The Carrers of Social Science Doctoral Graduates in France: the Influence of How the Research was Carried Out

The variables determining the attractiveness of social science PhDs remain unknown. A study on the job position of PhD graduates in the social sciences in Grenoble (1984-1996) was carried out to gain insight into the relationship between the research environment during the PhD (funding and time available for the research, i.e. full-time versus part-time), the quality of research (estimated by distinctions and publications) and PhD students' initial training. The conditions in which the doctoral research is carried out have a crucial influence on the job position the graduate is subsequently able to find. PhD graduates are thus locked into trajectories they may not have chosen because of the lack of information needed to make rational decisions. Empirical analysis helps to improve PhD training. Keywords: PhD graduates, professional trajectories, job position, higher education, university, social sciences.

Estimating gender differences in access to jobs: females trapped at the bottom of the ladder

In this paper, we propose a job assignment model allowing for a gender difference in access to jobs. Males and females compete for the same job positions. They are primarily interested in the best-paid jobs. A structural relationship of the model can be used to empirically recover the probability ratio of females and males getting a given job position. As this ratio is allowed to vary with the rank of jobs in the wage distribution of positions, barriers in females' access to high-paid jobs can be detected and quantiffed. We estimate the gender relative probability of getting any given job position for full-time executives aged 40-45 in the private sector. This is done using an exhaustive French administrative dataset on wage bills. Our results show that the access to any job position is lower for females than for males. Also, females' access decreases with the rank of job positions in the wage distribution, which is consistent with females being faced with more barriers to high-paid jobs than to low-paid jobs. At the bottom of the wage distribution, the probability of females getting a job is 12% lower than the probability of males. The difference in probability is far larger at the top of the wage distribution and climbs to 50%.gender ; discrimination ; wages ; quantiles ; job assignment model ; glass ceiling

The Influence of Job Position and Gender Issue on Work Stress at Prismadana Bank

Nowadays a lot of employees do not know how bigger and danger the work stress that they faced in their workplace. Work stress is the one of many things that can make serious problem for every employee. Work stress is the harmful physical and emotional responses that occur when job requirements do not match the workers capabilities, resources, and needs. Work stress also has different levels, both in terms of job position and gender. So, the objectives of this research are influence of job position and gender issue on work stress at Manado Prismadana Bank. This research used multiple linear regression analysis, to analyze the influence of independent variables to dependent variable. And the respondents for this research are 30 peoples. Based on the result, Job Position and Gender on Work Stress are simultaneously. So, the result of variables Job position and Gender has the most significant influence to Work Stress. And for Managerial should improve the professionalism of employees work to gain earnestly, since the role of job position and genders have significant influence on work stress. Keywords: work stress, job position, and gende

Pengaruh Penempatan, Pendidikan dan Pelatihan terhadap Kinerja Pegawai Satuan Kerja Penataan Bangunan dan Lingkungan Direktorat Jenderal Cipta Karya Kementerian Pekerjaan Umum Propinsi Riau

This research conducted to find out the effect of job position, educations level and job training toward actual performance of PBLs civil servants on Public Ministery at Riau province.There are 35 civil servants of PBL use as sample, and randomly sampling use in thisresearch. The instruments of this research are questionnaires and interview. The data analyze by using descriptive quantitative and liniear regression.Based on the research finding, there is effect of job position, educations level and job training toward actual performance. Besides, not only job position influences toward actual performance partially, but also educations level and job training toward actual performance of PBLs civil servants on Public Ministery at Riau province partially.Key Word: Job Position, Educations Level, Job Training, Actual Performanc

Замкнутая система активного экранирования магнитного поля вблизи токопроводов электростанций

Magnetism of Technical Objects Science and Technology Center of the National Academy of Sciences of Ukraine are made physical models closed system of the active screening of magnetic field on the job position near the power stations bus. In the area of compensation of distortion of magnetic field the guided sources are placed of magnetic field, oriented in space definitely. The prototyping closed system of the active screening consists of five compensative puttees, engulfing job position and forming a compensating magnetic field. Results of experimental researches of efficiency of closed system of the active screening of magnetic field on the job position near the power stations bus is given

Iowa Civil Defense: Iowa Warning System Operations Plan, April 10, 1974

This plan is disseminated in accordance with a control distribution list prepared on a selective basis of job position and title of those individuals responsible for public safety emergency planning and action. If a change occurs in your job position and title as it relates to your responsibilities for emergency planning and action

The Carrers of Social Science Doctoral Graduates in France: the Influence of How the Research was Carried Out

International audienceThe variables determining the attractiveness of social science PhDs remain unknown. A study on the job position of PhD graduates in the social sciences in Grenoble (1984-1996) was carried out to gain insight into the relationship between the research environment during the PhD (funding and time available for the research, i.e. full-time versus part-time), the quality of research (estimated by distinctions and publications) and PhD students' initial training. The conditions in which the doctoral research is carried out have a crucial influence on the job position the graduate is subsequently able to find. PhD graduates are thus locked into trajectories they may not have chosen because of the lack of information needed to make rational decisions. Empirical analysis helps to improve PhD training. Keywords: PhD graduates, professional trajectories, job position, higher education, university, social sciences

Making the cabin safer : a study of crew resource management training for cabin crew : a thesis presented in partial fulfilment of the requirements for the degree of Master of Aviation at Massey University

Crew Resource Management (CRM) is a widely implemented strategy in the aviation community as a training countermeasure to human error. The two most accessible criteria for CRM training evaluation are behaviour on line operation and attitudes showing acceptance or rejection of CRM concepts. The purpose of this research is to investigate CRM training effectiveness for cabin crew, achieved by assessing cabin crew's attitudes toward CRM and their performance during a the training drill. A questionnaire was created for assessing attitudes toward CRM and CRM training from the flight attendants' perspective at Air New Zealand. Comparing attitudes prior to and post the training suggested that the joint CRM training had a positive effect. The joint CRM training improved cabin crew's confidence in safety operation and commitment to their safety role. As some factors, such as job position, gender, age, work-year, aircraft type were likely to affect crewmembers' attitudes toward CRM, the survey also tried to test and finally disclosed that at least job position and gender had an effect on cabin crew attitudes. A series of behavioural markers were developed to measure cabin crew performance during a fire fighting drill. The observation results showed such behavioural markers were useful for assessing flight attendants' CRM skills and indicating the strength and weakness of cabin crew CRM skills showed in the fire fighting drills. In general the study suggests the overall CRM training in Air New Zealand is successful. It is advised that joint SEP/CRM training needs further concern about the balance of CRM and SEP training. It is also suggested which kinds of CRM skills are critical for cabin crew emergency control

Vendor and Professional Certification Where is it Headed?

Trade journals and magazines define three categories of computer certification: professional, industry, and vendor. The purpose of this study was to compare Information Systems IS) professionals\u27 value of professional and vendor certification types in relation to technical and management positions in IS. It appears that IS professionals value both certification types equally when not considering job position. Findings suggest technical and managerial IS professionals value the two types of certifications differently when job position is considered. Future research is warranted to determine why the respondents considered these two certifications differently for both technical (programmers and analysts) and managerial positions

The Influence of Candidate Gender, Incumbent Gender, and Job Position on Hiring Decisions in an Experimental Paradigm

Previous research examining gender biases in a hiring context shows that female candidates tend to be rated more negatively than equally-qualified male candidates. This effect is not consistent across all studies, which causes the role of gender bias in hiring decisions to remain ambiguous. The present study aims to add clarity to that body of research by examining differences in participant ratings of identical male and female job candidates, while manipulating the gender context of the hiring situation using a job incumbent. The study used a 2 X 2 X 2 design (candidate gender, job position, and incumbent gender) with eight groups. Data were collected from 474 participants who were recruited from Amazon Mechanical Turk. Participants were asked to review the resume of a job candidate applying for either a managerial or non-managerial job position, and then to provide ratings of that candidate’s hirability, starting salary, competence, and conscientiousness. Results of this study suggest that job position could be more influential on evaluations of job candidates than candidate or incumbent gender