Job Monitoring in an Interactive Grid Analysis Environment

The grid is emerging as a great computational resource but its dynamic behavior makes the Grid environment unpredictable. Systems and networks can fail, and the introduction of more users can result in resource starvation. Once a job has been submitted for execution on the grid, monitoring becomes essential for a user to see that the job is completed in an efficient way, and to detect any problems that occur while the job is running. In current environments once a user submits a job he loses direct control over the job and the system behaves like a batch system: the user submits the job and later gets a result back. The only information a user can obtain about a job is whether it is scheduled, running, cancelled or finished. Today users are becoming increasingly interested in such analysis grid environments in which they can check the progress of the job, obtain intermediate results, terminate the job based on the progress of job or intermediate results, steer the job to other nodes to achieve better performance and check the resources consumed by the job. In order to fulfill their requirements of interactivity a mechanism is needed that can provide the user with real time access to information about different attributes of a job. In this paper we present the design of a Job Monitoring Service, a web service that will provide interactive remote job monitoring by allowing users to access different attributes of a job once it has been submitted to the interactive Grid Analysis Environment

Gender Discrimination and Job Satisfaction

This article defines the relationship between two factors and its impact by examining the effect of Gender discrimination in the work place which influences the job performance and job satisfaction in individuals(i.e.; hiring, promotion, salary, control/ autonomy/ influence, challenge, performance measures, feed back, in strumentality, stability/security). The data is collected through quantitative method. The sample of thestudy consisted of 500 employees working in different bank in Islamabad and Wahcantt (Pakistan) through the questionnaire, of which 300 were returned and processed. R was used to analysis the data, using independent T-Test, and excel, Correlation and Multi-regression analysis. There is a significant prove, gender discrimination has an influence on Job satisfaction and job performance and stability of individuals. From findings of the study, it is also depicted that male and female have significantly different level of job satisfaction

Rational and Coalition Models of Job Evaluation: Do More Powerful University Departments Have an Advantage?

Job evaluation research has, to date, focused on the individual as the unit of analysis. After approximately 50 years of study, evidence on the basic assumptions supporting job evaluation is still inconclusive. This study expands the research by employing organizational theory to the topic and studying job evaluation at the group level. Prior work on rational and coalition models of resource allocation is used to develop hypotheses that are tested with six years of job evaluation data from a university. The results support the coalition model and the conclusion that departmental power can affect job evaluation outcomes

PENGARUH JOB SATISFACTION DAN JOB INSECURITY TERHADAP TURNOVER INTENTION PADA COFFEE SHOP KOTA MALANG

This research aims to determine the influence of job satisfaction and job insecurity on turnover intention at Coffee Shops in Malang City. The sample in this study consisted of 55 employees using a purposive sampling technique. This type of research is explanatory research with a quantitative approach. The data collection technique in this research uses a questionnaire. The data analysis techniqueuses a range of scales and multiple linear regression with the SPSS version 27 software. The research results show that job satisfaction has a significant effect on turnover intention, job insecurity has a significant effect on turnover intention, job satisfaction and job insecurity have a significant effect on turnover intention, and job insecurity is the variable that has the most influence on turnover intention

HR performance within Saudi Arabian organisations : is the relationship between 'job security and ill-treatment' and job satisfaction moderated by organisational support : a thesis presented in partial fulfilment of the requirement for the degree of Master of Business Studies in Management at Massey University, Albany, New Zealand

HR performance, particularly employees’ performance, has been well researched in Western countries. However, many Asian countries, including the region of the Arabic Gulf, are still under-researched in relation to this subject. This present study quantitatively investigated employees’ performance in one of the Gulf countries, Saudi Arabia. In addition, it took into consideration the religion (Islam) as well as the cultural characteristics that may affect performance in the workplace. Particularly, the type of society (collectivistic), losing face issue and power distance are the cultural characteristics discussed in this study. Furthermore, the study used four variables, which are considered important in relation to employees’ performance in the Saudi context: job security, ill-treatment (independent variables), perceived organisational support (POS) as a moderating variable and job satisfaction (dependent/outcome variable). The research question for this study is “Is the relationship between job security and ill-treatment, and job satisfaction, moderated by organisational support?” Previous research indicates that relationships between these variables vary in terms of how much they impact employees’ job satisfaction and, therefore, their performance. Some studies suggest that job security increases employees’ job satisfaction which can result in better performance. Others claim that ill-treatment can be a source of job dissatisfaction and lower the quality of job performance as ill-treatment impacts employees physically and psychologically. In addition, POS was found to have positive effects on job satisfaction as a higher level of support from organisations can lead to higher job satisfaction and performance. This cross-sectional, quantitative study used a questionnaire as the data collection method. Measurement scales used in the study were previously used in other studies, which strengthens the internal validity of this study. The 424 participants who completed the survey were Saudi employees who were required to have worked for at least six months for the same employer as full-time employees in Saudi Arabia. Results from this study suggest that, on an individual level, all three variables (job security, ill-treatment, POS) predicted job satisfaction in Saudi organisations. However, the regression analysis showed that job security had the biggest effect on job satisfaction followed by ill-treatment. Also, the moderation analysis revealed that the relationship between job security and job satisfaction was partially moderated by POS. However, POS did not appear to moderate the relationship between ill-treatment and job satisfaction

Image and Reality: the Case of Job Satisfaction

This study makes a distinction between two types of utility. Experienced utility is defined as the job satisfaction derived from the present job, estimated by using a subjective evaluation of job satisfaction. Anticipated utility is defined as the individual’s anticipated job satisfaction before starting the job and it is studied by using a stated preference methodology known as conjoint analysis. The results suggest that the two utility concepts are different. Information about experienced utility is useful for the evaluation of well-being policies and the welfare effects of various employer strategies. Anticipated utility provides knowledge about the job search process.European Commission, Fifth Framework Programme "Improving Human Potential" (contract number: HPSE-CT-2002-00143)

The Effects of Market Survey Rates, Job Evaluation and Job Gender on Job Pay

The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered

PENGARUH WORK LIFE BALANCE TERHADAP KEPUASAN KERJA DENGAN STRES KERJA SEBAGAI VARIABEL INTERVENING (Studi Pada PT. BPD Kalimantan Tengah Cabang Buntok)

This research aims to determine how the work life balance, job satisfaction, and work Stress, the effect of the work life balance on job satisfaction, the effect of work life balance on work Stress, and the effect of work Stress on job satisfaction, and to determine whether work Stres mediates the work life balance on job satisfaction. This research was conducted on PT. BPD Central Borneo Buntok Branch employees with 35 respondents. The sampling technique of this research issue Total Sampling where all members of the population are used as samples. Data collection method in this study using a questionnaire. Data analysis method using Path Analysis assisted by Smart PLS 4.0 software. The result of this research indicate that the variable Work Life Balance is in the balanced category, Job Satisfaction is in the adequate category, and Work Stress is in the high category. The research result found that Work Life Balance had no direct effect on Job Satisfaction, Work Life Balance had a positive and significant effect on Work Stress, Work Stress had a negative and significant effect on Job Satisfaction, Work Stress mediated Work Life Balance on Job Satisfaction

How Do Workers Fare During Transition? Perceptions of Job Insecurity among Russian Workers, 1995-2004

Labor market conditions deteriorated substantially in the1990s during Russia’s transition from plan to market, generating pervasive and prolonged economic insecurity. Our objective is to document perceptions of job insecurity among Russian workers over the course of the transition period and evaluate whether these perceptions are consistent with actual economic outcomes. We use RLMS data to examine perceptions of job insecurity among Russian workers between 1995 and 1998, when economic conditions were relatively chaotic, and between 2000 and 2004, when economic conditions had stabilized. We employ two measures to assess worker perceptions of job insecurity: one reflects workers’ concerns about job loss, and the second evaluates their concern about ability to find employment in case of a lay-off. Our descriptive analysis focuses on workers who perceived their job situation as insecure during this period, categorizing workers based on their socio-demographic characteristics, job characteristics and region of residence. Using ordered probit analysis, we study conditional distributions of our measures of perceived job insecurity, and how those varied by worker characteristics, current economic conditions, and over time. Similar to studies conducted in developed market economies, we find that perceptions of job security are higher among workers with more education, among workers with status positions (supervisory responsibilities), and among workers who live in locales that are not adversely affected by economic conditions. Unlike these studies, however, we find that perceptions differ between men and women; age is negatively, rather than positively, correlated with confidence in keeping one’s current job; and longer job tenure does not improve perceptions of job security. We find that worker perceptions are largely consistent with actual labor market conditions. Specifically, perceptions of job security were very low in years of major economic change and uncertainty (1995-1998), but improved during the years of relative economic stability (2000-2004). In both periods, workers with relatively weak positions in the labor market tended to have lower perceptions of job insecurity.http://deepblue.lib.umich.edu/bitstream/2027.42/57251/1/wp871 .pd