Job satisfaction among nurses and its relationship to reflective practice /

This study was undertaken to explore job satisfaction among nurses and its relationship to reflective practice. It is a qualitative study that listens to the perspectives of 7 mental health nurses who work In a conmiunity hospital in southern Ontario. A pilot survey was conducted prior to the face-to -face interviews in order to develop meaningful questions to utilize in the interviews. Nurses participating in the study were ensured anonjnnlty and an opportunity to have their own personal perspectives heard. A convenient sample was obtained from the hospital in which the researcher worked as an educator and professional practice consultant. The concept of job satisfaction was found to be driven by the desire to do important work and to make a difference in patients' lives. The nurses articulated that it is directly related to other factors, such as the opportunity to work in one's area, of preference, involvement in decisionmaking processes, better patient/ staff ratios, and affordable, accessible continuing educational opportunities. Those nurses who have embraced reflective practice for many years seem to be able to sort out that which drives them to stay in nursing and that which will influence them to leave. The constraints of the study cO-e that it is a small qualitative study; therefore, the results are not generallzable. Reflection is integral to the practice of mental heallth nursing find a tool that is used extensively in therapy with patients. Future research could involve studing a different group of nurses who may be more task focused than mental health nurses.

Leadership in higher education : a decanal perspective /

This is a study which examines the roles and responsibilities of Deans, specifically focussing on the Deans in the Faculties of Education at three Ontario Universities - Brock University, the University of Western Ontario, and the University of Windsor. This study examines the roles of Deans in the context of leadership and as a management position. The initial belief of the researcher was that Deans acted as middle managers at their institution besides being role models, scholars and leaders. Data were collected through interviews with the various participants and through the examination of the official job descriptions at each institution. Concepts such as leadership, motivation, empowerment, and management are discussed in relation to the position of Dean. The research concludes that a Dean is a leader in higher education who is responsible for a variety of issues. Besides academic related responsibilities such as faculty development, program development and research, a Dean is also responsible for a wide range of administrative tasks including financial management and obligations to external groups. As a role model and scholar, the Dean must ensure that all areas have sufficient energies devoted to them. This creates a heavy burden on Deans as they have a great deal of responsibilities to manage while still maintaining their role as a scholar. The researcher concludes that the position of Dean requires additional support from the institution. This support could be in an Associate Dean or an Executive Assistant with training and support mechanisms on an ongoing basis.

When job dissatisfaction leads to customer-oriented citizenship behaviors

This thesis places boundary conditions on the withdrawal model in the frontline setting of service organizations by considering continuance commitment and supervisory support as moderators of the relationship between job dissatisfaction and customer-oriented citizenship behaviors (COCBs). Departing from traditional research in the areas of the service-profit chain and employee withdrawal, the author advances our understanding of conditions that may lead frontline service employees who are dissatisfied to deposit COCBs into the organizational system. Specifically, based on principles derived from social exchange theory, high continuance commitment and high supervisory support are expected to lead to COCBs, because under this condition the benefits of performing such behaviors are increased (i.e., promotion-based, reciprocity-based), while the costs are decreased (i.e., opportunity costs). Utilizing a sample of 127 frontline employees from both the financial services and travel agency industries, the hypothesized relationships are empirically supported using moderated hierarchical regression analysis. To conclude discussion, implications of the results for both academics and p

Welland Canal Survey of Lands Job Northrup 1828

Survey map and description of Job Northrup's land created by The Welland Canal Company. Included is a written description of the land along with a drawing of the land. Noteable features include; 12 mile creek, dry dock. The land was used by the Welland Canal Company for canal and hydraulic purposes. The total amount of land surveyed is 10 acres, 3 roads and 20 perches. The deed for the land is dated January 23rd 1828. Surveyor notes are seen in pencil on the map.The surveyor's notes on the map itself are as follows: "the plot in red lines, containing 2 roads and 10 perches, was laid off by Geo. Keefer on Aug. 2nd, 1834 as an additional quantity of land required by the Company for Lock house and other purposes". "The dry dock quantity is 1.2-32" "1 1/2 acres of the above survey for Dry Dock company. Survey July 18th 1833 by Geo. Keefer."

Investigation of Changes in Prescribed and Voluntary Job Roles in Community Service Delivery for People who have Intellectual Disabilities after the Implementation of the 3 Rs; Rights, Respect and Responsibility Project

The purpose of this thesis was to explore whether there is change in organizational citizenship behaviours in community agency staff following agency adoption of a rights - based service philosophy. Four community agency support staff were interviewed to investigate how residential care providers in services for persons who have intellectual disabilities describe their voluntary job related behaviours following training about human rights. The major finding was that the participants were actively engaged in displaying civic virtue, courtesy, and altruism discretionary behaviours. There was evidence of a post rights training shift in communication patterns with support staff reporting that they used language that prom,oted and advocated for human rights, and reported increased communication exchanges among persons supported by the agency, support staff and managers. Participants also suggested that the individuals they support asserted their rights more frequently and they were more active in their own life choices following rights training.

The Weekly Messenger, 30 July 1813 (vol. 2, no. 41) - Newspaper

Volumes of interest were published between 1812 and 1815 with articles about the War of 1812.

The War, 29 March 1814 (vol. 2, no. 41, whole no. 93) - Newspaper

Volumes of interest were published between 1812 and 1815 with articles about the War of 1812.

Job Demands and Organizational Citizenship Behavior: The Roles of Organizational Commitment and Social Interaction

Drawing from the Job Demands-Resources (JD-R) model and research on social exchange relationships, this study investigates the impact of three job demands (work overload, interpersonal conflict, and dissatisfaction with the organization’s current situation) on employees’ organizational citizenship behavior (OCB), the hitherto unexplored mediating role of organizational commitment in the link between job demands and organizational citizenship behavior (OCB), as well as how this mediating effect might be moderated by social interaction. Using a multi-source, two-wave research design, surveys were administered to 707 employees and their supervisors in a Mexican-based organization. The hypotheses were tested with hierarchical regression analysis. The results indicate a direct negative relationship between interpersonal conflict and OCB, and a mediating effect of organizational commitment for interpersonal conflict and dissatisfaction with the organization’s current situation. Further, social interaction moderates the mediating effect of organizational commitment for each of the three job demands such that the mediating effect is weaker at higher levels of social interaction. The study suggests that organizations aiming to instill OCB among their employees should match the immediate work context surrounding their task execution with an internal environment that promotes informal relationship building.

Dorothy Rungeling fonds, 1887-2013, n.d.

Dorothy Rungeling was born in 1911 and raised in Fenwick, Ontario, by her adopted mother, Ethelwyn Wetherald. After graduating high school, she attended Fort Erie business College. She worked briefly in Toronto and then Hamilton, but eventually took a job with Brown Brothers’ Nursery in Pelham to be closer to home. Dorothy pursued many interests, learning to play the violin, saxophone and clarinet. She met her husband Charles at a local dance where she was playing. In 1939, they opened an automobile and farm machinery business in Welland. In their spare time, they were active in skeet and trap shooting, for which Dorothy won many trophies. In the early 1940s, Dorothy developed a passion for horses, training and showing them in addition to teaching riding at the Welland Riding Club, as well as judging at horse shows. By the late 1940s her interest in horses was waning, but she soon after discovered and pursued a new interest: flying. She joined the Welland Flying Club, obtained a flying licence, and in 1949 purchased her first plane. She proceeded to obtain a Commercial Pilot Licence in 1951, an Instructor’s Licence in 1953, and a Senior Commercial Licence in 1954. She participated in many air races in the 1950s, including the All Women’s International Air Races, the Women’s Transcontinental Air Races, and the Canadian Governor-General’s Cup Air Race. Some of the most notable races were the 1954 International Air Race, where Dorothy met with President Batista of Cuba, and the Governor-General’s Cup Air Race, where she won 1st place in 1953 and 1956 (and was the only woman competing). In 1958, she was also the first Canadian woman to solo pilot a helicopter. That same year she obtained her Airline Transport Licence. She also wrote several articles on aviation, contributing to publications such as Canadian Aviation and Air Facts, a U.S. aviation magazine. In addition to these articles, Dorothy authored several books about her life, as well as a selection of poems and articles by Ethelwyn Wetherald. As planes became more expensive, Dorothy spent less time flying, instead pursuing an interest in sailing. She and her husband bought a sailboat and became members of the Niagara-on-the-Lake Sailing Club. In 2003, Dorothy was awarded the Order of Canada for her accomplishments. She also wrote a regular column for the Voice of Pelham in 2012-2013, called A Century in Pelham. Dorothy celebrated her 100th birthday in 2011, and remains an active member of the community.

Job et L'Egypte; le rédempteur et la vie future dans les civilisations primitives

UANL

Commentarius in librum Job

UANL

Reported Job Satisfaction : What Does It Mean?

By reporting his satisfaction with his job or any other experience, an individual does not communicate the number of utils that he feels. Instead, he expresses his posterior preference over available alternatives conditional on acquired knowledge of the past. This new interpretation of reported job satisfaction restores the power of microeconomic theory without denying the essential role of discrepancies between one’s situation and available opportunities. Posterior human wealth discrepancies are found to be the best predictor of reported job satisfaction. Static models of relative utility and other subjective well-being assumptions are all unambiguously rejected by the data, as well as an \"economic\" model in which job satisfaction is a measure of posterior human wealth. The \"posterior choice\" model readily explains why so many people usually report themselves as happy or satisfied, why both younger and older age groups are insensitive to current earning discrepancies, and why the past weighs more heavily than the present and the future.

Sector-Specific on-the-Job Training: Evidence from U.S. Data.

Using data from the National Longitudinal Survey of Youth (NLSY), we re-examine the effect of formal on-the-job training on mobility patterns of young American workers. By employing parametric duration models, we evaluate the economic impact of training on productive time with an employer. Confirming previous studies, we find a positive and statistically significant impact of formal on-the-job training on tenure with the employer providing the training. However, the expected net duration of the time spent in the training program is generally not significantly increased. We proceed to document and analyze intra-sectoral and cross-sectoral mobility patterns in order to infer whether training provides firm-specific, industry-specific, or general human capital. The econometric analysis rejects a sequential model of job separation in favor of a competing risks specification. We find significant evidence for the industry-specificity of training. The probability of sectoral mobility upon job separation decreases with training received in the current industry, whether with the last employer or previous employers, and employment attachment increases with on-the-job training. These results are robust to a number of variations on the base model.

Job et la providence de Dieu chez Thomas d’Aquin

Conférence donnée le 22 mars 2006 au Dialogue judéo-chrétien de Montréal. ©Jean Duhaime, 2006.