Independent living ideas : planning for a job: tips for disabled students.

Cover title.

Job tenure and occupational change, 1981 /

Mode of access: Internet.

Common command language for file manipulation and network job execution : an example /

Includes bibliographical references (p. 27).

Income and job mobility in the early 1990's.

Mode of access: Internet.

Job classification guide : to be used with Employer Information Report EEO-1 (Standard Form 100).

Mode of access: Internet.

Job vacancy statistics in the United States /

Mode of access: Internet.

Productivity and job security : retraining to adapt to technological change /

Mode of access: Internet.

Freedom is everybody's job! : the crime of the government against the negro people; summation in the trial of the 11 communist leaders /

Cover title.

An evaluation of results and effectiveness of job banks /

"Contract no. 83-06-72-01."

Job description and classification manual : for hourly rated production, maintenance and non-confidential clerical jobs, January 1, 1953.

Mode of access: Internet.

Version arabe du Livre de Job

de R. Saadia ben Iosef Al-Fayyoûmî ; publiée avec des notes hébraïques par W. Bacher ; accompagnée d'une traduction française d'après l'arabe par J. Derenbourg et H. Derenbourg

Is Mindfulness Beneficial for Job Performance Following Positive and Negative Affective Events? The Attenuating Role of Mindfulness on Self-Serving Bias

Thesis (Ph.D.)--University of Washington, 2016-05

Risk technology in Australia: The role of the job seeker classification instrument in employment services

Promoted as the key policy response to unemployment, the Job Network constitutes an array of interlocking processes that position unemployed people as `problems' in need of remediation. Unemployment is presented as a primary risk threatening society, and unemployed people are presented as displaying various degrees of riskiness. The Job Seeker Classification Instrument (JSCI) is a `technology' employed by Centrelink to assess `risk' and to determine the type of interaction that unemployed people have with the job Network. In the first instance, we critically examine the development of the JSCI and expose issues that erode its credibility and legitimacy. Second, employing the analytical tools of discourse analysis, we show how the JSCI both assumes and imposes particular subject identities on unemployed people. The purpose of this latter analysis is to illustrate the consequences of the sorts of technologies and interventions used within the job Network.

Supervision practices in allied mental health: Relationships of supervision characteristics to perceived impact and job satisfaction

This study examined whether supervision characteristics impacted on mental health practice and morale, and developed a new Supervision Attitude Scale (SAS). Telephone surveys were conducted with a representative sample of 272 staff from public mental health services across Queensland. Although supervision was widely received and positively rated, it had low average intensity, and assessment and training of skills was rarely incorporated. Perceived impact on practice was associated with acquisition of skills and positive attitudes to supervisors, but extent of supervision was related to impact only if it was from within the profession. Intention to resign was unrelated to extent of supervision, but was associated with positive attitudes to supervisors, accessibility, high impact, and empathy or praise in supervision sessions. The SAS had high internal consistency, and its intercorrelations were consistent with it being a measure of relationship positivity. The study supported the role of supervision in retention and in improving practice. It also highlighted supervision characteristics that might be targeted in training, and provided preliminary data on a new measure.

The influence of financial participation and participation in decision-making on employee job attitudes

This study investigates the direct and indirect effects of financial participation (FP) and participation in decision-making (PDM) on employee job attitudes. The central premise is that both financial participation and participation in decision-making have effects on job attitudes, such as integration, involvement and commitment, perceived pay equity, performance-reward contingencies, satisfaction and motivation. After reviewing the theoretical and empirical literature and testing two theoretical frameworks, developed by Long (1978a) and Florkowski ( 1989), a new model was constructed to consider a combined effects of both FP and PDM, herein referred to as employee participation (EP). The underpinning of the model is based on the assumption that both ( a) the combination of financial participation and participation in decision-making ('employee participation'), and (b) participation in decision-making produce favourable effects on employee job attitudes. The test of the new model showed that employee participation does not produce more favourable effects on employee job attitudes, than does participation in decision-making on its own. The data were gathered from a questionnaire study administered in a large British retail organization that operates two types of ownership schemes - profit-sharing and SAYE schemes.