35,623 research outputs found
"Have you really read Job? Read him, read him again and again" : Kierkegaard, Vischer, and Barth on the book of Job
No full textThis thesis explores the reception history of the book of Job, particularly in Søren
Kierkegaard’s Three Upbuilding Discourses and Repetition, Wilhelm Vischer’s “Hiob, ein
Zeuge Jesu Christi,” and Karl Barth’s Church Dogmatics. It examines the hermeneutical
presuppositions of these three scholars and how the scholars themselves fit into the history
of interpretation, showing that they use a post-critical allegorical interpretation in order to
explore the freedom of God and humanity.
Chapter one offers a defense of using reception history in biblical studies. By
walking through Mikhail Bakhtin’s theories on great time and the chronotope, it argues that
great texts continue to live and grow even after their completion and canonization. During
this “afterlife,” their meaning expands as more readers participate in their interpretations.
Chapter two examines the afterlife of the book of Job in the hands of Christian exegetes,
focusing on allegory and freedom in the interpretations by Gregory the Great, Thomas
Aquinas, Martin Luther, John Calvin, and Immanuel Kant. Chapter three looks at the
unusual and rich interpretations of Job by Kierkegaard—the autonymous upbuilding
discourse on Job’s response to his suffering in the prologue and the novella Repetition as an
interpretation of the dialogue between Job and his friends. Chapter four examines the
interpretation of the book of Job in Vischer’s mini-commentary. Vischer sees the character
of Job as one whose devotion to God goes beyond the laws that God purveys and the
doctrine that seeks to explain God. Referring specifically to the works of Kierkegaard and
Vischer, Karl Barth’s work on Job—the focus of chapter five—sees the book of Job as
illustrative of Jesus Christ’s relationship to God and humanity. All three scholars
incorporated allegory while ruminating on the freedom of God in the book of Job. The final
chapter evaluates their interpretations while addressing their similarities and differences
Does Job Loss Cause Ill Health?
No full textThis study estimates the effect of job loss on health for near elderly employees based on longitudinal data from the Health and Retirement Study. Previous studies find a strong negative correlation between unemployment and health. To control for possible reverse causality, this study focuses on people who were laid off for an exogenous reason – the closure of their previous employers' business. I find that the unemployed are in worse health than employees, and that health reasons are a common cause of job termination. In contrast, I find no causal effect of exogenous job loss on various measures of physical and mental health. This suggests that the inferior health of the unemployed compared to the employed could be explained by reverse causality.job displacement, health, unemployment
Relationships between Job Variables: The Moderating Effects of Support and the Mediating Effects of Job Satisfaction, Affective Commitment and Continuance Commitment in the Support Worker Industry
No full textThe factors associated with employees' work related attitudes and cognitions were examined. A sample of employees from Community Living Trust (CLT), an organisation within the disability support worker industry, completed a questionnaire that included several measures: supervisor and colleague support, role conflict, role ambiguity and role overload, time-based, strain-based and behaviour-based work-to-family/family-to-work conflict, organisational commitment, job satisfaction and turnover intentions.
The purpose of this study was to explore the extent to which supervisor and colleague support contributed to a reduction in role conflict, role ambiguity and role overload. In addition, the relationship between support and work-to-family/family-to-work conflict were also explored. Finally, the organisational outcomes, in particular organisational commitment, job satisfaction and turnover intentions, were examined. It was found that supervisor and colleague support did, in some cases, moderated the relationship between role stressors, conflict and job satisfaction / organisational commitment. It was also found that job satisfaction and affective commitment mediated the relationship between the role stressors, WF strain-based conflict and turnover intentions.
The major implications from this research are that human resource initiatives should be developed that aims to identify the support needs employees may have, in order to increase levels of job satisfaction and organisational commitment and decrease levels of turnover intentions. The final chapter of this research explored the practical implications to the organisation, employees and the need for future research
Kim Martin, Queen of Job\u27s Daughters
No full textKim Martin was crowned queen of Bethel 18 Job\u27s Daugthers. She is the daughter of Allan and Colleen Martin.The Job\u27s Daughters is a Masonic sponsored youth organization for girls age ten to twenty
The Relationship between Underemployment and Job Attitudes of New Zealand Graduates
No full textGiven the current economic climate marked with organizational restructurings, downsizing and streamlined global enterprises, more individuals are choosing to study at a tertiary level in order to secure and enhance their employment opportunities. The result is an increase in more highly educated workers trying to find jobs which utilize their skills and qualifications. When this is not achieved, an individual may perceive a discrepancy between their current job situation and their desired job situation, and feelings of 'underemployment' may result. A self-report questionnaire was completed by 568 alumni from the University of Waikato and Victoria University to determine the relationship between underemployment and individual and organizationally-relevant outcomes. The results revealed that graduates who perceived themselves to be underemployed reported lower levels of job satisfaction, stronger careerist attitudes (belief that one does not get ahead mainly on the basis on merit), lower life satisfaction, lower affective commitment, increased intention to quit, and increased job searching behaviour. Relative deprivation, defined as the perceived discrepancy between an individual‘s current employment situation and the job situation they both desire and feel entitled to, was assessed to determine its mediating effects on underemployment and the predicted job outcomes. The analysis showed that relative deprivation mediated twenty three of the thirty five mediation relationships that were tested, indicating that relative deprivation plays a significant role in explaining how negative job attitudes arise from feelings of underemployment. The findings from this research have important implications for the way in which individuals and organizations can manage levels of underemployment and the resulting job attitudes. This may include assessing the nature of work and an individual‘s responsibilities by allowing for more job scope or 'job crafting' – shaping the task boundaries of the job, within the context of defined jobs, to better suit individuals expectations for satisfactory employment
Kim Martin, Job\u27s Daughters Queen and Her Grandparents
No full textKim Martin, center, was crowned queen of the Bethel 18 Job\u27s Daughters. She is pictured with her grandparents, Lucy and Philip Martin. The Job\u27s Daughters is a Masonic sponsored youth organization for girls age ten to twenty
Job loss does not cause ill health
No full textI use longitudinal data from the Health and Retirement Study to estimate the effect of job loss on health for near elderly employees. Job loss is a major cause of economic insecurity for working age individuals, and can cause reduction in income, and loss of health insurance. To control for possible reverse causality, this study focuses on people who were laid off for an exogenous reason - the closure of their previous employers’ business. I find that the unemployed are in worse health than employees, and that health reasons are a common cause of job termination. In contrast, I find no causal effect of exogenous job loss on various measures of health. This suggests that the inferior health of the unemployed compared to the employed could be explained by reverse causality. I also use instrumental variable regression to estimate the effect of loss of health insurance, loss of income, and re-employment on health, and again find no statistically significant effects.
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
Digitally transformed home office impacts on job satisfaction, job stress and job productivity. COVID-19 findings
No full textInternational audienceIn these times of successive lockdown periods due to the health crisis induced by COVID-19, this paper investigates how the usages of collaborative and communication digital tools (groupware, workflow, instant messaging and web conference) are related to the evolution of teleworkers' subjective well-being (job satisfaction, job stress) and job productivity comparing during and before the first lockdown in spring 2020. Using a sample of 438 employees working for firms located in Luxembourg, this analysis enables, first, to highlight different profiles of teleworkers regarding the evolution of usages of these tools during the lockdown compared to before and the frequency of use during. Second, the analysis highlights that these profiles are linked to the evolution of job satisfaction, job stress and job productivity. Our main results show that (1) the profile that generates an increase in job productivity is the one with a combined mastered daily or weekly use of all of the four studied digital tools but at the expense of job satisfaction. On the contrary, (2) the use of the four digital tools both before and during the lockdown, associated with an increase in the frequency of use, appears to generate too much information flow to deal with and teleworkers may suffer from information overload that increases their stress and reduces their job satisfaction and job productivity. (3) The habit of using the four tools on a daily basis before the lockdown appears to protect teleworkers from most of the adverse effects, except for an increase in their job stress. Our results have theoretical and managerial implications for the future of the digitally transformed home office. Copyright: © 2022 Martin et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited
The early Arabic versions of Job (first millennium C.E.)
No full textThis
work makes a contribution to the
history
of the interpretation
of
Hebrew
scripture
by
examining the earlier texts, produced
by the
linguistically
cognate
communities of
Arabic-speaking Jews, Christians,
and
Muslims,
of one of the more
theologically controversial and
linguistically difficult texts of the Judeo-Christian
canon: the Book
of
Job.
Analysis
relates portions of
five
pre-1000
C. E. Arabic
versions to the
Masoretic Text
as well as to the Targum, Septuagint, Peshitta, Syro-Hexaplaric,
and
Coptic.
Subtleties
encountered
in
the course of translation,
including
theological emphases,
inter-religious
and
inter-cultural influences,
as well as paraphrastics and other
form-literary
concerns, are treated
- …
