The Impact of Job Characteristics on Social and Human Service Workers

The work environment characteristics of job stress, job variety, job autonomy, and supervision are theorized to affect the job satisfaction and organizational commitment of social and human service workers. Most research to date has focused upon the impact of these variables on job satisfaction, with little attention being paid to organizational commitment. To determine the effects these characteristics have on both job satisfaction and organizational commitment, data from a survey of social and human service employees across Northwest Ohio were examined. In Ordinary Least Squares regression, all four job characteristics had a significant impact on job satisfaction, while only job variety and supervision had statistically significant effects on organizational commitment.

Flexible Zielführung von Ladungsträgern in Produktion und Materialflusslogistik durch vollständig in den Materialfluss integrierte Flurförderzeuge

Die Fortschritte im Bereich der Kommunikations- und Informationstechnologien und eine globalisierte Wirtschaft stellen immer neue Anforderungen an die Logistikprozesse. Die Anpassung an diese Anforderungen wird in Zukunft vermehrt durch den Einsatz von dezentraler Informationstechnologie erfolgen. Die RFID-Technologie lässt neue Systemarchitekturen zu, bei denen kleine Subsysteme zu einem robusten und flexiblen Gesamtsystem verbunden werden. Als zentrale Schnittstelle soll das Flurförderzeug eingesetzt werden. Dies bedeutet zum einen die Kommunikation mit den übergeordneten DV-Systemen, auf der anderen Seite mit den Waren, Ladungsträgern, Übergabestationen und Arbeitsstationen. Verschiedene Ansätze aus dem RFID-Umfeld werden derzeit von FFZ-Herstellern verfolgt. Im Rahmen des BMBF-geförderten Forschungsvorhaben „IdentProLog“ wird das Flurförderzeug als Schlüsselelement im Logistikprozess dienen. Zur durchgängigen Steuerung des Materialflusses in einem Produktionsbetrieb wird ein Zielführungssystem entwickelt. Dabei realisiert das FFZ die Kommunikation zu den Leit-, Führungs- und Managementsystemen der EDV mittels RFID-Technik und WLAN.

Spanish Supreme Court Rules in Favour of Google Search Engine... and a Flexible Reading of Copyright Statutes?

On 3 April 2012, the Spanish Supreme Court issued a major ruling in favour of the Google search engine, including its ‘cache copy’ service: Sentencia n.172/2012, of 3 April 2012, Supreme Court, Civil Chamber.* The importance of this ruling lies not so much in the circumstances of the case (the Supreme Court was clearly disgusted by the claimant’s ‘maximalist’ petitum to shut down the whole operation of the search engine), but rather on the court going beyond the text of the Copyright Act into the general principles of the law and case law, and especially on the reading of the three-step test (in Art. 40bis TRLPI) in a positive sense so as to include all these principles. After accepting that none of the limitations listed in the Spanish Copyright statute (TRLPI) exempted the unauthorized use of fragments of the contents of a personal website through the Google search engine and cache copy service, the Supreme Court concluded against infringement, based on the grounds that the three-step test (in Art. 40bis TRLPI) is to be read not only in a negative manner but also in a positive sense so as to take into account that intellectual property – as any other kind of property – is limited in nature and must endure any ius usus inocui (harmless uses by third parties) and must abide to the general principles of the law, such as good faith and prohibition of an abusive exercise of rights (Art. 7 Spanish Civil Code).The ruling is a major success in favour of a flexible interpretation and application of the copyright statutes, especially in the scenarios raised by new technologies and market agents, and in favour of using the three-step test as a key tool to allow for it.

Zellulare Transportfahrzeuge für flexible und wandelbare Intralogistiksysteme

Aufgrund stetig wechselnder Leistungsanforderungen volatiler Märkte ist die Flexibilisierung des in-nerbetrieblichen Materialflusses eine Notwendigkeit. Klassische Fördermittel, wie zentral gesteuerte Stetig-fördertechniksysteme, stoßen dabei an ihre Grenzen. Auch die planerische Auslegung von starren Material-flusssystemen ist damit vor eine nicht lösbare Aufgabe gestellt. Zellulare Intralogistiksysteme sind die heutigen Antworten auf diese Anforderungen. Die Zellularen Transportfahrzeuge „Multishuttle Move“ sollen Stetigfördersysteme und manuelle Transporte dort ablösen, wo ein hohes Maß an Flexibilität und Wandelbarkeit gefragt ist, die Planungssicherheit nicht gewährleistet ist oder aufgrund mangelnder Flexibilität nicht automatisiert werden kann. In diesem Beitrag werden diese Systeme vorgestellt und deren Eigenschaften aufgezeigt.

Job Intelligence-Services für Hochschulen

Internetbasierte Jobportale liefern in Form von Stellenanzeigen eine interessante Datengrundlage, um Qualifikationsanforderungen von nachfragenden Unternehmen an potenzielle Hochschulabsolventen transparent zu machen. Hochschulen können durch Analyse dieser Qualifikationsanforderungen das eigene Aus- und Weiterbildungsangebot arbeitsmarktorientiert weiterentwickeln und sich somit in der Hochschullandschaft profilieren. Hierfür ist es indes erforderlich, die Stellenanzeigen aus Jobportalen zu extrahieren und mithilfe adäquater analytischer Informationssysteme weiter zu verarbeiten. In diesem Beitrag zum CampusSource White Paper Award wird ein Konzept für Job Intelligence-Services vorgestellt, die die systematische Analyse von Qualifikationsanforderungen auf Grundlage von Stellenanzeigen aus Jobportalen gestatten.

"Coaching soccer is a man’s job!" – The influence of gender stereotypes on structures for recruiting female coaches in soccer clubs

Statistics published by the German Football Association indicate that women are significantly under-represented amongst soccer coaches, especially in the amateur leagues. In this paper we analyse how gender stereotypes influence the structural conditions surrounding the recruitment of coaches to soccer clubs that contribute to the exclusion of women from coaching positions. A qualitative study of five selected soccer clubs which are members of a German regional soccer association reveals that informal and personal decision-making practices still play a fundamental role in the recruitment of coaches. These practices undermine formal guidelines and give disproportionate weight to stereotyped preferences in the recruitment of soccer coaches. In this context, decision-makers' (functionaries') professed support of women largely serves a symbolic purpose and creates an illusion of equality concerning decisions that have already been taken at an informal level.

Flexible varieties and automorphism groups

Given an irreducible affine algebraic variety X of dimension n≥2 , we let SAut(X) denote the special automorphism group of X , that is, the subgroup of the full automorphism group Aut(X) generated by all one-parameter unipotent subgroups. We show that if SAut(X) is transitive on the smooth locus X reg , then it is infinitely transitive on X reg . In turn, the transitivity is equivalent to the flexibility of X . The latter means that for every smooth point x∈X reg the tangent space T x X is spanned by the velocity vectors at x of one-parameter unipotent subgroups of Aut(X) . We also provide various modifications and applications.

Does work stress make you shorter? An ambulatory field study of daily work stressors, job control, and spinal shrinkage

Body height decreases throughout the day due to fluid loss from the intervertebral disk. This study investigated whether spinal shrinkage was greater during workdays compared with nonwork days, whether daily work stressors were positively related to spinal shrinkage, and whether job control was negatively related to spinal shrinkage. In a consecutive 2-week ambulatory field study, including 39 office employees and 512 days of observation, spinal shrinkage was measured by a stadiometer, and calculated as body height in the morning minus body height in the evening. Physical activity was monitored throughout the 14 days by accelerometry. Daily work stressors, daily job control, biomechanical workload, and recreational activities after work were measured with daily surveys. Multilevel regression analyses showed that spinal disks shrank more during workdays than during nonwork days. After adjustment for sex, age, body weight, smoking status, biomechanical work strain, and time spent on physical and low-effort activities during the day, lower levels of daily job control significantly predicted increased spinal shrinkage. Findings add to knowledge on how work redesign that increases job control may possibly contribute to preserving intervertebral disk function and preventing occupational back pain.

Gender differences in the association of a high quality job and self-esteem over time: A multiwave study

High self-esteem often predicts job-related outcomes, such as high job satisfaction or high status. Theoretically, high quality jobs (HQJs) should be important for self-esteem, as they enable people to use a variety of skills and attribute accomplishments to themselves, but research findings are mixed. We expected reciprocal relationships between self-esteem and HQJ. However, as work often is more important for the status of men, we expected HQJ to have a stronger influence on self-esteem for men as compared to women. Conversely, task-related achievements violate gender stereotypes for women, who may need high self-esteem to obtain HQJs. In a 4-year cross-lagged panel analysis with 325 young workers, self-esteem predicted HQJ; the lagged effect from HQJ on self-esteem was marginally significant. In line with the hypotheses, the multigroup model showed a significant path only from self-esteem to HQJ for women, and from HQJ to self-esteem for men. The reverse effect was not found for women, and only marginally significant for men. Overall, although there were some indications for reciprocal effects, our findings suggest that women need high self-esteem to obtain HQJs to a greater degree than men, and that men base their self-esteem on HQJs to a greater extent than women.

Changes in situational and dispositional factors as predictors of job satisfaction

Arguably, job satisfaction is one of the most important variables with regard to work. When explaining job satisfaction, research usually focuses on predictor variables in terms of levels but neglects growth rates. Therefore it remains unclear how potential predictors evolve over time and how their development affects job satisfaction. Using multivariate latent growth modeling in a study with 1145 young workers over five years, we analyzed how well job satisfaction is predicted a) by levels of situational (i.e., job control) and dispositional (i.e., Core Self-Evaluations (CSE)) factors and b) by growth per year of these predictors. Results showed both intercepts and slopes to be related to each other, suggesting a joint growth of job control and CSE during early careers. Job satisfaction after five years was best predicted by the slopes of job control (β = .31, p < .001) and CSE (β = .34, p < .01). These findings provide further longitudinal evidence for the role of situational as well as dispositional factors for predicting job satisfaction. In addition, growth rates per year were better predictors than initial levels. Furthermore, a lack of change in job control or CSE went along with a drop in job satisfaction, implying that young workers need to perceive things to be improving in order to increase, or at least maintain, their level of job satisfaction. In terms of theory, the relative importance of levels versus changes deserves more attention. In terms of practical implications, our results suggest a double emphasis on job design (i.e., granting sufficient, and increasing, control) and on personal development (e.g., through training) so that people experience a match between both. Finally, negative associations between initial levels and growth rates suggest that people are quite successful in achieving a reasonable fit between their job characteristics and their needs and goals.