14,862 research outputs found
Job of Edessa's Book of Treasures
No full textJob of Edessa, who flourished in the early ninth century, is known to have translated some of Galen’s works and also to have authored many of his own compositions, but only one major work survives: his Book of Treasures. The editor of this volume, Mingana, rightly subtitles it an Encyclopedia, for Job covers all manner of scientific topics here, from the basic (elements, matter, generation and corruption) to more tangible subjects (anatomy and physiology, zoology, meteorology and astronomy, metals and geology), and even spiritual questions (angels, the resurrection and future life). Mingana gives the Syriac text together with an English translation, which has a detailed table of contents. The volume is prefaced with a long introduction in which Mingana covers what is known about Job’s life and works and the sources and contents of the Book of Treasures. Every reader interested in the legacy of Aristotelian science and in the intellectual, and especially the scientific, climate of the middle east around the ninth century will want to study this volume.Translated into English from a Syriac version
Understanding the Outcomes of Older Job Losers
No full textWe use an unusually rich Canadian survey to examine how post-job-loss behaviour and outcomes vary with age of the job loser. We find that older job losers experience greater post-displacement joblessness, and are less likely to return quickly to satisfactory employment. We show that this apparent age effect is not a job tenure effect or wealth effect. We also find that older job losers, compared to mid-career job losers, are as likely to report searching for work, but that they search less intensely (reporting fewer hours of search, and lower out of pocket expenditures on search). They are also less likely to retrain, less likely to undertake a geographic move, and less likely to switch occupations. Thus, the data suggest older job losers are less likely to make career investments after job loss. This may be a rational response to a shorter time horizon, or to more limited labour market opportunities.job loss, job search, older workers
Changes in Job Stability and Job Security: A Collective Effort to Untangle, Reconcile, and Interpret the Evidence
No full textI synthesize and summarize a set of recent papers on changes in the employment relationship. The authors of these papers present the most up-to-date and accurate assessment of their evidence on changes in job stability and job security, and attempt to reconcile their evidence with the findings of other research, including the other papers discussed herein. Some of papers also begin to explore explanations of changes in the employment relationship. The evidence suggests that the 1990's witnessed some changes in the employment relationship consistent with weakened bonds between workers and firms. But the magnitudes of these changes indicate that while these bonds may have weakened, they have not been broken. Furthermore, the changes that occurred in the 1990's have not persisted very long. It is therefore premature to infer long-term trends towards declines in long-term employment relationships, and even more so to infer anything like the disappearance of long-term, secure jobs. The papers examining sources of changes in job stability and job security in the 1990's point to some potential explanations, including relative wage movements, growth in alternative employment relationships, and downsizing. However, with the possible exception of the first of these, this list does not encompass fundamental' or exogenous changes impacting the employment relationship, but rather to some extent suggests how various changes in the employment relationship may reinforce each other. Understanding the structural changes underlying empirical observations on changes in job stability and job security is likely to be a fruitful frontier for future research on the employment relationship.
Job rotation as a learning mechanism.
No full textThis article analyzes the costs and benefits of job rotation as a mechanism with which the firm can learn about the employees' productivities and the profitability of different jobs or activities. I compare job rotation to an assignment policy where employees specialize in one job along their career. The gains from adopting a job rotation policy are larger when there is more prior uncertainty about employees and activities. I argue that this firm learning theory fits the existing evidence on rotation better than alternative explanations based on employee motivation and employee learning.
The cyclicality of hires, separations, and job-to-job transitions
No full textThis paper measures the job-finding, separation, and job-to-job transition rates in the United States from 1948 to 2004. The job-finding and job-to-job transition rates are strongly procyclical and the separation rate is nearly acyclical, especially since 1985. The author develops a simple model in which unemployed workers search for jobs and employed workers search for better jobs. The model predicts that an increase in either the job-finding rate or the separation rate raises the job-to-job transition rate, which is qualitatively and quantitatively consistent with the available evidence. In contrast, if the job-finding rate were acyclical and the separation rate countercyclical, as is the conventional wisdom, the model predicts that the job-to-job transition rate would be counterfactually countercyclical.Job hunting ; Labor turnover
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Job quality in Europe
No full textPromoting job quality and gender equality are objectives of the European Employment
Strategy (EES) in spite of a downgrading of the attention given to both in the
revised employment guidelines and the re-launch of the Lisbon Process. However,
advances on both of these objectives may be important complements to the employment
rate targets of the EES, as access to good quality jobs for both sexes is likely to
help sustain higher employment rates. While the European Commission has a broad
view of the concept of job quality in practice, it relies on a selection of labour market
type indicators that say little about the quality of the actual jobs people do. Using
data from the 2005 European Working Conditions survey, we analyse job quality
along three dimensions: job content, autonomy and working conditions. We conclude
that gender and occupational status, along with other job characteristics such as
working time and sector, have more influence on an individual’s job quality than the
country or ‘national model’ they are situated in. Our results also demonstrate the
value of developing indicators of job quality that are both gender sensitive and
derived at the level of the job rather than the labour market in order to advance EU
policy and academic debate on this topic
Does strict employment protection discourage job creation? Evidence from Croatia
No full textEmployment protection legislation in Croatia is among the most strict in Europe. Firing is difficult and costly, and flexible forms of employment are limited. Is this apparent rigidity reflected-as one would expect based on standard economic theory-in low labor market dynamics? Is job creation low and hiring limited? Is the job security of insiders achieved at the cost of outsiders not being able to enter thelabor market? The author attempts to answer these questions by examining job flows. If the employment protection legislation is binding, then job and worker turnover should be low. He shows that this is indeed the case. Hiring is limited and the average job tenure is very long in Croatia. Job destruction is low, however job creation is still lower. The result is accumulation of unemployment, in large part due to new labor market entrants not being able to find a job. The high degree of job protection also seems to strengthen the bargaining position of insiders and results in relatively high wages. So, wages in Croatia are higher than among its competitors, even after adjusting for productivity. These high labor costs are likely to contribute to limited job creation in existing firms, but also are likely to discourage the entry of-and thus job creation in-new firms. The author presents evidence that firm growth has been indeed limited in Croatia, contributing to the low employment level. The author examines other potential causes of high unemployment in Croatia (the unemployment benefit system, labor taxation, the wage structure, and skill and spatial mismatches). He argues that they do not play a substantial part in accounting for poor labor market outcomes in Croatia. The author concludes that the stringent employment protection legislation is the key labor market institution behind low job creation and high unemployment. Based on this he recommends specific measures aimed at liberalizing the labor market to foster job creation and employment.Labor Management and Relations,Labor Policies,Labor Markets,Environmental Economics&Policies,Trade Finance and Investment,Labor Markets,Labor Management and Relations,Labor Standards,Banks&Banking Reform,Environmental Economics&Policies
JOB DESCRIPTION OF A RECEPTIONIST AT KUSUMA SAHID PRINCE HOTEL SURAKARTA
No full textHotels as a part of the hospitality industry try to create an attractive
image to differentiate themselves from others. This is important in luring travelers
which will directly affect the development of the hotel itself. This can be achieved
only through the efforts of all elements of the hotel which are divided into several
departments. The front office department, especially, should have good
cooperation among its staffs because the front office has most direct contact with
the guests. The receptionist as a part of the front office department has a large
responsibility as a representative of the hotel which should create a good image.
This paper sets out to describe the job scope of a receptionist at
Kusuma Sahid Prince Hotel, Surakarta based on the job training undergone by the
author. The receptionist plays important role in handling the guests’ needs. To
give the best service, a receptionist must have good knowledge about all sectors in
the hotel and also the information external to the hotel related to the guests’ needs.
It is also supported by good and professional grooming based on appropriate hotel
standards.
From the data, one conclusion that can be drawn from this study is
that the job description of a receptionist in Kusuma Sahid Prince Hotel includes
various aspects. The receptionists of Kusuma Sahid Prince Hotel have a large
responsibility to know the job scope and do it to the best of their ability in order to
build an attractive image of the hotel
Worry in managers: An inventory of job-related worries and correlates with job involvement and self-reliance
No full textThis report describes the development of the Worry Inventory for Managers (WIM), a 24-item measure of job-related worries in managers. After item selection by expert ratings, a sample of 138 managers rated each item for the intensity of worry, the extent to which they worry about it during work, and the extent to which they worry about it after work. In addition, measures of pathological worrying, job involvement, and self-reliance were administered. Factor analysis of the WIM revealed two facets of job-related worry, namely worry about (1) Organizational Processes and (2) Work Overload, of which the latter predominated after work. Job-related and pathological worry showed distinct patterns of correlation with the three factors of self-reliance, that is Counterdependence, Overdependence, and Secure Relationships. The potentially detrimental effects of worry both during work (e.g., performance decrements) and after work (e.g., recreation failure) are briefly discussed
Why is unemployment so high in Bulgaria?
No full textThe author seeks to determine the main factors behind poor labor market outcomes in Bulgaria. Unemployment in Bulgaria is high and of long duration. The accumulation of the unemployment stock has been caused by relatively high inflows into unemployment coupled with limited outflows. These features of the Bulgarian labor market are typical of other transition economies in Central Europe and exploring their sources is of broad interest. The author focuses on determinants of and constraints to job creation. He uses data on job creation and job destruction from a survey of employment in all registered firms. He finds that the source of large inflows into unemployment is intensive enterprise restructuring associated with a high pace of job reallocation. However, job creation falls short of job destruction. Three main factors account for the limited job creation and hiring, and thus for low outflows from unemployment: a) The unfriendly business environment, reflected by a low rate of new firm formation, and a relatively small, small and medium enterprise sector. b) Labor market rigidities, including excessive hiring and firing costs. c) Skill and spatial mismatches brought about by enterprise restructuring, as well as low skills and marginalization of the long-term unemployed who cannot successfully compete for new jobs. The author recommends a three pronged strategy to improve labor market performance: (1) removing bureaucratic constraints to entry and expansion of firms; (2) enhancing labor market flexibility through lowering hiring and firing costs; and (3) improving the educational system so as to equip workers with broad and portable skills.Environmental Economics&Policies,Labor Policies,Labor Markets,Public Health Promotion,Health Monitoring&Evaluation,Environmental Economics&Policies,Labor Markets,Health Monitoring&Evaluation,Labor Standards,Banks&Banking Reform
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