A flexible architecture for job management in a grid environment

Job management is a key issue in computational grids, and normally involves job definition, scheduling, executing and monitoring. However, job management in the existing grid middleware needs to be improved in terms of efficiency and flexibility. This paper addresses a flexible architecture for job management with detailed design and implementation. Frameworks for job scheduling and monitoring, as two important aspects, are also presented. The proposed job management has the advantages of reusability of job definition, flexible and automatic file operation, visual steering of file transfer and job execution, and adaptive application job scheduler. A job management wizard is designed to implement each step. Therefore, what the grid user needs to do is only to define the job by constructing necessary information at runtime. In addition, the job space is adopted to ensure the security of the job management. Experimental results showed that this approach is user-friendly and system efficient.

Clinical benefits of rational-emotive stress management therapy for job burnout and dysfunctional distress of special education teachers

It has been observed that managing job burnout and dysfunctional distress constitute part of the major challenges among special educators,and that empirical data on the management of burnout and dysfunctional distress associated with the job of special education teachers are lacking in the literature.The current article discusses the clinical benefits of a rational-emotive stressmanagement therapy program in reducing the level of job burnout symptoms and dysfunctional distress in special education teachers,using evidence from a 2018 clinical trial study that reported the efficacy of this intervention.Results show the clinical benefits and implications of conducting a rational-emotive stress management intervention,and recommendations are made for future research.

Resource management and job scheduling of China earthquake grid experiment system: Construction of resource management and job dynamic scheduling model ProRMJS

Grid technique is taken as the third generation internet technology and resource management is the core of it. Aiming at the problems of resource management of CEDAGrid （China Earthquake Disaster Alleviation and Simulation Grid） in its preliminary construction, this paper presents a resource management and job scheduling model： ProRMJS to solve these problems. For platform supposed agreeably each computing node can provide computation service, ProRMJS uses ＂computation pool＂ to support scheduler, and then the scheduler allocates jobs dynamically according to computing capability and status of each node to ensure the stability of the platform. At the same time, ProRMJS monitors the status of job on each node and sets a time threshold to manage the job scheduling. By estimating the computing capability of each node, ProRMJS allocates jobs on demand to solve the problem of supposing each node can finish the job acquiescently. When calculating the computing capability of each node, ProRMJS allows for the various factors that affect the computing capability and then the efficiency of the platform is improved. Finally the validity of the model is verified by an example.

The Role of Knowledge Management Infrastructure in Enhancing Job Satisfaction at Aqaba Five Star Hotels in Jordan

The aim of this research is to explore the role of Knowledge Management (KM) infrastructure (organizational culture, organizational structure and information technology) in enhancing job satisfaction at Aqaba five star hotels located in Jordan. A total of 216 questionnaires containing 33 items were used to collect information from the respondents. Multiple regression analysis was conducted to test the research hypotheses. Results of the current study revealed that there is a significant positive impact of KM infrastructure on job satisfaction and these results are in line with the results of the previous studies mentioned in the literature, and also revealed that the dimensions of KM infrastructure that has the highest effect on job satisfaction are organizational culture followed by information technology;whereas the variable of organizational structure has not significant impact on it. Results of T-test showed that there is no significant difference in the impact of KM infrastructure towards job satisfaction in favor of gender. In addition, results of ANOVA test found that there are significant differences in the impact of KM infrastructure on job satisfaction that can be attributed to age, educational level, and personal income.

Balance Between Jobs and Housing from Perspectives of Real Estate Development and Management and Urban Planning

Jobs-housing balance is the balance between employment and housing. Its philosophy has a long history and development process in urban planning. The concept of jobs-housing balance generally refers to that the number of employed people is roughly equal to the number of occupants within a certain range. This kind of balance is conducive to reducing the commuting time and the change of transportation mode on the way that the employed people spend at work. The realization of jobs-housing balance not only helps to optimize the structure between residence and employment in the region but also is conducive to improving the work enthusiasm and work efficiency of the employed in the region and reducing the commuting costs of workers in the region. In addition, the relegalization of jobs-housing balance also has a certain impact and effect on alleviating the traffic congestion and improving the environment of the region. In summary, the realization of jobs-housing balance has a multi-faceted impact on the development of a city, and promoting the balance between occupation and housing is conducive to promoting the development of the city. The realization of jobshousing balance involves many areas. In this article, In this article, the development history of jobshousing balance is sorted out from perspectives of real estate development and management and urban planning, and its development enlightenment is discussed.

A Comparative Analysis of Job Stress of Field Managers and Workers in Korean Construction Projects

A successful construction project hinges on the effective and efficient management of human resources. The stress of human resources is directly related with work performance, and as such, should be managed to improve work performance. This study aims to perform a comparative analysis of job stress levels after a survey on the job stress of field managers and workers. Through the analysis, it is found that the stress levels of field managers are different from those of the workers and construction field managers and workers get job stress scores less than average scores of Korean male workers. In addition, different personal factors affect the field managers and the workers differently. Therefore, understanding by which factor the other parties become stressed is expected to improve efficiency in the management of human resources.

基于柯氏模型构建神经重症护士血管内低温培训体系

目的 依据柯氏模型框架构建神经重症护士血管内低温在职培训评价指标体系,为神经重症护士血管内降温在职培训质量评价提供参考标准。方法 成立研究小组,其次以柯氏模型为理论框架,通过文献回顾初步拟定评价指标,采用德尔菲专家函询法,筛选指标并确定条目,构建神经重症护士血管内降温在职培训评价指标体系。结果 共有15名专家参加咨询,两轮函询问卷回收率分别为100.00%、93.75%,收回的问卷均为有效问卷,专家积极性较高;专家的权威系数分别为0.873、0.863,咨询结果较可靠;肯德尔协调系数分别为0.111、0.289,P<0.001,差异具有统计学意义,专家意见协调程度较好。最终确定的神经重症护士血管内低温在职培训评价指标体系包括4项一级指标、11项二级指标和33项三级指标。结论 我国神经重症护士培训工作处于发展起步阶段,制定一套科学、规范又复合我国实际情况的神经重症护士血管内低温在职培训评价指标体系十分必要。本研究基于柯氏模型构建的神经重症护士血管内低温在职培训评价指标体系具有科学性、可靠性、实用性以及神经重症专科的特色,可为开展神经重症护士血管内低温在职培训提供参考。由于时间的限制,该评价体系尚未进行实证研究,其中各级指标的测评方式及具体内容还有待进一步验证。

高职电子商务专业顶岗实习管理实践探究

顶岗实习作为高职实践教学体系的一个重要环节,在深化产教融合、校企合作中起着重要作用。通过实战探究,明确了高职电子商务专业顶岗实习的重要意义,分析了高职电子商务专业顶岗实习管理中存在的问题,并提出优化顶岗实习管理实践的对应措施。

发展型人力资源管理实践对员工主动变革行为的影响机制:中庸思维的调节作用

作为新兴的人力资源管理实践,发展型人力资源管理实践能够对员工的工作动机、行为产生积极影响。然而,在中国本土文化情境下,鲜有文献涉及发展型人力资源管理实践如何影响员工主动变革行为。基于资源保存理论和“能力—动机—机会(AMO)”框架,探讨发展型人力资源管理实践对员工主动变革行为的影响机制和边界条件。通过对三阶段349份有效样本的分析发现,发展型人力资源管理实践对员工主动变革行为具有显著正向影响;员工工作重塑在发展型人力资源管理实践与员工主动变革行为间发挥部分中介作用;中庸思维会进一步强化发展型人力资源管理实践与主动变革行为间关系,且该调节效应会被工作重塑中介。

激励化管理对护理人员工作质量的影响评价

目的评价激励化管理对护理人员工作质量的影响。方法回顾性分析2021年1—12月山东大学附属儿童医院儿科实施常规管理的13名护理人员作为对照组,2022年1—12月山东大学附属儿童医院儿科实施激励化管理的12名护理人员作为观察组。比较不同管理模式对2组护理人员工作质量的影响。结果观察组个人成就感评分为(39.87±4.12)分,高于对照组的(33.37±3.90)分;观察组情感耗竭、去人格化评分分别为(23.34±3.86)分、(9.12±1.34)分,低于对照组的(30.96±5.17)分、(14.40±1.32)分,差异有统计学意义(P<0.05)。观察组工作投入量表(utrecht work engagement scale,UWES)评分高于对照组,差异有统计学意义(P<0.05)。观察组职业获益感评分高于对照组,差异有统计学意义(P<0.05)。观察组护理水平评分高于对照组,差异有统计学意义(P<0.05)。观察组核心胜任力评分高于对照组,差异有统计学意义(P<0.05)。结论激励化管理对护理人员工作质量提高具有积极影响,可减轻护理人员职业倦怠感,提升工作投入状况、职业获益感及护理水平。

结构需求作用下感知公平对员工离职倾向的双路径影响

公平感是组织领域一个经久不衰的研究议题。已有研究表明组织公平感是员工行为和态度的强预测变量,但较少研究从双元路径探讨公平感如何作用于员工离职倾向的产生。文章以情感事件理论和社会交换理论为基础探讨了“情绪反应”和“认知驱动”的双元路径模式,并基于补偿性控制理论讨论了结构需求度不同的员工如何体现出对组织公平的差异性感知。运用层级回归、Bootstrap等分析方法,得出如下结论:组织公平感与工作倦怠显著负相关、与管理者信任显著正相关;组织公平感通过工作倦怠和管理者信任的中介效应对员工离职倾向产生影响。同时,结构需求削弱了组织公平感与工作倦怠间的负向关系,增强了组织公平感与管理者信任间的正向关系。最后,基于研究结论,提出了相关的管理措施建议。

基于高职院校畜牧兽医类专业岗位实习管理模式的实践与思考

基于高职院校畜牧兽医类专业岗位实习管理模式的实践,本文从岗位实习的组织、实习咨询及问题处理、安全保障、监督与抽查、管理中的突出问题及成因分析与优化途径方面进行了梳理与总结,并据此提出了加强信息共享,积极推进信息化管理;基于“三全育人”理念,引导学生树立正确实习观念;持续推进规范化管理,建立长效机制的实施路径,以期为我国高职院校畜牧兽医类专业岗位实习管理模式提供借鉴。

基层水利高职特岗生教学管理探索与实践

针对基层水利单位多为地处偏远、工作多人员少,面临人才引不进、技术人员流动性大的难题,为了满足基层水利单位的需要,湖南省决定定向培养2500名水利特岗生,从2020年起共培养五届。湖南水利水电职业技术学院承担了专科层次水利特岗人员培养工作,作者从基层水利高职特岗生的特征入手,分析了700余名特岗生培养过程中的特殊性,结合学校的实际从教学管理机制、人才培养方案制订、提升水利和基层的认同等方面进行了对策探索。

岗位设置联合柔性管理在消毒供应中心感染防控工作中的应用效果

目的:探讨岗位设置联合柔性管理应用于消毒供应中心感染防控工作中的效果。方法:将2022年7—12月山西省肿瘤医院消毒供应中心实施常规管理作为实施前,2023年1—6月山西省肿瘤医院消毒供应中心实施岗位设置联合柔性管理作为实施后。比较实施前后消毒供应中心工作人员院感防控知信行评分、消毒供应中心工作质量及医院消毒供应中心器械、器具、物品返洗率。结果:实施后医院消毒供应中心工作人员院感防控知识、院感防控态度、院感防控行为评分高于实施前,差异有统计学意义(P<0.0001);实施后消毒供应中心的器械回收、分类、清洗、包装、灭菌、抽检、发放合格率均优于实施前,差异有统计学意义(P<0.0001);实施前后医院消毒供应中心器械、器具、物品返洗率比较,差异无统计学意义(P>0.05)。结论:岗位设置联合柔性管理应用于消毒供应中心感染防控工作中,可有效提高工作人员的院感防控知信行水平与消毒供应中心工作质量。

多功能一趟管联作高效修井技术研究与应用

为缩短作业占时,提高修井效率,控减劳务费用,实现降本增效,提出“一趟管修井”优化设计方法,研发“不动管联作”系列技术,建立“多工序集成”作业提速新模式。通过优化整合一趟管联作管柱设计,创新研发多功能组合工具串,形成了射孔下泵联作、冲洗下泵联作、压裂下泵联作、丢手下泵联作、修井一趟管联作等五大类共十项联作技术。实现了只利用一趟管柱即可完成传统技术上需要起下三趟管柱作业工序的工作量,在达到同样作业目的前提下,还解决了带压起下管过程井口冒喷污染、井控风险高等技术问题。联作技术已在江汉油区累计推广152井次,累计减少起下换管74.4×10^(4) m,单井平均缩短作业占时26 h,降低修井费用￥3.5万元,提高修井效率约30%。

思政引领课岗对接德技并育的课改实践——以《药事管理与法规》课程为例

目的探索高职《药事管理与法规》课程思政、技能培养、职业道德培养相融合的教学改革路径。方法深度挖掘课程思政元素,采用经典案例,将课程内容与思政元素耦合,建立思政图谱,发挥课程团队的党建学术双带头优势为课程思政质量提供保障;明确课程定位及目标,架构基于工作过程的系统化课程结构;将德育和技能培养有机融合,基于药学工作过程建设突出技能性、多样性、案例化的实践教学内容。结果形成了高职《药事管理与法规》思政引领、课岗对接、德技并育的教学改革路径。结论课改实践实现了课程思政、技能培养、职业道德培养有机融合。

卓越工程师的管理技能培养体系研究——以开源软件工程师为例

卓越工程师是我国实施科教兴国战略、人才强国战略和创新驱动发展战略的重要力量。当前卓越工程师培养研究集中在专业技能培养领域,缺乏对工程师综合素养的关注,尤其忽视了在卓越工程师职业发展中发挥重要作用的管理技能。因此,本研究聚焦卓越工程师的管理技能,通过招聘文本分析等手段发掘卓越工程师管理技能的概念内涵。研究发现,卓越工程师的管理技能概念内涵包含团队组织与协作、项目规划与管理、自我调节与发展3个方面,其职业发展呈现业务型—业务卓越型、项目型—项目卓越型、战略型—战略卓越型的纵向提升,以及业务型—项目型—战略型的横向跨越。管理技能培养体系应结合职业发展方向,由国家、企业、高校、行业组织等多方主体共同打造。

工作不安全感对主动个人-环境匹配行为的影响及作用机制研究

基于资源保存理论和自我调节理论的整合视角,通过一个两阶段的656份在职员工问卷数据,分析了工作不安全感对主动个人-环境匹配行为的影响及作用机制。研究结果表明:工作不安全感正向影响员工的3类主动个人-环境匹配行为(主动寻求反馈、工作变更协商和职业主动行为)。在这一过程中,借鉴自我调节理论中不同的自我概念参考值,证明了印象管理动机和未来工作自我清晰度中介了工作不安全感与3类主动个人-环境匹配行为之间的关系,且两条中介路径在个体防御型调节焦点和促进型调节焦点下得到不同程度地加强。

ABC分类绩效管理法对医务人员服务质量、心理健康及工作满意度的影响

目的:探究基于ABC分类绩效管理法对医务人员的影响。方法:选取2021年3月-2022年3月某院200名在职医务人员,随机分为对照组和观察组,各100例,对照组采用统一医院绩效管理模式,观察组给予基于ABC分类绩效管理法。比较两组服务质量[医疗服务质量量表(CQS)]、心理健康[焦虑自评表(SAS)和抑郁自评表(SDS)]、主观幸福感[主观幸福感量表(GWB)]、工作满意度[明尼苏达工作满意度问卷短式量表(MSQ)]及同情疲劳状况调查[职业生命质量量表中文版(ProQOL)]。结果:干预后与对照组相比,观察组CQS各维度评分明显较高(t=-6.944,-6.920,-7.220;P<0.05),SAS评分和SDS评分明显较低(t=4.894,4.145;P<0.05),GWB各维度评分明显较高(t=-8.548,-4.699,-5.972,-6.778,-9.472,-6.377;P<0.05),MSQ各维度评分明显较高(t=-7.939,-8.925,-7.151;P<0.05),ProQOL各维度评分明显较低(t=10.441,9.667,5.661;P<0.05)。结论:针对医务人员给予基于ABC分类绩效管理法,可明显改善其服务质量,促进心理健康,增加主观幸福感,提升工作满意度,改善同情疲劳状况。