Validity and Reliability of the Job Content Questionnaire in Formal and Informal Jobs in Brazil

By the time the author published her findings, political changes had been made in Brazil and consequently amelioration of health for the mothers and infants. Mothers have a new attitude so that they do not give up on offspring who in the past would have been deemed to die. Also they have fewer babies. They no longer have to suppress their feelings with festivals, dancing and believing it is a waste of their life to mourn the death of their children. However, there has been an increase of gangs and drug violence, which have become a major problem in the survival and the social lives of the people in Bom Jesus.

In Psychology Today, research has shown that the more roles people fill, the more sources of self-esteem they have. Meaningful work has long been one of the most important ways to feel good about oneself. With either no work environment at all or an unhealthy one, a person’s self-esteem can go down tremendously. The hard-working community must face the terrifying fact that their identity is so highly linked to their job. Failure to maintain a job or fulfill a days’ worth of work connects with their personal emotions which then can result in low self-esteem, self-loathing, or depression.

Brazil is a country in development; it is located in the South America, and it is the fifth most populous country in the world. According to the last census, 24% (45.6 million) of the population has some type of disability. There are more women with disability (26.5% of the population) than men (21.2% of the population). In both genders, there are more black people with disability (23.5% for men, and 30.9% for women), followed by the yellow and white groups. Indians (natives) are the minor group with disability (18.4% for men, and 21.8% for women). The percentage of Brazilians with disability increased with age (2.39% for people 0 to 14 years; 7.13% for people 15 to 64 years; 41.81% for those 65 years and over).

M2 assess the importance of employability, and personal skills in the recruitment and retention of staff in a selected organization

1.3 Identify and analyse the reasons why it is important to determine an individual’s employment status.

Reasonable occupation review (RJP) is the presentation of data both positive and negative given to the forthcoming representative about the occupation and the association. The data gave is expected to give the practical picture of the association. The part of the data stream is to touch base at a phase where the desires of the representative and the candidate match. It is being contended that representatives who are given RJP's amid the enlistment and determination process have higher occupation fulfillment. Along these lines, the point of this study is to distinguish the connections between practical work sneak peaks and worker work fulfillment in the associations.

Quantitative research method answers the question in this research because it will help determine the relationship between the variables in this study. A multiple linear regression will answer the research question because it explains the relationship between two or more independent variables with one dependent variable. The multiple linear regression analysis will be used to examine the relationships between job demands, job control, and job support (independent dependent variables) and burnout (dependent variable) within the study. The inventories utilized in this study are a demographic survey, the Maslach Burnout Inventory-Human Service Survey (MBI-HSS) and the Job Content Questionnaire (JCQ).

The question requires one to critically evaluate the current modern approach to determine employment status. The modern test has been criticised as too vague and difficult to apply. In order to evaluate the position one will firstly state the factors that are considered during application. One will also analyse each factors particularly discuss the position of atypical workers. Lastly the reforms will be suggested as one will concluded that the current test is vague and need to be clarified.

The modern society is work driven that people need to work hard to realize the general community development goals and personal goals. Thus, work has become an integral part of the day to day living of an average American. One needs to always have something to do in mind and strive to grow on the job to experience greater financial success and skill development. Whether or not a person has multiple work opportunities or succeeds in their work life is influenced by multiple factors, some of which are within the control of the individual in question. The United States of America has a unique work culture that is predominantly shaped by the way that the society is stratified and the assertions that people build towards their work life. However, one thing that remains certain is the way that culture affects the direction that a person takes in employment, on top of the individual ability to overcome social obstacles in order to secure employment that is favorable to an individual in terms of skill and preference. Suffice to say, the milestones attained in one’s work life is contingent to the institutional and cultural support availed by their external environment, personal psychological strength and belief also plays a part.

Results of the analysis were similar to other research findings in other studies in different settings and although measures can be developed for different levels of employees, the psychological contract is different to each employee in relation to how the employee perceives his job and develops his own psychological contract (Cable, 2010).

Aziz, S., & Tronzo, C. L. (2011). EXPLORING THE RELATIONSHIP BETWEEN WORKAHOLISM FACETS AND PERSONALITY TRAITS: A REPLICATION IN AMERICAN WORKERS. Psychological Record, 61(2), 269-285.

The job characteristics model is one of the most influential attempts to design jobs with increased motivational properties. Proposed by Hackman and Oldham, the model describes five core job dimensions leading to three critical psychological states, resulting in work-related outcomes.

After receiving responses from nine workers, five student workers and four full time, the concluding results were 43% of participants were dissatisfied with their employment, while 47% were satisfied. Although the percentage of satisfaction is higher than the other option, it was still close to being split in half. Other comments concerning poor communication among the managers/employees were voiced, as well as stealing within the company, which are both negative comments. In addition,

A convenience sampling method was in used for candidate selections in US (Northwest Arkansas), Nicaragua, Guatemala, Mexico, Costa Rico, Belize, Honduras, Ecuador, El Salvador and Panama. The researchers explained that the survey measures several job characteristics, employees’ experienced psychological states, employees’ satisfaction with their jobs and work context, as well as the employees’ growth need strength. The Hypotheses developed by the researchers

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the