Job Descriptions Of Employees Research Articles

Relevancy of graduates land transportation vocational education competency to employee responsibility

Employees with an Automotive Safety Engineering background in a period of 4 years, from 2015 to 2018, are placed at the Land Transportation Management Center, but how much is the suitability of the competence of the Education graduate to the technical skill aspect according to the employee's job description? This research aims to determine the suitability of the competencies obtained by Automotive Safety Engineering graduates to aspects of technical skills according to the job description of employees in BPTD. The procedure used in this research is descriptive-analytic with a quantitative approach. Information obtained using a survey using a questionnaire using a Likert ratio is Strongly Not Appropriate (STS), Not Appropriate (TS), Less Appropriate (KS), Appropriate (S), and Very Appropriate (SS). The results of the research show that the competence of Automotive Safety Engineering graduates in the technical skill aspect is appropriate at 70.09%, very suitable at 16.36%, and less suitable at 10.01%; the ability of the technical compatibility of the Machine Automotive PKTJ Tegal with the job description to the employee in BPTD Very Inappropriate 2.20%, and not Suitable 1.34%. Overall, the total results obtained from Appropriate and Very Appropriate are 86,45%, while those that are Strongly Not Appropriate, Not Appropriate, and Less Appropriate if combined are 13.55%.

Ensuring organizational conflict resolution through human relations in the banking sector

Increasing uncertainty and complexity in the operating environment of organizations provide fertile ground for the beginning of conflict in the workplace. This study was conducted to examine the effect of human relations in resolving conflicts in an organization using deposit money banks in Delta State as a case study. The study, anchored on the human relations theory, adopted the survey research design hence data were collected through the use of questionnaires as research instruments. The findings of the study indicate that human resources management style, employee job description, and alternative dispute resolution strategies all have positive effects on organizational conflict resolution in surveyed deposit money banks in Nigeria. The study therefore concludes that positive human relations is important in resolving conflicts in an organisation and recommends amongst others the need for management to adopt the use of alternative dispute resolution strategies to avoid the attendant costs and manhour lost inherent in litigations.

Proposed Solutions Regarding Work Overload for the Marketing Division of PT. Persib Bandung Bermartabat

Football is a sport that is very popular in every level of Indonesian society. Indonesia is known as a country with a very large number of soccer fans. Indonesia has the fourth largest population in the world with 265 million people, and according to Nielsen Sport, 77% of Indonesia’s population has an interest in football. This fact makes Indonesia the country with the third largest number of football fans. The Indonesian soccer market is huge, and soccer is a big business opportunity in Indonesia. PT Persib Bandung Bermatabat oversees the Persib Bandung football club which is one of the Indonesian teams. PT. Persib Bandung Bermartabat located at Graha Persib Floor 3 Jalan Sulanjana No 17 Bandung. In managing a company, of course, requires human resources who have high ability to help achieve company goals. In addition, to be able to form a good performing club, of course, you must have a healthy management ecosystem as well. This study uses a mixed method qualitative and quantitative research model. In quantitative research, the authors distribute questionnaires in the form of g-forms to marketing department employees using the National Aeronautics and Space Administration Task Load Index (NASA – TLX) method to measure the workload experienced by employees. In the qualitative method the author conducted interviews with observations of the organizational structure and job descriptions of employees in the marketing department of PT. Persib Bandung Bermartabat using Semi- Structural Interviews. In finding the root of the problem the author uses CRT (Current Reality Tree). The results of this study are the organizational structure and job descriptions that are made based on benchmark results with 3 football club management. The author proposes a new organizational structure and job descriptions which in the end can be adapted to the needs of the marketing division of PT. Persib Bandung Bermartabat to be able to help realize strategic initiatives and solve problems experienced.

Role of Organizational Citizenship Behaviour in Firm Performance: A Cross-Sectional Perspective

Employees' independent decisions to support the overall effectiveness and success of their company are referred to as organizational citizenship behavior (OCB). It encompasses actions like supporting coworkers, offering to complete extra work, taking initiative, and acting ethically in the workplace. As companies look for ways to boost their performance and stay ahead of the competition, OCB is becoming more and more significant in today's competitive business environment. As businesses become more aware of the value of employee behavior in accomplishing their objectives, the idea of OCB is gaining ground in India.Increased productivity, work happiness, and staff retention are some benefits of OCB that affect business performance. Employees who participate in OCB are more likely to give outstanding service and go above and beyond for their clients, which can increase customer satisfaction and loyalty. Despite the potential advantages of OCB, it can be difficult for organizations to promote and reward these behaviors. This is so because OCB is optional and not included in an employee's job description. However, companies may encourage employees to engage in these behaviors and profit from higher performance by fostering a culture that values and encourages OCB.

СТАНОВЛЕННЯ БЮРО ЕКОНОМІЧНОЇ БЕЗПЕКИ УКРАЇНИ ЯК СУБ’ЄКТА ЗАПОБІГАННЯ КРИМІНАЛЬНИМ ПРАВОПОРУШЕННЯМ У ФІНАНСОВІЙ СФЕРІ

Today Ukraine is reforming the economic component of law enforcement agencies and creating a completely new body of the Bureau of Economic Security of Ukraine, which is tasked with combating offenses that encroach on the functioning of the financial system of the state. The precondition for the establishment of a body to prevent financial offenses was the ineffective existing mechanism for combating economic crime in Ukraine. The liquidation of the State Fiscal Service is the final stage of tax reform in Ukraine. The establishment of the Bureau of Economic Security of Ukraine to combat criminal offenses in the financial sector is a step towards building a strong, independent country and a priority requirement of the International Monetary Fund, which was included in the Memoranda of Economic and Financial Policies for 2017 and 2018. Although the Verkhovna Rada adopted the Law of Ukraine “On the Bureau of Economic Security of Ukraine”, due to a number of organizational issues the Bureau was unable to work on time, and the deadline for launching the body was postponed for another 2 months. Without eliminating a number of shortcomings, the full launch of the Bureau of Economic Security of Ukraine may be delayed for more than one month. Society is in need to create a single body to replace the police, economic units of the Ukraine’s Security Service and the National Police, which is a body that will be able to primarily perform analytical activities, rather than using force to put pressure on business. The process of establishing the Bureau of Economic Security of Ukraine is quite fast, but there are a number of nuances, the solution of which postpones the launch of the Bureau. How quickly the structure, staffing, regulations on the structural units of the central office and territorial offices, job descriptions of employees, determining the jurisdiction of detectives of the Bureau will depend on how quickly the Bureau of Economic Security of Ukraine will work. The creation of a body that will counteract offenses that encroach on the functioning of the state’s economy will have no chance of success unless the organizational and legal framework for its functioning is carefully worked out. The Bureau of Economic Security of Ukraine should become one of the components of a clearly defined state policy in the field of combating economic crime. Key words: Bureau of Economic Security of Ukraine, analytical function, law enforcement agency, risks in the economic sphere, Council of Public Control, economic offenses prevention, investigation.

Development of a business plan for a plastic waste recycling company

The purpose of the work. The purpose of the work is to develop a business plan for the processing of plastic waste on the example of Eco-Element LLC. The relevance of the work. The relevance of the chosen research topic is due to the fact that the environmental situation is currently deteriorating more and more, not only in Russia, but also in the entire world community. The entire environmental situation in the world and in Russia, in particular, depends on an increasing number of waste recycling plants. Very often, in many regions of our country, garbage recycling is carried out only formally, on paper, without conducting real inspections, which leads to a deterioration of the environmental situation as a whole. In this regard, the author identified the need for the development of a business plan for the processing of plastic waste. The method or methodology of the work. The research is based on a general scientific methodology, which provides for the application of a systematic approach to solving the problems of waste recycling by developing a specific business plan on the example of a newly created enterprise. Results. In this work, a business plan of the enterprise was developed on the example of Eco-Element LLC for the processing of plastic waste. That is why, with the constantly deteriorating environmental situation, the development of a business plan becomes an important task, one of the standard samples is the business plan developed in this study for the organization of a plastic waste recycling enterprise. The paper considers the methods of traditional business planning designed for analysis and decision-making in uncertain situations based on modeling of a plastic waste recycling enterprise on the example of Eco-Element LLC. The author has developed a work schedule and a standard staffing table of the projected enterprise LLC "Eco-Element", according to which new jobs appear already at the initial stage of the organization. In addition, job descriptions of employees have been developed in detail. The study provides a comparative analysis of potential consumers of products and an assessment of competitors of the company "Eco-Element" with the identification of a possible market niche. Based on the results of the initial capital investments and current expenses calculated by the author, a forecast estimate of the company's cash flows is given with the calculation of financial indicators supported by the constructed graphs of the main financial dependencies. As a result, based on the analysis of this developed business plan of the plastic waste processing enterprise, calculations of its economic efficiency are given, possible risks are identified and a tape schedule of the calendar plan for the implementation of the project is built. Thus, the effectiveness and impact on the social and environmental environment of this developed business plan is beyond doubt and is confirmed by the calculations performed by the author. The scope of the results. The results of the study can be used in the organization of enterprises for the processing of plastic waste in any region of the Russian Federation in order to obtain both financial income for entrepreneurs and to improve the environmental situation in general in a particular region. Conclusions. In general, all of the above will lead to an improvement in the environmental situation in the Russian Federation. In addition, the indirect effects will be new jobs and the receipt of additional revenues to the budget of the region.

Adoption of Telecommuting in the Banking Industry: A Technology Acceptance Model Approach

Aim/Purpose: Currently, the world faces unprecedented challenges due to COVID-19, particularly concerning individuals’ health and livelihood and organizations and industrial performance. Indeed, the pandemic has caused rapid intensifying socio-economic effects. For instance, organizations are shifting from traditional working patterns toward telecommuting. By adopting remote working, organizations might mitigate the impact of COVID-19 on their workforce, explicitly concerning their safety, wellbeing, mobility, work-life balance, and self-efficiency. From this perceptive, this study examines the factors that influence employees’ behavioral intention to adopt telecommuting in the banking industry. Background: The study’s relevance stems from the fact that telecommuting and its benefits have been assumed rather than demonstrated in the banking sector. However, the pandemic has driven the implementation of remote working, thereby revealing possible advantages of working from home in the banking industry. The study investigated the effect of COVID-19 in driving organizations to shift from traditional working patterns toward telecommuting. Thereby, the study investigates the banking sector employees’ behavioral intention to adopt telecommuting. Methodology: The study employed a survey-based questionnaire, which entails gathering data from employees of twelve banks in Jordan, as the banking sector in Jordan was the first to transform from traditional working to telecommuting. The sample for this research was 675 respondents; convenience sampling was employed as a sampling technique. Subsequently, the data were analyzed with the partial least square structural equation modeling (PLS-SEM) to statistically test the research model. Contribution: Firstly, this study provides a deep examination and understanding of facilitators of telecommuting in a single comprehensive model. Secondly, the study pro-vides a deeper insight into the factors affecting behavioral intention towards telecommuting from the employees’ perspective in the banking sector. Finally, this study is the first to examine telecommuting in the emerging market of Jordan. Thereby, this study provides critical recommendations for managers to facilitate the implementation of telecommuting. Findings: Using the Technology Acceptance Model (TAM), this study highlights significant relationships between telecommuting systems, quality, organizational support, and the perceived usefulness and ease of use in telecommuting. Employees who perceive telecommuting systems to be easy and receive supervision and training for using these systems are likely to adopt this work scheme. The results present critical theoretical and managerial implications regarding employees’ behavioral intentions toward telecommuting. Recommendations for Practitioners: This study suggests the importance of work-life balance for employees when telecommuting. Working from home while managing household duties can create complications for employees, particularly parents. Therefore, flexibility in terms of working hours is needed to increase employees’ acceptance of telecommuting as they will have more control over their life. These increase employees’ perceived self-efficacy with telecommuting, which smooths the transition toward remote working in the future. In addition, training will allow employees to solve technical issues that can arise from using online systems. Recommendation for Researchers: This study focused on the context of the banking sector. The sensitivity of data and transactions in this sector may influence employers’ and employees’ willingness to work remotely. In addition, the job descriptions of employees in banks moderate specific factors outlined in this model, including work-life balance. For instance, executive managers may have a higher overload in banks in contrast to front-line employees. Thus, future studies should explore different contexts, including manufacturing and consultation, to understand the industry’s effect on remote working. Similarly, future research should concentrate on the influence of job descriptions on employees’ intentions toward telecommuting. Impact on Society: The COVID-19 pandemic created a sudden shift towards telecommuting, which made employees struggle to adopt new work schemes. Therefore, managers had to provide training for their employees to be well prepared and increase their acceptance of telecommuting. Furthermore, telecommuting has a positive effect on work-life balance, it provides employees with the flexibility to organize their daily schedule into more activities. Along the same line, the study highlighted the correlation between work-life balance and telecommuting. Such a relationship provides further evidence for the need to understand employees’ lifestyles in facilitating the adoption of telecommuting. Moreover, the study extends the stream of literature by outlining critical factors affecting employees’ acceptance of telecommuting. Future Research: Future studies should explore different contexts, including manufacturing and consultation, to understand the industry’s effect on remote working. Similarly, future research should concentrate on the influence of job descriptions on employees’ intentions toward telecommuting. Furthermore, the research team conducted the study by surveying 12 banks. Future research recommends surveying the whole banking industry to add more validation to the model.

УПРАВЛІННЯ ПІДБОРОМ І НАЙМОМ ПЕРСОНАЛУ НА СУЧАСНОМУ УКРАЇНСЬКОМУ ПІДПРИЄМСТВІ

The article examines the system of selection and hiring of enterprise personnel in the competitive conditions on the example of PE "Tilda". The content and importance of effective recruitment activities in modern conditions of high competition in the labor market are considered. The characteristics of the personnel of PE "TILDA" by sex, the dynamics of the age structure of employees of the enterprise, as well as the stages of personnel selection are studied. The author developed a SWOT-analysis of recruitment activities, which identified the strengths and weaknesses of the company, opportunities and threats. The concept of strategic management was proposed, the purpose of which is to introduce new methods and forms of personnel selection and selection. To increase the efficiency of the recruitment process at PE "TILDA" it was proposed to supplement and specify the available documents and job descriptions of employees of the personnel department. The stages of personnel planning at PE "TILDA", which consist of 4 stages, were analyzed. It is established that special Internet sites – Work.ua, rabota.ua, Linkedin, DOU.UA, UpWork, etc. – should be used to search for staff. The proposed algorithm of the personnel selection process of PE "TILDA" was presented in Figure 3.2. This algorithm will allow you to accurately formulate a description of the vacancy and attract relevant candidates, closing the vacancy in a timely manner.To increase the efficiency of the recruitment system at PE "TILDA" was also presented for the development of "competency form" for the position. The main task is to reduce staff turnover at the enterprise. Responsibility for its development will fall on the heads of structural units, the head of the personnel department, the inspector of the personnel department and the general director of the enterprise. Thus, the competency map will help to find a candidate who will fit well into the profiles and models of competencies used in the company, ie to hire a "ready" specialist who can quickly learn the corporate culture of the organization, share its values and perform their duties in accordance with the efficiency standards adopted in it.

Kazakh institute of people’s education and its activities

The article examines the activities of the Kazakh Institute of Public Education according to the docu­ ments of the Kyzylorda State Regional Archives Foundation of the Republic of Kazakhstan. The questions considered at the meetings of the Presidium, the school council of the institute of public education, the council of student activists of KINO are presented. The regulation on the Kazakh Institute of Public Edu­ cation and job descriptions of employees, teaching staff, training and production plans, programs and work plans of the studied disciplines, programs on the methodology of teaching disciplines and their content are disclosed. The content of curricula on the methodology of the native language, drawing, geography, social science, theory and practice of the labor school, which were prepared by A. Bayturu­ sunov, T. Shonanuly, Burabayev, is revealed. On the basis of archival sources, the number of students, the disciplines they studied, industrial practices, methods of lecturing and conducting laboratory classes are stated. The abilities that form students as a result of studying subjects (especially the competence of joint work in a team) are analyzed based on archival documents. The internal discipline of the institute, the formation and work of subject examination commissions to assessment the knowledge of students, shortcomings and gaps, difficulties in the educational process are characterized. The scholarship of stu­ dents and its size, as well as the living conditions of students are considered. Key words: Kazakh ASSR, Kazakh Institute of Public Education, Kyzylorda State Regional Archives, teacher, student, educational and production plans, curricula, practice, lesson.

REVIEW OF BUILDING MAINTENANCE AND MAINTENANCE MANAGEMENT SYSTEM AT THE SUNAN HOTEL SOLO

<p>The purpose of this study is to find out how the building repair and maintenance management system of the building on the hotel and to know how the repairment and maintenance of the building on the hotel, and to review the condition of the existing damage of structural components, architecture, mechanical and electrical, exterior space and housekeeping categorized in heavy, medium and light damage. This study's methodology is qualitative and quantitative scripted research with observation methods, bibliography, qualitative, and documentation. The population and samples used are all Engineering Department employees because there are only fewer than 100 people. The results of the review of the data obtained are data on the Engineering Department's Organization Structure, Employee Job Description, and Workflow. In the implementation of repair and maintenance, 76% of employees already carried out, the largest massive damage review for the field of housekeeping is polishing granite marble 39.23 %. For the largest moderate damage is on the outer space field 30.85 %, then the largest minor damage is in the field of architecture of 58.71 %. These results serve as a guide in the planning of the annual work program.</p>

Method of designing the modular structure of the information system

The overwhelming majority of modern information systems are built on the basis of a modular principle. This principle involves the creation of independent software subsystems that perform separate groups of tasks. The success of building an information system depends on the quality of the division of tasks into groups. Known approaches to modular partitioning are based on the organizational structure of the enterprise and job descriptions of employees. This leads to unmanaged intermodular connections and loss of the advantages of the modular approach (flexibility, interchangeability of modules, etc.). To solve this problem, the article proposes a new method for designing a modular structure of information systems based on the analysis of information and information flows. This allows minimizing inter-module communications and building systems that are independent of the organizational structure of the enterprise.

Job Description as a Way of Determining the Employee's Duties

The problem of the lack of a clear understanding of the legal nature of the employee's job description in the legislation and law enforcement practice is considered. The priority is given to the conditions of the labor contract regarding the labor function in relation to the job description, including disputes related to the establishment and change of the employee's duties. The employee's labor duties are considered as a structural element of the labor contract. The right of the employer to determine the labor obligations of the employee at his own discretion is substantiated. At the same time, the criteria restricting this right are singled out. Based on the example of law-enforcement practice, the specifics of applying qualification directories in determining the employee's duties are also considered. It is proposed to make clarifications of some norms of the Labor Code of the Russian Federation, namely of Art. 21 and 22, with an indication of the establishment of work responsibilities by the employer. These measures will make it possible to avoid collisions that arise in connection with the definition and establishment of the employee's work duties.

LEGAL REGULATION OF RELATIONS IN THE FIELD OF IMPLEMENTATION OF FINANCIAL CONTROL, ACTIVITIES OF HIGHER EDUCATIONAL INSTITUTIONS

The article generalizes the existing approaches to the definition of the term “financial control”. A detailed analysis of the Law of Ukraine “On Education”, the Regulation “On State Audit Office” and the Concept of Development of State Internal Financial Control are carried out. The state and prospects of internal and external financial control in higher educational institutions are investigated. It is substantiated that the legal department, in the state of which the specialist with special knowledge in the field of budget institution activity is desirable, is responsible for the legality and legal validity of the decisions taken. The specified person has the authority and responsibility for receiving and using funds from the budgets with the maximum achievement. In the framework of internal financial control, it is expedient to build an information and communication system for monitoring and processing of common methodological and organizational control principles through the development of the Regulations on the implementation of internal control, job descriptions of employees and the Guidelines for the implementation of internal control.It is noted that financial control, as a separate field of research has always been in demand and caused considerable interest. Given the cross-cutting nature of financial control, it is logical that it is unique and unique in various areas of implementation. Uniform unified financial control knowledge can not be applied — each industry has its own nuances. It is determined that financial control occupies the leading place in the activity of the University and, subject to its high quality, results will surpass all expectations. The existence of a legislative framework regulating the procedure for the implementation of financial control, the rights and powers of controlling bodies is not a guarantee of success. First of all, it is necessary that the specified laws be fulfilled and the controlling entities deliberately comply with the requirements of the legislation not because of the fear of negative consequences, but because of the desire for effective, economical use of funds in order to achieve the best result.

Faculty Incivility: The Rise of the Academic Bully Culture and What to Do about It (review)

Reviewed by: Faculty Incivility: The Rise of the Academic Bully Culture and What to Do about It Michael Imber Darla J. Twale and Barbara M. De Luca. Faculty Incivility: The Rise of the Academic Bully Culture and What to Do about It. San Francisco: Jossey-Bass, 2008. 240 pp. Cloth: $40.00. ISBN-13: 978–0470197660. According to the first paragraph of the first chapter of Faculty Incivility, incivility occurs any time one person does something that offends or displeases another person: The interpretation of what is civil and what is uncivil is in the perception of the receiver, not the sender. That is what makes the behavior so insidious, because the meaning behind the interaction could be anything from complete sincerity to sarcasm to flagrant manipulation. It could also be harassment, incivility, passive aggression, or bullying as translated by the receiver. The intent of the sender is insignificant. (p. 3; emphasis mine) If I accept this analysis, I am faced with a dilemma. I promised the editors of RHE that I would review this book. The ethical standards of academia demand that I do so in accordance with my judgment of the book's merits as a scholarly work. Yet because I judge the book to have very little merit as a scholarly work, I must either violate my professional responsibility or—assuming that the authors would be displeased or offended by a negative review—commit an act of incivility. Surely the book's intention cannot be to undermine academic peer review, one of the cornerstones of scholarly progress. Yet in repeatedly insisting that "regardless of time, place, or intent, the definition of the situation as civil or uncivil is left up to the victim of the action, not the perpetrator or actor" (p. 6), the book does just that. Any action that someone else does not like, such as rejecting a professor's application for promotion or tenure, is uncivil. Conversely, any action no matter how heinous that does not give offense—perhaps because the victim is self-loathing or masochistic or unaware of the action or its significance—is not uncivil. Of course, it is true that in work, as in life generally, people can take offense or be displeased by a wide range of actions taken by others. But incivility in all its forms, including the three most discussed in the book—bullying, "mobbing," and harassment—refers to behavior that is both offensive or harmful and unjustified, inappropriate, or mean. Faculty Incivility fails to recognize that bullying means taking unfair advantage of a position of superior strength—for example, forcing subordinates to do things that they should not have to do. It is not bullying when a boss requires an employee to perform a task that falls within the employee's job description even if the employee does not wish to do it. A department chair who indicates to a junior colleague that publication in scholarly journals is required for a grant of tenure is not guilty of bullying, but one who suggests to a junior colleague that co-authoring with the chair is required for tenure is. Likewise the book views mobbing as any situation in which one individual is forced to submit to a collective decision. If this is true, then majority voting is uncivil, and one is left to wonder how academic departments (or societies at large) are supposed to resolve their differences. Harassment, as the book recognizes, is the form of incivility most likely to implicate both university policy and federal and state law. At times in the chapters devoted to "characterizing" and "challenging" the "bully culture," the book seems to suggest that universities should adopt codes of conduct prohibiting incivility patterned on existing policies and laws that prohibit racial and sexual harassment. I say "at times" because embedded in what seems to be a discussion of the need for more explicit and aggressive faculty codes is the puzzling but, for this book, not atypical, sentence, "With no code of behavior (and we are not recommending one), the chances for greater incivility have the potential to fuel the bully culture" (p. 156; emphasis mine).) But once again the book fails to recognize...

New dynamic threats requires new thinking – “Moving beyond compliance”

Threats today are much more flexible, stealthy, and dynamic than they have ever been. Current efforts by IT professionals and risk managers have had little impact in the mitigation of these threats. When you combine this trend with a renewed focus on protecting soft assets, such as intellectual property and reputation, a new approach is needed that swings the pendulum back toward the computer user as an active participant in the risk mitigation efforts. Building risk management responsibilities into each employee's job description, and holding each employee accountable, is the first step in the process of combating today's threats. Risk managers and security professionals must also understand that by taking a holistic view of organizational risk, they can effectively work with human resource managers to ensure that everyone is doing their part in the organization's risk management effort. Compliance is no longer feared by those that it affects, but has turned into a byproduct of a greater effort to effectively match competencies against organizational objectives, resulting in a risk management effort that actually reduces mitigation costs and increases effectiveness.

Let Your Customers Know Who You Are — Communicate

In a small community water system, customer service may not even be mentioned as a responsibility in an employee's job description. It may not even be included in the system's policies and procedures manual. This doesn't mean customer service isn't important or necessary. The article discusses various points of customer service.

Utilization of medical services by transferred employees. Differential effect of life change on health.

Some of the health consequences of being transferred to a new job and a new community were examined. The medical records of transferred employees for one year following transfer were compared to the records of a matched control group of more permanently located employees. Because of the authors' clinical observation that an employee's job description was related to the medical response to transfer, the professional and nonprofessional (production and clerical) employees were examined as separate groups. The results demonstrated a greater utilization of health services by transferred nonprofessional, but not by transferred professional employees. The results are discussed in the light of current research in life changes and their relationship to illness.