, clarification, culture and connection) model. The constructs for job satisfaction, organizational commitment and job embeddedness were obtained from the literature.FindingsThe authors found that a new employee’s onboarding experience plays a significant role in shaping three variables negatively correlated with turnover: job satisfaction, organizational commitment and job embeddedness. More specifically, job satisfaction appears to be more correlated with the concrete, well-defined aspects of the onboarding experience. Furthermore, the highest level of Bauer’s onboarding model, connection, showed significant correlation with nearly all components of organizational commitment and job embeddedness.Originality/valueOrganizational leaders may use these findings to develop a better understanding of the retention implications of the first few months of a new employee’s time in the organization and then implement strategies that boost onboarding effectiveness to help mitigate losses due to voluntary turnover.

Assessment of Role of Job Components and Individual Parameters on the Raised Blood Pressure in a Noisy Industry

The present study aimed to determine the role of job components and individual parameters on the raised blood pressure among male workers of textile industry who were exposed to continuous high noise level. Information of all eligible subjects including demographic and individual characteristics, medical history and job characteristics were obtained by direct interview and referring to the medical records. All blood pressure measurements were done using mercury sphygmomanometer in the morning before work. The 8-hours equivalent A-weighted sound pressure level, the level of blood cholesterol and triglyceride, and noise annoyance was determined for each worker. As the result of weighted regression in path analysis (direct effect), only the work shift did not have a significant effect on blood pressure among the studied variables. It can be seen that variables including the level of triglyceride, cholesterol, and noise exposure have the most direct effects on blood pressure. The results of total effects showed that variables, including using the hearing protection device, age, work experience and visibility of sound source, did not have a significant effect on blood pressure. The results of this study indicate that occupational noise exposure alone and combined with other job components and individual parameters is associated with raised blood pressure. However, noise exposure was probably a stronger stressor for increased blood pressure.

A Study on Development of the Job Components and the Competency Indicators for Housing Welfare Professional in On-site Myhome Center

The purpose of this study is to develop components of task and competency indicators for housing welfare professional who works at On-site myhome center. The research process consists of two parts. Firstly, analysing of jobs and competency indicators were developed and revised through comprehensive literature review, focus group interview, and questionnaire survey on 6 experts in housing welfare area. Next, questionnaire survey from 15 housing welfare pofessional in On-site myhome center was performed in order to analyze the importance of the competency components. As a result of this research, selected competency indicators were settled as followed : the competency indicators for housing welfare professional consisted of 3 competency clusters, 15 competency factors, 55 competency indicators. Housing welfare professional recognized attitude and personal trait as the most important competency clusters, and understanding housing welfare recipient, counseling capability, capability of coordination of jobs & duties, ability to collaborate with related agencies as important factors in the competency indicators. The results of this study will used as tool for evaluating the job and competency of housing welfare professional, establishing professional identity, and providing an importance knowledge base for developing educational curriculum for them.

Teachers’ willingness to pay for retirement benefits: A national stated preferences experiment

Many states have recently made or are considering changes to their teacher retirement systems. However, little is known about how teachers value various elements of their retirement benefits versus other aspects of their jobs and compensation. To help alleviate this gap, we use a discrete choice stated preferences experiment embedded in a nationally representative survey of teachers to estimate their willingness-to-pay for various retirement plan characteristics and other non-salary job components. We find that teachers would be indifferent between a traditional pension and alternative retirement plan designs if the alternatives were paired with 2 to 3 percent salary increases. Our results indicate that experience is a significant mediator of retirement plan preferences. While more experienced teachers are willing to pay more to keep their traditional pension plans, inexperienced teachers do not have strong preferences around retirement plan type. However, teachers’ willingness-to-pay for traditional pension plans is less than their willingness-to-pay for many other elements of their compensation, including the value of retirement benefits, retirement age, salary growth, healthcare coverage, and Social Security enrollment.

Constructing and validating an occupational job strain index based on five Norwegian nationwide surveys of living conditions on work environment

BackgroundIt has been claimed that Nordic register data are a “goldmine” for research. However, one limitation is the lack of information on working conditions. Job exposure matrices (JEMs) are one solution to this problem. Thus, the three aims of this study were (i) to investigate the reliability of an occupation-based psychosocial JEM, i.e., a Job Strain Index (job strain or JSI abbreviated), (ii) to examine the construct and criterion-related validity of this measure of job strain (iii) and assesses the concurrent and the predictive validity of an occupation-based Job Strain Index for use in analyses of Norwegian register data.MethodThe study utilized five waves of the nationwide Norway Survey of Living Conditions in the Work Environment with a total sample of 43,977 individuals and register data with a total sample of 1,589,535 individuals. Job strain was composed of items belonging to the two dimensions of Karasek’s DC model, job demands and job control (1979). The reliability of the JSI and its dimensions and components were investigated by measuring the degree of agreement (Cohen’s kappa), sensitivity, specificity, and internal consistency (Cronbach’s alpha). Construct validity was assessed by confirmatory factor analysis, and criterion-related validity was measured by concurrent validity and predictive validity. The selected concurrent criteria were self-reported survey information on long-term sick absence, anxiety, depression, and sleeping difficulty. The predictive criteria were register information on receipt of disability benefits, mortality, and long-term sick leave.ResultsAgreement between individual and occupation-based job strain and components was fair to poor. The sensitivity and specificity of occupation-based job strain and its components varied from acceptable to low. The consistency of the items comprising job demand and job control was clearly acceptable. Regarding concurrent validity, significant associations between (both individual and occupational) job strain, and long-term sick leave and sleeping difficulty were observed for both genders. Occupation-based job strain indicated an elevated risk for anxiety and depression among men, but not among women. As for predictive reliability, significant associations between occupation-based job strain and all three health outcomes were observed for both men and women.ConclusionOur occupation-based JSI serves as a reliable and valid indicator of psychosocial job exposure that can be used in analyses of Norwegian register data where individual information on such conditions is missing.

Development of an OpenMRS-OMOP ETL tool to support informatics research and collaboration in LMICs

BackgroundAs more low and middle-income countries (LMICs) implement electronic health record systems (EHRs), informatics has become an important component of global health. OpenMRS is a popular open-source EHR that has been implemented in over 60 countries. As in high income countries, interoperability and research capabilities remain a challenge. The Observational Medical Outcomes Partnership (OMOP) is one of the most relevant common data models (CDM) to support EHR-based research and data sharing, but its adoption has been limited in LMICs. To address this gap, we developed an OpenMRS to OMOP extract, transform, and load (ETL) tool using Talend. MethodsWe built on existing documentation to develop a comprehensive concept map from OpenMRS to OMOP. The OMOP domains were reviewed for overlapping concepts in OpenMRS, and a core set of tables were selected for ETL development. Specific variables were then identified from OpenMRS tables which mapped to OMOP domain fields. Afterwards, the ETL tool was developed using MySQL Workbench, PostgreSQL, and Talend. ResultsSeven of 14 OMOP domains were selected for ETL pipeline development . The location, person, and provider domains required the least amount of Talend job components, which involved ≤2 tDBInputs, 1 tMap, and 1 tDBOutput. Care_site, observation_period, observation, and person_death all required additional Talend components to properly transform the respective data fields. It took 15 min to transform 9,932 OpenMRS observation records to OMOP. ConclusionsIt is feasible to develop a free, open-source ETL pipeline to transform clinical data in OpenMRS instances into OMOP. Processing large datasets is swift and scalable with potential for more improvement. Using this tool alongside OpenMRS can dramatically increase the potential for global health informatics collaborations and building local infrastructure and research capacity. Further testing and development will be required prior to widespread dissemination, along with appropriate documentation and training resources.

Developing a household socioeconomic status index tool for health studies in Iran: An analytic hierarchy process approach

Background: Socioeconomic status (SES) is a criterion consisting of several components that encompass socioeconomic and cultural dimensions. This study aimed to design and develop a methodological guideline for calculating a single summary index (SSI) using the contributing variables of SES in a family unit. Methods: The data consisted of 18700 urban and 19200 rural households. Effective components of SES were extracted using two-step factor analysis and the structural equational modeling (SEM) method for both populations separately with AMOS software. Then, in order to customize and validate the weight of each component, the analytic hierarchy process (AHP) method was performed by a panel of experts. Finally, the SES index computational tool was developed as an SSI using all effective components by Excel software. Statistical analysis was done with SPSS software version 21. Results: In rural areas, the four wealth components of education, job, income, and family size were recognized as effective socioeconomic factors. Yet, in urban areas, family size was disregarded as an effective factor. In both rural and urban communities the three welfare components of appropriate nutrition, appropriate home appliance, and appropriate housing were similarly effective. The SES of rural population had a homogeneous distribution, while urban population did not follow a particular trend. Conclusion: The SES index impacts all aspects of life, especially health status. The introduced method is comprehensive and applicable to both rural and urban populations. Due to ever-changing lifestyles, constant technological advances, and sociopolitical changes in each society, the tool requires modification in a specific time intervals.

The Relationship between Quality of Work Life and Job Satisfaction among Nurses in a Teaching Hospital in 2020

Background: Job satisfaction and the quality of work life are measured as indicators of organizational development in many studies.Work’s nurses affected from this two variables .This research aims to study the relationship between quality of work life and job satisfaction among nurses.&#x0D; Methods: This was a descriptive analytic study. Research population included 538 nurses in Golestan hospital in Ahvaz in 2020. 111 nurses were selected through simple random sampling. Data collection instruments were Walton quality of work life and Whiskey and Chrome job satisfaction questionnaires. The reliability and validity were measured. Data were analyzed through descriptive statistics, Pearson correlation analysis, independent t-test and ANOVA in SPSS20.&#x0D; Results: In this study, 32.40 % of the participants were male and 67.60 % were female. Quality of work life and job satisfaction showed a significant and moderate correlation (r = 0.36, P-value &lt; 0.001). Results indicated a significant correlation between job satisfaction and components of quality of work life (P-value&lt; 0.05), except for the general atmosphere of working life (P-value&gt; 0.05). There was no significant correlation between the study's variables and demographic characteristics.&#x0D; Conclusion: There is a significant relation between the quality of work life and job satisfaction. Job satisfaction among nurses in Ahvaz hospitals can be increased by implementing programs to improve the quality of work life.

Parallel Server Systems with Cancel-on-Completion Redundancy

We consider a parallel server system with so-called cancel-on-completion redundancy. There are n servers and multiple job classes j. An arriving class j job consists of dj components placed on a randomly selected subset of servers; the job service is complete as soon as kj components out of dj (with [Formula: see text]) complete their service, at which point the unfinished service of all remaining [Formula: see text] components is canceled. The system is in general non-work-conserving in the sense that the average amount of new workload added to the system by an arriving class j job is not defined a priori—it depends on the system state at the time of arrival. This poses the main challenge for the system analysis. For the system with a fixed number of servers n, our main results include: the stability properties; the property that the stationary distributions of the relative server workloads remain tight uniformly in the system load. We also consider the mean-field asymptotic regime when [Formula: see text] while each job class arrival rate per server remains constant. The main question we address here is: under which conditions the steady-state asymptotic independence (SSAI) of server workloads holds and, in particular, when the SSAI for the full range of loads (SSAI-FRL) holds. (Informally, SSAI-FRL means that SSAI holds for any system load less than one.) We obtain sufficient conditions for SSAI and SSAI-FRL. In particular, we prove that SSAI-FRL holds in the important special case when job components of each class j are independent and identically distributed with an increasing-hazard-rate distribution.

NEP 2020 – Narrowing the Skills Gap and Equipping New Skills through Job Satisfaction

Job satisfaction, also known as employee satisfaction, is a measure of how happy employees are with their jobs, whether they like the job or specific components of it, such as the nature of the work or supervision. Job satisfaction is divided into three categories: cognitive (evaluative), affective (or emotional), and behavioural. The National Education Policy 2020 will serve as a stimulus for reforming the educational system in order to increase future generations' employability. The NEP 2020 places a strong emphasis on work happiness, emphasising the significance of education in providing students with the necessary skills. NEP 2020 sets a major focus on job satisfaction, emphasising the importance of education in equipping students with the skills they need. It also correlates with the United Nations' 2030 Agenda for Sustainable Development, which aspires to provide high-quality education to everyone and encourage lifelong learning opportunities by 2030. To achieve this aim, the strategy emphasises the importance of reforming the educational system.

Task specialization and cognitive skills: evidence from PIAAC and IALS

We study how the tasks conducted on the job relate to measures of cognitive skills using data from 18 countries participating in the Programme for the International Assessment of Adult Competences (PIAAC) and from 13 countries that also participate in the International Adult Literacy Study (IALS). We document two main findings. Firstly, individual-fixed effect models suggest that low-educated workers specializing in a particular set of basic tasks -say, in numeric relative to reading or ICT tasks- obtain 10% of one standard deviation higher scores in the domain of the PIAAC assessment most related to those tasks than in the rest -say, numeracy relative to literacy or problem-solving scores. Secondly, a synthetic cohort analysis using repeated literacy assessments in IALS and PIAAC indicates that, among the low-educated, long-run increases in the reading task component of jobs correlate positively with increases in cohort-level literacy scores. The results are stronger among low-skilled workers with less working experience or females -i.e., the set of workers who have had less time to sort in the labor market. An interpretation of our findings is that tasks conducted on the job help in building human capital but are imperfect substitutes of formal schooling.

The relationship between job components, neighbourhood walkability and African academics' physical activity: a post-COVID-19 context.

Research to date suggests that physical activity (PA) among academics is insufficient globally. Academics in many African countries were recently required to resume work while observing social distancing protocols. Physical inactivity (PI) was, therefore, expected to increase in such academics. Interestingly, walkable neighbourhoods are resources that could discourage excessive sitting and PI in this situation. This study, therefore, assessed the moderating role of neighbourhood walkability in the relationship between core job components (i.e. on-site teaching, online teaching, research and student assessment) and PA among academics. The study adopted a cross-sectional design that utilized an online survey hosted by Google Forms to gather data. Participants were volunteer full-time academics in Nigeria, Ghana, Kenya and Tanzania. A total of 1064 surveys were analysed, with a sensitivity analysis utilized to select covariates for the ultimate hierarchical linear regression model. After controlling for the ultimate covariates (e.g. gender, education and income), PA was found to be positively associated with the job component 'research work’ but negatively associated with student assessment. Neighbourhood walkability increased the positive relationship of research work with PA and reduced the negative relationship of student assessment with PA. The non-significant negative relationship between ‘teaching online’ and PA was made positively significant by neighbourhood walkability. We conclude that research as a job component is positively associated with PA, but online teaching is negatively associated with PA among African academics in a post-COVID-19 context.

A standardized protocol for the comprehensive assessment of dental hygiene work.

Work-related musculoskeletal disorders are prevalent in dental hygienists. Although engineering controls and ergonomic training is available, it is unclear why this intransigent problem continues. One possible barrier is that a comprehensive, standardized protocol for evaluating dental hygiene work does not exist. This study aimed to generate a valid and reliable observational protocol for the assessment of dental hygiene work. An iterative process was used to establish and refine an ecologically valid video acquisition and observation protocol to assess key activities, tasks, and performance components of dental hygiene work. Good inter-rater reliability was achieved across all variables when the final coding scheme was completed by three independent raters. This work provides an exemplar of the process required to generate a comprehensive protocol for evaluating the work components of a particular job, and provides standardized nomenclature for use by scientists and practitioners interested in understanding and addressing the pervasive issue of work-related disorders in dental hygienists.

The association between core job components, physical activity, and mental health in African academics in a post-COVID-19 context.

This study examined the association between core job components (i.e. teaching, research, and student assessment), physical activity (PA), and mental health in a post-COVID-19 context. An online questionnaire administered via Google Forms was used to gather data from 1064 African academics in four countries. A sensitivity analysis was applied to adjust for covariates. Data were analyzed with the hierarchical linear regression analysis. The average age of participants was 44 years. The study found that PA was positively associated with research but negatively associated with student assessment. Mental health was positively associated with onsite teaching but negatively associated with online teaching and research. PA did not predict mental health and mediate the relationship between the job components and mental health. It is concluded that PA may not increase mental health in African academics in a post-COVID-19 situation that required the resumption of work while observing social distancing protocols.