The Double Take column looks at a single topic from an African and Chinese perspective.This month,we discuss what makes a job meaningful.Look Beyond the Surface.What makes a job meaningful?The answer is far from unive...The Double Take column looks at a single topic from an African and Chinese perspective.This month,we discuss what makes a job meaningful.Look Beyond the Surface.What makes a job meaningful?The answer is far from universal.For some,it’s the stability of a pay cheque and a clear path for career growth.展开更多
Intelligent production is an important development direction in intelligent manufacturing,with intelligent factories playing a crucial role in promoting intelligent production.Flexible job shops,as the main form of in...Intelligent production is an important development direction in intelligent manufacturing,with intelligent factories playing a crucial role in promoting intelligent production.Flexible job shops,as the main form of intelligent factories,constantly face dynamic disturbances during the production process,including machine failures and urgent orders.This paper discusses the basic models and research methods of job shop scheduling,emphasizing the important role of dynamic job shop scheduling and its response schemes in future research.A multi-objective flexible job shop dynamic scheduling mathematical model is established,highlighting its complex and multi-constraint characteristics under different interferences.A classification discussion is conducted on the dynamic response methods and optimization objectives under machine failures,emergency orders,fuzzy completion times,and mixed dynamic events.The development process of traditional scheduling rules and intelligent methods in dynamic scheduling are also analyzed.Finally,based on the current development status of job shop scheduling and the requirements of intelligent manufacturing,the future development trends of dynamic scheduling in flexible job shops are proposed.展开更多
This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance...This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance.Data were collected from 2411 preschool teachers in China(female=98.01%;mean age=29.12 years,SD=6.28 years).These data were analyzed using structural equation modelling,bootstrapping and latent moderate structural equations.The results indicated that teachers’perception of pay fairness is directly associated with self-rated job performance.Additionally,pay fairness perceptions have an indirect effect on higher job performance through job satisfaction.The social support that teachers perceive moderates the relationship between pay fairness perception and job satisfaction:the more social support teachers receive,the weaker the impact of pay fairness perception on job satisfaction.Thesefindings suggest that teachers’perception of pay fairness is related to their sense of quality of work life,as indicated by their job satisfaction and performance.展开更多
This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 ye...This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.展开更多
Job management is a key issue in computational grids, and normally involves job definition, scheduling, executing and monitoring. However, job management in the existing grid middleware needs to be improved in terms o...Job management is a key issue in computational grids, and normally involves job definition, scheduling, executing and monitoring. However, job management in the existing grid middleware needs to be improved in terms of efficiency and flexibility. This paper addresses a flexible architecture for job management with detailed design and implementation. Frameworks for job scheduling and monitoring, as two important aspects, are also presented. The proposed job management has the advantages of reusability of job definition, flexible and automatic file operation, visual steering of file transfer and job execution, and adaptive application job scheduler. A job management wizard is designed to implement each step. Therefore, what the grid user needs to do is only to define the job by constructing necessary information at runtime. In addition, the job space is adopted to ensure the security of the job management. Experimental results showed that this approach is user-friendly and system efficient.展开更多
Objectives:Nurses working in critical care units may encounter substantial work-related strain,and elevated levels of stress can lead to burnout,ultimately impacting both the quality of nursing care and their overall ...Objectives:Nurses working in critical care units may encounter substantial work-related strain,and elevated levels of stress can lead to burnout,ultimately impacting both the quality of nursing care and their overall working experience.This study aimed to assess job burnout and determine the factors that contribute to it among critical care nurses in the Eastern Province of Saudi Arabia.Methods:This study employed a descriptive,exploratory,cross-sectional research design.A total of 220 nurses employed in the critical care units of 5 private hospitals in the eastern region were selected for participation in this study using a convenience sample method.An electronic survey was distributed to critical care nurses in the Eastern Province who satisfied the specified inclusion criteria.The job burnout questionnaire utilized in this study was derived from previously conducted research,which has been established as a reliable and valid survey instrument.The process of data analysis was conducted utilizing the SPSS program.The scientific research conducted on human subjects adhered rigorously to all ethical considerations.Results:The highest percentage of nurses at the critical care units reported experiencing moderate levels of job burnout.Nurses exhibiting greater levels of professional experience demonstrated a statistically significant reduction in overall burnout scores when compared to their less experienced counterparts.Furthermore,within the realm of sociodemographic factors,it was found that the only significant independent predictor for job burnout was the level of experience among critical care nurses.Conclusions:The prevalence of burnout among nurses in critical care settings was found to be significant,with most participants reporting moderate levels of burnout which can yield significant ramifications for nurses and healthcare professionals.Consequently,healthcare organizations must accord primacy to the welfare of their staff and adopt proactive strategies to mitigate job burnout.展开更多
Objectives:Teachers are facing unprecedented new challenges leading them to face an increasing number of tasks that are not part of their job,as well as having to cope with the additional skills acquisition that comes...Objectives:Teachers are facing unprecedented new challenges leading them to face an increasing number of tasks that are not part of their job,as well as having to cope with the additional skills acquisition that comes with non-traditional forms of teaching and learning,and increased work pressure leading to an increase in the rate of teachers leaving the profession.Therefore,this study aims to explore the mechanism of the career calling on job burnout through career adaptability and work engagement.Methods:This study conducted a cross-sectional survey of 465 primary and secondary school teachers(PSST)in China's Mainland from the perspective of work adjustment and used structural equation modeling(SEM)to examine the mediating roles of career adaptability and work engagement in the relationship between teachers’career calling and job burnout.Results:The results show that PSSTs are above average in career calling,career adaptability,and work engagement,while job burnout is below average.A significant positive or negative correlation exists between career calling,career adaptability,work engagement,and job burnout.The result of path analysis indicates that career adaptability and work engagement exert an indirect influence on the job burnout of PSST through three paths:namely,the independent intermediary role of career adaptability(EV=−0.144),the independent intermediary role of work engagement(EV=0.172)and the chain intermediary role of the two(EV=0.176).Conclusion:This study emphasizes the importance of career adaptability and work engagement in teacher development in regulating career calling and job burnout.Therefore,on the one hand,we think that if managers want to reduce teachers’job burnout,they need to pay more attention to teachers’career adaptability and work engagement,rather than relying solely on teachers’career calling.On the other hand,it is to remind teachers not to rely on their adjustment to adapt to the work,but also to need outside help as much as possible.展开更多
The job shop scheduli ng problem has been studied for decades and known as an NP-hard problem. The fl exible job shop scheduling problem is a generalization of the classical job sche duling problem that allows an oper...The job shop scheduli ng problem has been studied for decades and known as an NP-hard problem. The fl exible job shop scheduling problem is a generalization of the classical job sche duling problem that allows an operation to be processed on one machine out of a set of machines. The problem is to assign each operation to a machine and find a sequence for the operations on the machine in order that the maximal completion time of all operations is minimized. A genetic algorithm is used to solve the f lexible job shop scheduling problem. A novel gene coding method aiming at job sh op problem is introduced which is intuitive and does not need repairing process to validate the gene. Computer simulations are carried out and the results show the effectiveness of the proposed algorithm.展开更多
In the busy streets of Lusaka,Zambia’s capital,Joel Kangwa fired up his red Haojue.It is not just a motorbike.It is the reason he wakes up each morning with purpose.He kicked the starter and the engine responded with...In the busy streets of Lusaka,Zambia’s capital,Joel Kangwa fired up his red Haojue.It is not just a motorbike.It is the reason he wakes up each morning with purpose.He kicked the starter and the engine responded with a low growl.“Working as a courier on my motorbike is a dream come true.I now earn more than double what I used to make as a salesman in the industrial area,”he said.展开更多
Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 mont...Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional ter tiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire(TJCQ). Descriptive statistics and a structural equation model were used for data analysis.Results: Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job suppor t had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data(χ^(2) = 57.76, df = 22, CMIN/df = 2.62, goodness of fit(GFI) =0.96, adjusted goodness of fit(AGFI) =0.91, comparative fit index(CFI) = 0.95, and root mean square error of approximation(RMSEA) = 0.07). The effects of job demands, job control, and job suppor t on job stress among Thai nurse-midwives can explain 67% of the model’s total variance for job stress.Conclusions: Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job suppor t.展开更多
This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research empl...This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research employed a quantitative,cross-sectional design.Data were collected using an online questionnaire from 655 primary and secondary school teachers in Wuhan.Structural equation modelling(PLS-SEM)was utilized for data analysis.Results confirmed significant positive relationships between training opportunities and both AI self-efficacy and job satisfaction.Besides,AI self-efficacy was found to significantly mediate the relationship between training opportunities and job satisfaction.This study contributes to the body of knowledge by empirically showed the relatively unexplored psychological pathway(AI self-efficacy)linking training opportunities to job satisfaction within AI-intensive educational contexts.The findings enhance understanding of how structured training in AI can positively influence teachers’attitudes and job-related outcomes.Educational policymakers and administrators can utilise these findings to develop specialised training programs,thereby improving teacher self-efficacy,job satisfaction and overall effectiveness in responding to technology changes.展开更多
Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfa...Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfaction Questionnaire scores,work pressure,and turnover intentions.Multiple linear regression analysis was used to examine factors influencing job satisfaction.The electronic survey was distributed to Chinese anesthesia graduates from December 2021 to January 2022.Results:A total of 595 questionnaires were distributed,with 318 valid responses,resulting in a response rate of 53.4%.The participants’overall job satisfaction score on the Minnesota Satisfaction Questionnaire was 75.85±12.57.Multiple linear regression analysis identified the following variables as significantly associated with job satisfaction:age,daily working hours,income,current position,and work pressure.Conclusions:Anesthesia graduates in China reported slightly higher-than-average overall job satisfaction.However,several issues remain.Attention should be given to the impact of factors such as youth,long working hours,low income,current position,and high work pressure on job satisfaction.The government should support anesthesiologists with improved training,job security,and benefits to enhance job satisfaction.展开更多
This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 acad...This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 academicians aged between 24 and 65(male=45.1%,female=54.9%;professors=12.1%,associate professors=17.7%,assistant professors=28.2%,lecturers=17.8%,research assistants=24.2%;mean age and SD=39.72±8.94)completed the Job Satisfaction Scale,Life Satisfaction Scale,and the Work-Family Conflict Scale.They also self-reported their demographics.The findings from PROCESS MACRO analysis indicated work-family conflict to predict lower job satisfaction among academicians.Those with higher job satisfaction were also self-reported with higher life satisfaction.Lob satisfaction mediated the relationship between the academician’s work family conflict and life satisfaction for higher life satisfaction.The findings of this study indicate a need to implement work-family and life satisfaction measures to enhance job satisfaction among academics.展开更多
Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure t...Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure to their daily lives.The objective of this pilot study was to analyse job satisfaction and perceived social support in people with severe mental disorders who are users of an Employment Guidance and Support Service in southern Spain.Methods:A descriptive cross-sectional pilot study was carried out with a sample of 39 workers with mental disorders from the province of Huelva(southern Spain)who were users of the Employment Guidance and Support Service of the Regional Government of Andalusia(Spain).Perceived Organisational Support was assessed with the Spanish short version of the Survey of Perceived Organizational Support and the S10/12 Job Satisfaction Questionnaire.Results:As findings,87.2%of the sample reported high levels of job satisfaction,and 61.5%of the subjects surveyed perceived high levels of support.Regarding the variable Perceived Support,84%of workers from ordinary companies and 50%of those from Special Employment Centres(SECs)considered that they had sufficient support.There was a positive correlation between support and satisfaction(Spearman’s Rho=0.423).Conclusion:The results suggest a positive relationship between support and satisfaction,warranting further longitudinal research with larger samples.This pilot study provides preliminary insights into the relationship between perceived organizational support and job satisfaction among workers with severe mental disorders.展开更多
This study examined how psychological meaningfulness moderates job complexity and work-family conflict in Nigerian secondary school teachers.This study included 1694 teachers from 17 Nigerian secondary schools(female=6...This study examined how psychological meaningfulness moderates job complexity and work-family conflict in Nigerian secondary school teachers.This study included 1694 teachers from 17 Nigerian secondary schools(female=69.54%,mean age=33.19,SD=6.44 years).The participants completed the Work-family Conflict Scale,Job Complexity Scale,and Psychological Meaningfulness Scale.Study design was cross-sectional.Hayes PROCESS macro analysis results indicate a higher work-family conflict with job complexity among the secondary school teachers.While psychological meaningfulness was not associated with work-family conflict,it moderated the link between job complexity and work-family conflict in secondary school teachers such that a meaningful work endorsement is associated with lower employee’s work-life conflict.Thesefindings point to the importance of job functions to quality of family life.The studyfindings also suggest a need for supporting psychological meaningfulness for healthy work related quality of family life based on balancing work and family role demands.展开更多
Objective:To analyze the correlation between perceived stress,job burnout,and subjective well-being among undergraduate nursing interns.Methods:A total of 260 clinical nursing interns who interned in tertiary hospital...Objective:To analyze the correlation between perceived stress,job burnout,and subjective well-being among undergraduate nursing interns.Methods:A total of 260 clinical nursing interns who interned in tertiary hospitals from July 2024 to April 2025 were selected as the survey subjects.They were administered the Chinese version of the Perceived Stress Scale(CPSS),the Maslach Burnout Inventory-Human Services Survey(MBI-HSS),and the General Well-being Schedule(GWB)to evaluate the correlation between perceived stress,job burnout,and subjective well-being.Results:The subjective well-being scores of those with higher perceived stress were lower than those with moderate stress;individuals with severe job burnout had lower subjective well-being compared to those without job burnout or with mild to moderate job burnout levels(p<0.05).Correlation analysis revealed that the subjective well-being of undergraduate nursing interns was negatively correlated with perceived stress and job burnout(p<0.05).Conclusion:Undergraduate nursing interns experience significant perceived stress and a strong sense of job burnout.Their subjective well-being is correlated with their perceived stress and job burnout.It is necessary to optimize the clinical teaching model and provide psychological skills training to alleviate the interns’perceived stress and job burnout,thereby significantly enhancing their subjective well-being.展开更多
The objective of this study is to shed light on what the literature on English Language Teaching(ELT)job advertisements reveals about the ELT profession.For this aim,the existing nine articles are chosen as the focal ...The objective of this study is to shed light on what the literature on English Language Teaching(ELT)job advertisements reveals about the ELT profession.For this aim,the existing nine articles are chosen as the focal literature and content-analyzed.The results point to some facts about ELT:the native speakerism ideology persists in ELT job advertisements;it includes multifaceted discrimination against both non-native and non-Anglophone native English speaker teachers(NESTs);cost-effective strategies are utilized by recruiters to hire young NESTs;different marketing strategies are employed to attract NESTs and to earn the prestige associated with hiring them;and advertising discourse is a way to institutionalization and entrenchment of discrimination.The fallacies explored also concern ELT as an adventure full of travel and pleasure,the dominance of supply-demand and preference principles,viewing NESTs as ideal teachers who promise fun and effortless language learning;and the fallacy that native status compensates for the lack of qualification and experience.Each fact and fallacy is problematized and ways to combat discrimination are suggested.Also,implications of the study for various stakeholders in the ELT circle including the NESTs,NNESTs,and recruiting agencies are discussed.展开更多
We explored the effects of algorithmic opacity on employees’playing dumb and evasive hiding rather than rationalized hiding.We examined the mediating role of job insecurity and the moderating role of employee-AI coll...We explored the effects of algorithmic opacity on employees’playing dumb and evasive hiding rather than rationalized hiding.We examined the mediating role of job insecurity and the moderating role of employee-AI collaboration.Participants were 421 full-time employees(female=46.32%,junior employees=31.83%)from a variety of organizations and industries that interact with AI.Employees filled out data on algorithm opacity,job insecurity,knowledge hiding,employee-AI collaboration,and control variables.The results of the structural equation modeling indicated that algorithm opacity exacerbated employees’job insecurity,and job insecurity mediated between algorithm opacity and playing dumb and evasive hiding rather than rationalized hiding.The relationship between algorithmic opacity and playing dumb and evasive hiding was more positive when the level of employee-AI collaboration was higher.These findings suggest that employee-AI collaboration reinforces the indirect relationship between algorithmic opacity and playing dumb and evasive hiding.Our study contributes to research on human and AI collaboration by exploring the dark side of employee-AI collaboration.展开更多
Objective This study explored the job choice preferences of Center for Disease Prevention and Control(CDC)workers to provide CDC management information and recommendations for optimizing employee retention and motivat...Objective This study explored the job choice preferences of Center for Disease Prevention and Control(CDC)workers to provide CDC management information and recommendations for optimizing employee retention and motivation policies.Methods A discrete choice experiment was conducted in nine provinces across China.Seven key attributes were identified to analyze the job preferences of CDC workers.Mixed logit models,latent class models,and policy simulation tools were used.Results A valid sample of 5,944 cases was included in the analysis.All seven attributes significantly influenced the job choices of CDC workers.Heterogeneity analyses identified two main groups based on different levels of preference for attribute utility.Income-prioritizers were concerned with income and opportunities for career development,whereas bianzhi-prioritizers were concerned with bianzhi and welfare benefits.The policy simulation analysis revealed that income-prioritizers had a relatively higher sensitivity to multiple job preference incentives.Conclusion Income and bianzhi were the two key attributes influencing the job choices and retention preferences of CDC workers.Heterogeneity in job preferences was also identified.Based on the preference characteristics of different subgroups,policy content should be skewed to differentiate the importance of incentives.展开更多
文摘The Double Take column looks at a single topic from an African and Chinese perspective.This month,we discuss what makes a job meaningful.Look Beyond the Surface.What makes a job meaningful?The answer is far from universal.For some,it’s the stability of a pay cheque and a clear path for career growth.
基金supported by the National Key Research and Development Program Project(No.2021YFB3301300).
文摘Intelligent production is an important development direction in intelligent manufacturing,with intelligent factories playing a crucial role in promoting intelligent production.Flexible job shops,as the main form of intelligent factories,constantly face dynamic disturbances during the production process,including machine failures and urgent orders.This paper discusses the basic models and research methods of job shop scheduling,emphasizing the important role of dynamic job shop scheduling and its response schemes in future research.A multi-objective flexible job shop dynamic scheduling mathematical model is established,highlighting its complex and multi-constraint characteristics under different interferences.A classification discussion is conducted on the dynamic response methods and optimization objectives under machine failures,emergency orders,fuzzy completion times,and mixed dynamic events.The development process of traditional scheduling rules and intelligent methods in dynamic scheduling are also analyzed.Finally,based on the current development status of job shop scheduling and the requirements of intelligent manufacturing,the future development trends of dynamic scheduling in flexible job shops are proposed.
基金funded by the National Social Science Fund of China,grant number CHA200267.
文摘This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance.Data were collected from 2411 preschool teachers in China(female=98.01%;mean age=29.12 years,SD=6.28 years).These data were analyzed using structural equation modelling,bootstrapping and latent moderate structural equations.The results indicated that teachers’perception of pay fairness is directly associated with self-rated job performance.Additionally,pay fairness perceptions have an indirect effect on higher job performance through job satisfaction.The social support that teachers perceive moderates the relationship between pay fairness perception and job satisfaction:the more social support teachers receive,the weaker the impact of pay fairness perception on job satisfaction.Thesefindings suggest that teachers’perception of pay fairness is related to their sense of quality of work life,as indicated by their job satisfaction and performance.
基金This study received funding from the Youth Project of Humanities and Social Sciences Research at Guizhou University(No.GDQN2022010)the Zhiyuan Science Foundation at Beijing Institute of Petrochemical Technology(No.BIPTCSF-2023012)the URT Program for Undergraduate Research and Training at Beijing Institute of Petrochemical Technology(No.2024J00263).
文摘This study explored the role of job crafting and job embeddedness in the relationship between employee strengths use and thriving at work.Participants were 260 nurses from Beijing,China(99.2%female,54.6%aged 26–35 years,and 62%with a bachelor’s degree or above).Data were collected at two different time points,with a two-week interval between them.Regression analysis and path analysis were applied to test the hypotheses.Results showed that strengths use was associated with thriving at work.Job crafting partially mediated this relationship for higher thriving at work.Job embeddedness weakened the relationship between strengths use and job crafting,and also lowered job crafting effects on work thriving.These findings provide insights into the mechanisms by which strengths use influences thriving at work,highlighting the significance of job crafting and job embeddedness.
基金Project supported by the National Natural Science Foundation of China (No. 90412014), the National Science Foundation of China for Distinguished Young Scholars (No. 60225009), and the China Next Generation Internet (CNGI) Project (No. CNGI-04-15-7A)
文摘Job management is a key issue in computational grids, and normally involves job definition, scheduling, executing and monitoring. However, job management in the existing grid middleware needs to be improved in terms of efficiency and flexibility. This paper addresses a flexible architecture for job management with detailed design and implementation. Frameworks for job scheduling and monitoring, as two important aspects, are also presented. The proposed job management has the advantages of reusability of job definition, flexible and automatic file operation, visual steering of file transfer and job execution, and adaptive application job scheduler. A job management wizard is designed to implement each step. Therefore, what the grid user needs to do is only to define the job by constructing necessary information at runtime. In addition, the job space is adopted to ensure the security of the job management. Experimental results showed that this approach is user-friendly and system efficient.
文摘Objectives:Nurses working in critical care units may encounter substantial work-related strain,and elevated levels of stress can lead to burnout,ultimately impacting both the quality of nursing care and their overall working experience.This study aimed to assess job burnout and determine the factors that contribute to it among critical care nurses in the Eastern Province of Saudi Arabia.Methods:This study employed a descriptive,exploratory,cross-sectional research design.A total of 220 nurses employed in the critical care units of 5 private hospitals in the eastern region were selected for participation in this study using a convenience sample method.An electronic survey was distributed to critical care nurses in the Eastern Province who satisfied the specified inclusion criteria.The job burnout questionnaire utilized in this study was derived from previously conducted research,which has been established as a reliable and valid survey instrument.The process of data analysis was conducted utilizing the SPSS program.The scientific research conducted on human subjects adhered rigorously to all ethical considerations.Results:The highest percentage of nurses at the critical care units reported experiencing moderate levels of job burnout.Nurses exhibiting greater levels of professional experience demonstrated a statistically significant reduction in overall burnout scores when compared to their less experienced counterparts.Furthermore,within the realm of sociodemographic factors,it was found that the only significant independent predictor for job burnout was the level of experience among critical care nurses.Conclusions:The prevalence of burnout among nurses in critical care settings was found to be significant,with most participants reporting moderate levels of burnout which can yield significant ramifications for nurses and healthcare professionals.Consequently,healthcare organizations must accord primacy to the welfare of their staff and adopt proactive strategies to mitigate job burnout.
基金funded by Humanities and Social Sciences Foundation and Natural Science Foundation of Nanjing University of Posts and Telecommunications(NYY222055,NY224176)General Subject of Educational Science Planning in Jiangsu Province(C/2024/01/76)National Natural Science Foundation of China(62307025).
文摘Objectives:Teachers are facing unprecedented new challenges leading them to face an increasing number of tasks that are not part of their job,as well as having to cope with the additional skills acquisition that comes with non-traditional forms of teaching and learning,and increased work pressure leading to an increase in the rate of teachers leaving the profession.Therefore,this study aims to explore the mechanism of the career calling on job burnout through career adaptability and work engagement.Methods:This study conducted a cross-sectional survey of 465 primary and secondary school teachers(PSST)in China's Mainland from the perspective of work adjustment and used structural equation modeling(SEM)to examine the mediating roles of career adaptability and work engagement in the relationship between teachers’career calling and job burnout.Results:The results show that PSSTs are above average in career calling,career adaptability,and work engagement,while job burnout is below average.A significant positive or negative correlation exists between career calling,career adaptability,work engagement,and job burnout.The result of path analysis indicates that career adaptability and work engagement exert an indirect influence on the job burnout of PSST through three paths:namely,the independent intermediary role of career adaptability(EV=−0.144),the independent intermediary role of work engagement(EV=0.172)and the chain intermediary role of the two(EV=0.176).Conclusion:This study emphasizes the importance of career adaptability and work engagement in teacher development in regulating career calling and job burnout.Therefore,on the one hand,we think that if managers want to reduce teachers’job burnout,they need to pay more attention to teachers’career adaptability and work engagement,rather than relying solely on teachers’career calling.On the other hand,it is to remind teachers not to rely on their adjustment to adapt to the work,but also to need outside help as much as possible.
文摘The job shop scheduli ng problem has been studied for decades and known as an NP-hard problem. The fl exible job shop scheduling problem is a generalization of the classical job sche duling problem that allows an operation to be processed on one machine out of a set of machines. The problem is to assign each operation to a machine and find a sequence for the operations on the machine in order that the maximal completion time of all operations is minimized. A genetic algorithm is used to solve the f lexible job shop scheduling problem. A novel gene coding method aiming at job sh op problem is introduced which is intuitive and does not need repairing process to validate the gene. Computer simulations are carried out and the results show the effectiveness of the proposed algorithm.
文摘In the busy streets of Lusaka,Zambia’s capital,Joel Kangwa fired up his red Haojue.It is not just a motorbike.It is the reason he wakes up each morning with purpose.He kicked the starter and the engine responded with a low growl.“Working as a courier on my motorbike is a dream come true.I now earn more than double what I used to make as a salesman in the industrial area,”he said.
文摘Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional ter tiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire(TJCQ). Descriptive statistics and a structural equation model were used for data analysis.Results: Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job suppor t had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data(χ^(2) = 57.76, df = 22, CMIN/df = 2.62, goodness of fit(GFI) =0.96, adjusted goodness of fit(AGFI) =0.91, comparative fit index(CFI) = 0.95, and root mean square error of approximation(RMSEA) = 0.07). The effects of job demands, job control, and job suppor t on job stress among Thai nurse-midwives can explain 67% of the model’s total variance for job stress.Conclusions: Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job suppor t.
文摘This study examines how training opportunities influence teachers’job satisfaction,emphasizing the mediating effect of AI self-efficacy among primary and secondary school teachers in Wuhan,China.Current research employed a quantitative,cross-sectional design.Data were collected using an online questionnaire from 655 primary and secondary school teachers in Wuhan.Structural equation modelling(PLS-SEM)was utilized for data analysis.Results confirmed significant positive relationships between training opportunities and both AI self-efficacy and job satisfaction.Besides,AI self-efficacy was found to significantly mediate the relationship between training opportunities and job satisfaction.This study contributes to the body of knowledge by empirically showed the relatively unexplored psychological pathway(AI self-efficacy)linking training opportunities to job satisfaction within AI-intensive educational contexts.The findings enhance understanding of how structured training in AI can positively influence teachers’attitudes and job-related outcomes.Educational policymakers and administrators can utilise these findings to develop specialised training programs,thereby improving teacher self-efficacy,job satisfaction and overall effectiveness in responding to technology changes.
基金supported by the Basic Medical Research Foundation of Naval Medical University(2022SK029 and 2023QN035).
文摘Objectives:To assess job satisfaction among anesthesia graduates working in various medical institutions across China.Methods:A cross-sectional survey was conducted,collecting demographic information,Minnesota Satisfaction Questionnaire scores,work pressure,and turnover intentions.Multiple linear regression analysis was used to examine factors influencing job satisfaction.The electronic survey was distributed to Chinese anesthesia graduates from December 2021 to January 2022.Results:A total of 595 questionnaires were distributed,with 318 valid responses,resulting in a response rate of 53.4%.The participants’overall job satisfaction score on the Minnesota Satisfaction Questionnaire was 75.85±12.57.Multiple linear regression analysis identified the following variables as significantly associated with job satisfaction:age,daily working hours,income,current position,and work pressure.Conclusions:Anesthesia graduates in China reported slightly higher-than-average overall job satisfaction.However,several issues remain.Attention should be given to the impact of factors such as youth,long working hours,low income,current position,and high work pressure on job satisfaction.The government should support anesthesiologists with improved training,job security,and benefits to enhance job satisfaction.
文摘This study examined the mediating role of job satisfaction in explaining the relationship between work-family conflict and life satisfaction among Turkish academicians.Employing a cross-sectional study design 645 academicians aged between 24 and 65(male=45.1%,female=54.9%;professors=12.1%,associate professors=17.7%,assistant professors=28.2%,lecturers=17.8%,research assistants=24.2%;mean age and SD=39.72±8.94)completed the Job Satisfaction Scale,Life Satisfaction Scale,and the Work-Family Conflict Scale.They also self-reported their demographics.The findings from PROCESS MACRO analysis indicated work-family conflict to predict lower job satisfaction among academicians.Those with higher job satisfaction were also self-reported with higher life satisfaction.Lob satisfaction mediated the relationship between the academician’s work family conflict and life satisfaction for higher life satisfaction.The findings of this study indicate a need to implement work-family and life satisfaction measures to enhance job satisfaction among academics.
文摘Background:Employment can support the recovery of individuals with Severe Mental Disorders by promoting autonomy,reducing hospital admissions and associated costs,fostering social connections,and providing structure to their daily lives.The objective of this pilot study was to analyse job satisfaction and perceived social support in people with severe mental disorders who are users of an Employment Guidance and Support Service in southern Spain.Methods:A descriptive cross-sectional pilot study was carried out with a sample of 39 workers with mental disorders from the province of Huelva(southern Spain)who were users of the Employment Guidance and Support Service of the Regional Government of Andalusia(Spain).Perceived Organisational Support was assessed with the Spanish short version of the Survey of Perceived Organizational Support and the S10/12 Job Satisfaction Questionnaire.Results:As findings,87.2%of the sample reported high levels of job satisfaction,and 61.5%of the subjects surveyed perceived high levels of support.Regarding the variable Perceived Support,84%of workers from ordinary companies and 50%of those from Special Employment Centres(SECs)considered that they had sufficient support.There was a positive correlation between support and satisfaction(Spearman’s Rho=0.423).Conclusion:The results suggest a positive relationship between support and satisfaction,warranting further longitudinal research with larger samples.This pilot study provides preliminary insights into the relationship between perceived organizational support and job satisfaction among workers with severe mental disorders.
文摘This study examined how psychological meaningfulness moderates job complexity and work-family conflict in Nigerian secondary school teachers.This study included 1694 teachers from 17 Nigerian secondary schools(female=69.54%,mean age=33.19,SD=6.44 years).The participants completed the Work-family Conflict Scale,Job Complexity Scale,and Psychological Meaningfulness Scale.Study design was cross-sectional.Hayes PROCESS macro analysis results indicate a higher work-family conflict with job complexity among the secondary school teachers.While psychological meaningfulness was not associated with work-family conflict,it moderated the link between job complexity and work-family conflict in secondary school teachers such that a meaningful work endorsement is associated with lower employee’s work-life conflict.Thesefindings point to the importance of job functions to quality of family life.The studyfindings also suggest a need for supporting psychological meaningfulness for healthy work related quality of family life based on balancing work and family role demands.
文摘Objective:To analyze the correlation between perceived stress,job burnout,and subjective well-being among undergraduate nursing interns.Methods:A total of 260 clinical nursing interns who interned in tertiary hospitals from July 2024 to April 2025 were selected as the survey subjects.They were administered the Chinese version of the Perceived Stress Scale(CPSS),the Maslach Burnout Inventory-Human Services Survey(MBI-HSS),and the General Well-being Schedule(GWB)to evaluate the correlation between perceived stress,job burnout,and subjective well-being.Results:The subjective well-being scores of those with higher perceived stress were lower than those with moderate stress;individuals with severe job burnout had lower subjective well-being compared to those without job burnout or with mild to moderate job burnout levels(p<0.05).Correlation analysis revealed that the subjective well-being of undergraduate nursing interns was negatively correlated with perceived stress and job burnout(p<0.05).Conclusion:Undergraduate nursing interns experience significant perceived stress and a strong sense of job burnout.Their subjective well-being is correlated with their perceived stress and job burnout.It is necessary to optimize the clinical teaching model and provide psychological skills training to alleviate the interns’perceived stress and job burnout,thereby significantly enhancing their subjective well-being.
文摘The objective of this study is to shed light on what the literature on English Language Teaching(ELT)job advertisements reveals about the ELT profession.For this aim,the existing nine articles are chosen as the focal literature and content-analyzed.The results point to some facts about ELT:the native speakerism ideology persists in ELT job advertisements;it includes multifaceted discrimination against both non-native and non-Anglophone native English speaker teachers(NESTs);cost-effective strategies are utilized by recruiters to hire young NESTs;different marketing strategies are employed to attract NESTs and to earn the prestige associated with hiring them;and advertising discourse is a way to institutionalization and entrenchment of discrimination.The fallacies explored also concern ELT as an adventure full of travel and pleasure,the dominance of supply-demand and preference principles,viewing NESTs as ideal teachers who promise fun and effortless language learning;and the fallacy that native status compensates for the lack of qualification and experience.Each fact and fallacy is problematized and ways to combat discrimination are suggested.Also,implications of the study for various stakeholders in the ELT circle including the NESTs,NNESTs,and recruiting agencies are discussed.
基金supported by the Social Science Foundation of Liaoning Province(L23BJY022).
文摘We explored the effects of algorithmic opacity on employees’playing dumb and evasive hiding rather than rationalized hiding.We examined the mediating role of job insecurity and the moderating role of employee-AI collaboration.Participants were 421 full-time employees(female=46.32%,junior employees=31.83%)from a variety of organizations and industries that interact with AI.Employees filled out data on algorithm opacity,job insecurity,knowledge hiding,employee-AI collaboration,and control variables.The results of the structural equation modeling indicated that algorithm opacity exacerbated employees’job insecurity,and job insecurity mediated between algorithm opacity and playing dumb and evasive hiding rather than rationalized hiding.The relationship between algorithmic opacity and playing dumb and evasive hiding was more positive when the level of employee-AI collaboration was higher.These findings suggest that employee-AI collaboration reinforces the indirect relationship between algorithmic opacity and playing dumb and evasive hiding.Our study contributes to research on human and AI collaboration by exploring the dark side of employee-AI collaboration.
基金supported by the Major Program of the National Social Science Foundation of China(no.2022YFC3600801)the Operation of Public Health Emergency Response Mechanisms of the Chinese Center for Disease Control and Prevention(no.102393220020010000017)。
文摘Objective This study explored the job choice preferences of Center for Disease Prevention and Control(CDC)workers to provide CDC management information and recommendations for optimizing employee retention and motivation policies.Methods A discrete choice experiment was conducted in nine provinces across China.Seven key attributes were identified to analyze the job preferences of CDC workers.Mixed logit models,latent class models,and policy simulation tools were used.Results A valid sample of 5,944 cases was included in the analysis.All seven attributes significantly influenced the job choices of CDC workers.Heterogeneity analyses identified two main groups based on different levels of preference for attribute utility.Income-prioritizers were concerned with income and opportunities for career development,whereas bianzhi-prioritizers were concerned with bianzhi and welfare benefits.The policy simulation analysis revealed that income-prioritizers had a relatively higher sensitivity to multiple job preference incentives.Conclusion Income and bianzhi were the two key attributes influencing the job choices and retention preferences of CDC workers.Heterogeneity in job preferences was also identified.Based on the preference characteristics of different subgroups,policy content should be skewed to differentiate the importance of incentives.
