Not all job demands are equal: differentiating job hindrances and job challenges in the Job Demands-Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job-Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N1=261 and N2=441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice

The East Baltimore Revitalization Initiative: A Commitment to Economic Inclusion

Describes the first phase of a twenty-year, cross-sector effort to transform a distressed neighborhood into a mixed-income residential community and provide job opportunities for minorities and women; achievements to date; challenges; and lessons learned

Determinants of job satisfaction and dissatisfaction among practitioners employed in intercollegiate sport organizations

The purpose of this study was to gain insight into factors that influence job satisfaction and dissatisfaction among intercollegiate athletics department employees. Factors influencing job satisfaction could impact one’s job performance and willingness to remain in a job. When employees are satisfied with their work, they are more likely to remain at their job and successfully complete tasks in association with the job (Kaltenbaugh, 2009; Dixon & Warner, 2010). In order to gain insight with regard to factors influencing job satisfaction, five individuals who were employed within intercollegiate athletics departments participated in this study. Four of the participants worked at NCAA Division I institutions. One participant worked at an NCAA Division II institution. Two themes responsible for feelings of satisfaction and two themes connected to feelings of dissatisfaction emerged from the interview data. The themes related to satisfaction were: (a) student development and achievement and (b) workplace relationships and environment. The themes related to dissatisfaction were: (a) personnel management and (b) financial pressures /lack of resources. Further examination of perspectives and experiences of current employees could be beneficial to those who are interested in pursuing a career in this profession. Understanding the elements that contribute to job satisfaction could help upper level management attract and retain quality employees. In addition, these findings can help individuals who possess an interest in entering the sport industry be better prepared for the challenges and circumstances they might encounter

The ins and outs of unemployment: An analysis conditional on technology shocks

We analyze how unemployment, job finding and job separation rates react to neutral and investment-specific technology shocks. Neutral shocks increase unemployment and explain a substantial portion of it volatility; investment-specific shocks expand employment and hours worked and contribute to hours worked volatility. Movements in the job separation rates are responsible for the impact response of unemployment while job finding rates for movements along its adjustment path. The evidence warns against using models with exogenous separation rates and challenges the conventional way of modelling technology shocks in search and sticky price models.Unemployment, technological progress, labor market flows, business cycle models.

“Challenge” and “Hindrance” Related Stress Among U.S. Managers

This study proposes that stress associated with two kinds of job demands or work circumstances, “challenges” and “hindrances,” are distinct phenomena that are differentially related to work outcomes. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge related stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance related stress is negatively related to job satisfaction and positively related to job search and turnover

Building the Workforce: The Implementation of a Statewide Transitional Jobs Program in NY

The successful implementation of a 2-year, $25 million Transitional Jobs (TJ) program that employed close to 3,000 participants across New York State lends itself to a call for ongoing funding of this program in Fiscal Year 2012 (FY12) and beyond. Transitional jobs are time limited, publicly subsidized jobs that combine real work, skill development, and supportive services to aid welfare recipients in their path to unsubsidized employment. Workers in such programs earn wages, like other workers, and often have access to additional supportive services, job mentors, job search assistance, concrete education, training, and job retention services.The goal of this research project was primarily to gain insight into the successes and challenges of a county's TJ Program as perceived by the individual(s) running the program

Women High School Principals: Perspectives on Role Conflict, Role Commitment, and Job Satisfaction

This study is an investigation of women high school principals in terms of the challenges they face, role conflicts they experience, their role commitment, and their job satisfaction. The purpose is to describe women high school principals addressing the issue of the continued underrepresentation of women in the high school principalship. Quantitative and qualitative data were collected from women high school principals in Illinois, Minnesota, and Wisconsin. The findings indicate that role conflict impacts career decisions—respondents delayed entering the high school principalship until the demands of raising their children had lessened. Role conflict is inversely related to job satisfaction; the more role conflict, the lower the level of job satisfaction. The number of students in the school affects job satisfaction and role conflict. Women today may have more career mobility than in the past. Encouragement and mentoring are key factors in enabling women to become high school principals

The Struggle Report: Findings and Recommendations by NYC Youth for New York Job Development Programs

To better understand the challenges and opportunities all youth face in finding employment, FUREEous Youth and the Community Development Project (CDP) at the Urban Justice Center developed a participatory action research project. Using surveys, a focus group, and secondary data, this research shows that youth encounter many challenges when looking for jobs. Furthermore, the job development programs that exist to serve youth in gaining employment, while generally providing a positive experience, are not sufficient to meet the high demand and need to be retooled to better serve the youth of New York City