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The article is devoted to the reception and rethinking of the concept of job satisfaction developed by Soviet sociologists in the late 1960’s. It criticizes the currently accepted approach, which puts forward wages as the main factor of job satisfaction (N.V. Rudakov, 2021; O. Rotar, B.E. Sarmiento, 2022). Other approaches that consider a broader set of satisfaction factors remain significantly dependent on the dominant financial-pragmatic framework (E.B. Mikhalkina, et. al, 2020; G.Z. Efimova, A.S. Latyshev, 2023). Based on a retrospective analysis, the authors propose an updated concept of job satisfaction. It is tested on the data of a long-term monitoring study of the teaching staff of Russian universities, conducted by the Presidential Academy. The data from the sixth wave of this monitoring (the survey was conducted online by the authors of the article from April 18 up to and including June 10, 2023, 16,581 complete questionnaires were collected) are analyzed. A higher education teacher’s total family income and teacher’s wage are considered as significant factors in overall job satisfaction, but the most important conceptual attributes of satisfaction are the creative capacity and the content of a job. The first attribute is determined by a set of operational definitions that reflect perceptions of the world and confidence in one’s own professional position. The second is determined by the perceptions of the educational system and whether a person is seeking freedom of creativity.

BACKGROUND: Job-related psychosocial factors have a substantial effect on the occurrence of adverse events among healthcare professionals. OBJECTIVE: An analytical and descriptive survey was conducted to evaluate the relationship between the occurrence of patient safety incidents and psychological factors. METHODS: The study sample consisted of 177 nurses who were asked about patient safety events over six months. Repetitive patient safety incidents were selected by examining medical records and interviewing specialists. Also, psychological factors were assessed using job content questionnaire (JCQ). RESULTS: Repetitive patient safety incidents were involved medication administration error, pressure ulcer and skin-muscular injuries, patient falls, inability to CPR patients, blood transfusion reactions, and death due to human error. The findings showed that 92 participants (52%) had at least one case of patient safety incident. Among patient safety incidents, medication administration error and death due to human error had the highest and lowest repletion, respectively. Nurses training, job insecurity and peer support were significant predictors of different aspects of patient safety (p < 0.05). CONCLUSION: Proper collaboration between new and experienced nurses can have a significant impact to reduce patient safety incidents. In addition, nursing training can be a good way to understand risk points in medical errors. [ABSTRACT FROM AUTHOR]

Occupational choices remain strongly segregated by gender, for reasons not yet fully understood. In this paper, we use detailed information on the cognitive requirements in 130 distinct learnable occupations in the Swiss apprenticeship system to describe the broad job content in these occupations along the things-versus-people dimension. We first show that our occupational classification along this dimension closely aligns with actual job tasks, taken from an independent data source on employers job advertisements. We then document that female apprentices tend to choose occupations that are oriented towards working with people, while male apprentices tend to favor occupations that involve working with things. In fact, our analysis suggests that this variable is by any statistical measure among the most important proximate predictors of occupational gender segregation. In a further step, we replicate this finding using individual-level data on both occupational aspirations and actual occupational choices for a sample of adolescents at the start of 8th grade and the end of 9th grade, respectively. Using these additional data, we finally show that the gender difference in occupational preferences is largely independent of a large number of individual, parental, and regional controls. [ABSTRACT FROM AUTHOR]

Abstract Aims Because of the direct contact nurses have with patients, they are exposed to more stressful events during the outbreak of infectious diseases, which increases their turnover intention, highly impacting not only nurses, but also patients and organizations. The present study aimed to identify the predictors of turnover intention based on psychosocial factors in nurses of Ardabil pre‐hospital emergency and educational and medical centres during the COVID‐19 outbreak. Design The present descriptive‐analytical study was conducted in June, 2020. Methods A total of 479 nurses working in Ardabil pre‐hospital emergency and educational and medical centres to fight COVID‐19 were recruited for this study using the census method. Data were collected using the Demographic Information Questionnaire, Turnover Intention Questionnaire, Weiss & Marmar Impact of Event Scale‐Revised (IES‐R), General Health Questionnaire (12 C‐GHQ) and Job Content Questionnaire (JCQ). Data were analysed with SPSSv.22 software using correlation, t test, analysis of variance, multiple regression and descriptive tests. Results The mean turnover intention score of nurses was 41.73 with a standard deviation of 12.11. The results of correlation coefficient revealed a positive relationship between PTSD, general health, job demand and job strain with turnover intention (p ≤ .01) and a positive and significant relationship between social support and turnover intention (p ≤ .01). Multiple regression analysis showed that the variables of gender, marital status, work position, decision latitude, social support, job strain, general health and post‐traumatic stress disorder (PTSD) were predictors of turnover intention. Conclusion Job stressors during the COVID‐19 outbreak have led to an increase in nurses’ turnover intention. Identifying and managing the factors related to job stressors will make it possible to prevent nurses’ turnover intention in such critical situations.

Jörg W Kirchhoff,1 Abigail Marks,2 Ann Karin Helgesen,1 Kirsti Lauvli Andersen,1 Hilde Marie Andreassen,1 Vigdis Abrahamsen Grøndahl1 1Faculty of Health, Welfare and Organisation, Østfold University College, Halden, Norway; 2Author Affiliations Newcastle University Business School, Newcastle University, Newcastle Upon Tyne, UKCorrespondence: Jörg W KirchhoffFaculty of Health, Welfare and Organisation, Østfold University College, Halden, NorwayTel +47 47 69 60 86 99Email jorg.kirchhoff@hiof.noPurpose: Previous studies indicate that the introduction of information and communication technology (ICT) in health care organizations impairs health care professional’s working conditions and diminishes job discretion. Most of these studies, however, were designed to explore the influence of ICT exclusively on a single group of health care professionals and thereby did not consider the influence of the same technology on other groups of health care professionals. The aim of this article is to explore the influence of a fully integrated ICT system on both doctors and registered nurses within the same working environment: a high-tech hospital.Methods: This is a cross-sectional study conducted in a high-tech Norwegian hospital. Data were collected in 2016. In total, 264 registered nurses and 172 doctors responded to a questionnaire on their working conditions and experiences with ICT in clinical work. Descriptive statistics, compare means, cross-tables, Chi-square and bivariate correlation analysis were used to analyze the data. Statistical significance was set at p < 0.05.Results: The findings revealed differences in doctors’ and registered nurses’ working conditions. Registered nurses reported a statistically significant higher workload and better job content than doctors. There was no difference in job discretion between doctors and registered nurses. Both occupational groups experienced that the ICT system impairs patient contact and the quality of health services. We found statistically significant correlations between registered nurses’ and doctors’ experiences with ICT in clinical work and working conditions, whereof the strongest correlation was related to job discretion in clinical work.Conclusion: This study concludes that the impact of ICT on doctors’ and registered nurses’ working conditions in a hospital depends on the experiences of ICT in clinical work. In consequence, it is recommended to involve doctors and registered nurses in the implementation of ICT in hospitals.Keywords: health care professionals, information and communication technology, job discretion, job content, working conditions

BackgroundNurses in intensive care units (ICU) are under a lot of stress because of special conditions caused by the work environment and the high level of knowledge and skills required to work in these units, which can lead to cognitive failures. This study aimed to investigate the relationship between occupational cognitive failures (OCF) and job content (JC) in nurses in the ICU of Ardabil hospitals in 2020.MethodsThe present study was a descriptive-analytical cross-sectional study that was conducted in 2020. The study population included nurses working in the ICU of hospitals in Ardabil, from which 267 people who were eligible to enter the study were selected. OCF and JC questionnaires were used to collect data. Data were analyzed using SPSS software 23.ResultsOCF with work records in the ICU, total work records, and work records in the COVID-19 and non-COVID-19 units are significantly associated. OCF was inversely related to the JC subscales of skill discretion and decision authority. And directly related to other subscales of JC.ConclusionsDevelop job ability, reduce repetitive tasks, create diversity in work, create opportunities for creativity, have the authority and freedom to make decisions, facilitate work with new technologies, have enough time to do work, have a friendly work environment with colleagues, support by the supervisor, improving posture, especially for the upper body, feeling job security can help to reduce the cognitive failure of nurses.

Copyright of IUG Journal of Economics & Business is the property of Islamic University of Gaza and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aims: Because of the direct contact nurses have with patients, they are exposed to more stressful events during the outbreak of infectious diseases, which increases their turnover intention, highly impacting not only nurses, but also patients and organizations. The present study aimed to identify the predictors of turnover intention based on psychosocial factors in nurses of Ardabil pre‐hospital emergency and educational and medical centres during the COVID‐19 outbreak. Design: The present descriptive‐analytical study was conducted in June, 2020. Methods: A total of 479 nurses working in Ardabil pre‐hospital emergency and educational and medical centres to fight COVID‐19 were recruited for this study using the census method. Data were collected using the Demographic Information Questionnaire, Turnover Intention Questionnaire, Weiss & Marmar Impact of Event Scale‐Revised (IES‐R), General Health Questionnaire (12 C‐GHQ) and Job Content Questionnaire (JCQ). Data were analysed with SPSSv.22 software using correlation, t test, analysis of variance, multiple regression and descriptive tests. Results: The mean turnover intention score of nurses was 41.73 with a standard deviation of 12.11. The results of correlation coefficient revealed a positive relationship between PTSD, general health, job demand and job strain with turnover intention (p ≤.01) and a positive and significant relationship between social support and turnover intention (p ≤.01). Multiple regression analysis showed that the variables of gender, marital status, work position, decision latitude, social support, job strain, general health and post‐traumatic stress disorder (PTSD) were predictors of turnover intention. Conclusion: Job stressors during the COVID‐19 outbreak have led to an increase in nurses' turnover intention. Identifying and managing the factors related to job stressors will make it possible to prevent nurses' turnover intention in such critical situations. [ABSTRACT FROM AUTHOR]

The main concern of the research were the challenges faced by the staff working in the Islamic banking Industry. The study was conducted on Islam based banks between the 5th and 22nd of March 2020 to identify the challenges faced by the staff. Again, the results obtained aided in ascertaining the correlation between the staff challenges and its unique model of operation from conventional banks. Research objectives included generating results that assisted in developing staff skills. Additionally, investigating the nature and increase in sales and implementing methods of attracting customers to the banks were the last objectives of the study. In the methodological part, the quantitative data collection focused on questionnaires, whereas qualitative concentrated on interviews with the aid of descriptive statistics and observation. The sample used was composed of 200 participants. A total number of 8 Islamic banks were engaged in retrieving the necessary information from staff. The findings acquired through the SEM approach confirm that misdemeanor and personal problems have shown their negatively insignificant impact on the productivity of the employees. Whereas, financial rewards contributed to the positive and significant impact on the productivity factor. Banking sector management, specifically in Islamic banks, would greatly benefit from acquainting themselves with the current study's findings to increase the productivity of their employees. However, significant attention is required to control the adverse influence from the miscellaneous factors, and personal problem which are causing lower employee productivity. [ABSTRACT FROM AUTHOR]

Abstract Background The majority of residents in care homes in the United Kingdom are living with dementia or significant memory problems. Caring in this setting can be difficult and stressful for care staff who work long hours, have little opportunity for training, are poorly paid and yet subject to high expectation. This may affect their mental and physical wellbeing, cause high rates of staff turnover and absenteeism, and affect the quality of care they provide. The main objective of this survey was to explore the nature, characteristics and associations of stress in care home staff. Methods Staff working in a stratified random sample of care homes within Wales completed measures covering: general health and wellbeing (SF-12); stress (Work Stress Inventory); job content (Karasek Job Content); approach to, and experience of, working with people living with dementia (Approaches to Dementia Questionnaire; and Experience of Working with Dementia Patients); and Productivity and Health Status (SPS-6). Multiple linear regressions explored the effects of home and staff characteristics on carers. Results 212 staff from 72 care homes completed questionnaires. Staff from nursing homes experienced more work stress than those from residential homes (difference 0.30; 95% confidence interval (CI) from 0.10 to 0.51; P

As in many Western countries, eldercare services in Sweden have changed dramatically over recent decades. Population ageing, ageing‐in‐place policies, pressures to contain costs and organisational reforms linked to New Public Management are challenging public home care. There is, however, limited knowledge about how the job content and working conditions have changed in the Swedish home care across this period. This article aims to analyse and compare the work situation in the Swedish home care in 2005 and 2015. The analysis is based on the international Nordcare survey and draws on the subsample of respondents working in Swedish home care 2005 and 2015 (n = 371). The data were analysed with bivariate and multivariate methods. The results suggest that, overall, the work situation of home‐care workers was worse in 2015 compared to 2005. For example, those surveyed in 2015 reported meeting a larger number of clients per day, receiving less support from their supervisors, and having less time to discuss difficult situations with colleagues and considerably less scope to affect the planning of their daily work. Care workers in 2015 were also more mentally exhausted than those surveyed in 2005. In addition, the workers in 2015 experienced an accumulation of work‐related problems. Deteriorating working conditions could be related to cutbacks and organisational reforms, and evidence suggests that home‐care workers are paying a high price for ageing‐in‐place policies. Improvements of the work situation in home care are necessary not only to ensure the quality of care for older people, but also to ensure workers' well‐being and to recruit and retain care workers, and thus, to meet the future needs for home care in an ageing society. [ABSTRACT FROM AUTHOR]

Copyright of La Medicina del Lavoro is the property of Mattioli 1885 SpA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Ongoing research has indicated important effects on seafarers’ occupational commitment due to gender and family situation. In this study, these findings have been elaborated further by controlling for the effect of perceived work content. Statistical analyses were employed, using a survey material of Swedish seafarers collected from a national register in 2010. The results showed that the effect on occupational commitment of having children at home is strongly positive and statistically significant for women. However, the significance was dependent on the level of satisfaction with the job content. It was suggested that the seafaring occupation could be viewed as a cooping strategy, although only appropriate if the job content is agreeable. Another important family effect was, as expected, the positive effect of having a relative working, or having worked, at sea. This effect was, however, only significant for male seafarers in the age group below the early 40’s. It was concluded that this effect is mainly emotionally driven and not particularly influenced by the actual job content. The results further showed that working in the catering department comes with a strong negative effect on commitment to the seafaring occupation for women. This effect, however, lost its significance after control for job content. It was concluded that the effect of satisfaction with job content on occupational commitment is generally important, with the exception of women, without children, working in the catering department.

Objectives: Job characteristics and the consequences of everyday stress among radio journalists who are not exposed to traumatic events have not been studied sufficiently before. We aimed at determining the most common job characteristics and their stressfulness; relationships between stress exposure, health and occupational functioning; differences between radio journalists and other journalists, and also the psychosocial risk for health and functioning in this group. Material and Methods: The studied group involved 208 journalists, 134 of whom worked in radio stations. The respondents filled in the Psychosocial Risks Scale (PRS) developed by the Department of Health and Work Psychology of the Nofer Institute of Occupational Medicine, Łódź, Poland. Results: Requirement of mental effort and readiness to response quickly for most of the time as well as limited possibilities for promotion were the most frequent journalists’ complaints. We confirmed that higher levels of stress resulted in worse functioning – the radio journalists who experienced lower stress assessed their health status and ability to work better, were more satisfied with particular aspects of their work, and were more involved in their work. They also presented a significantly lower turnover intention. Moreover, the radio journalists were more involved in their work than other journalists, but experienced lower satisfaction, took more sick leaves and had more days of absence. Conclusions: Well-known relationships between stress level, satisfaction and occupational functioning were confirmed. The most important conclusion refers to the fact that psychosocial risks and stress analysis should be based on the understanding of specificity of each occupation or even position. It is so, because the same job characteristic may pose a challenge for one person, while for another – it can result in extreme discomfort and anxiety – such an attitude broadens understanding of the phenomenon. We also confirmed that the PRS is a well-designed method, appropriate to investigate an individual perception of job environment and its stressfulness. Future research on causal relationships between the variables is recommended.

This article examines job classifications in enterprise agreements from the Australian manufacturing industry, focusing on the recognition of formal qualifications. It follows earlier research that found the strength and frequency of references to qualifications vary considerably between modern awards, with manufacturing industry awards having some of the strongest connections. A representative sample of 350 agreements (13.5% of the total) made under the Fair Work Act between 2010 and 2013 was analysed. Analysis revealed that linkages between formal qualifications and job classification structures are less common in enterprise agreements than in relevant modern awards. However, the overall effects of enterprise bargaining on recognition of employees' qualifications are complex. We find that, one way or another, the award classification structure continues to apply in 47.1% of enterprise agreements. Through logistic regression, we explore factors influencing the use of formal qualifications as part of job classifications, with a particular focus on whether this extends beyond the licensing requirements of tradespeople (Certificate III). Our finding that three factors – workplace size, award coverage and union coverage – significantly affect enterprise bargaining outcomes is likely to be generalisable beyond this study's focus on job classifications to many other important terms in enterprise agreements. [ABSTRACT FROM AUTHOR]

Background: The majority of residents in care homes in the United Kingdom are living with dementia or significant memory problems. Caring in this setting can be difficult and stressful for care staff who work long hours, have little opportunity for training, are poorly paid and yet subject to high expectation. This may affect their mental and physical wellbeing, cause high rates of staff turnover and absenteeism, and affect the quality of care they provide. The main objective of this survey was to explore the nature, characteristics and associations of stress in care home staff. Methods: Staff working in a stratified random sample of care homes within Wales completed measures covering: general health and wellbeing (SF-12); stress (Work Stress Inventory); job content (Karasek Job Content); approach to, and experience of, working with people living with dementia (Approaches to Dementia Questionnaire; and Experience of Working with Dementia Patients); and Productivity and Health Status (SPS-6). Multiple linear regressions explored the effects of home and staff characteristics on carers. Results: 212 staff from 72 care homes completed questionnaires. Staff from nursing homes experienced more work stress than those from residential homes (difference 0.30; 95% confidence interval (CI) from 0.10 to 0.51; P < 0.01), and were more likely to report that their health reduced their ability to work (difference -4.77; CI -7.80 to -1.73; P < 0.01). Psychological demands on nurses were higher than on other staff (difference = 1.57; CI 0.03 to 3.10; P < 0.05). A positive approach to dementia was more evident in those trained in dementia care (difference 8.54; CI 2.31 to 14. 76; P <0.01), and in staff working in local authority homes than in the private sector (difference 7.75; CI 2.56 to 12. 94; P <0.01). Conclusions: Our study highlights the importance of dementia training in care homes, with a particular need in the private sector. An effective intervention to reduce stress in health and social care staff is required, especially in nursing and larger care homes, and for nursing staff. Trial registration: ISRCTN registry: ISRCTN80487202. Registered 24 July 2013 [ABSTRACT FROM AUTHOR]

This study is done with the purpose of investigation the level of burnout andinfluencing factors on it. The method used is measuring or filed-finding,descriptive studies type and the statistic society is made of the entire officialand non-official workers in the petrochemical industries national company inthe year (2009) including 6901people in the main office and 12 subsidiarycompanies who are working. The estimation of the sample volume is madeusing the cochran formula by the volume of 1742 people and the accidentalclass and the domesticated form of the Maslach Burn Out Inventory has beenused for gathering the dependant variant data of the study. In this study therelevance or effect of 20 independent variables on the burnout and itsconstituents was investigated. In the two variable tests, the emotionalcommitment had a reverse relation with burnout. So that with the increase ofthe interest and bind of the workers to the organization, the level of burnoutdecreased. In analyzing the step by step regression of the burnout accordingto the expected variables, 41percent of the explained burnout (R 2 =41%),and ranking the amount of the standard coefficient, the main elements likethe nature of the job, emotional commitment, work environment, job security,coworkers, education, job type, salary and the premium and jobindependence in the remaining regression equation and on the burnoutvariable have been influencing.

The nurses' work satisfaction is an important factor to achieve high quality of services. This study aimed at finding out the relationships between Nurse's Characteristics, Job Content, and Job Context with the levels of work satisfaction in the Inpatient facilities of RSUD Gunung Jati Cirebon.This is a descriptive quantitative research with cross sectional approach. The data were analyzed using Univariate, Bivariate, and Multivariate analyses. This study was conducted involving 216 nurses who worked in the Inpatient Facilities. The results showed that the levels of work satisfaction ranged between 30%-62.9%. Salary and Policy were dissatisfaction factors of the nurses. Corcerning Job Content, Awards, Appointment and Otonomy were dominant satisfaction factors, and concerning Job Context were Relationship with Colleague, Relationship with Supervisor and Work Place Condition. Marietal Status had a significant relationship with work satisfaction (p

Aim We explored the impact of job content and stress on anxiety, depressive symptoms and self-perceived health status among nurse practitioners ( NPs). Background Taiwan's NP roles vary between hospitals as a result of the diverse demands and complex tasks that cause job-related stress, potentially affecting the health of the NP. Methods This study utilised a cross-sectional descriptive design with 161 NPs from regional hospitals participating. Data collection involved demographics, the Taiwan Nurse Stress Checklist, the Job Content Questionnaire, the Beck Anxiety Inventory, the Beck Depression Inventory, a General Health Status Checklist and salivary cortisol tests. Results NPs reported moderate job stress, similar job control to nurses, mild anxiety and depression, and below-average self-perceived health. Being a licensed NP, personal response, competence, and incompleteness of the personal arrangements subscales of job stress, and anxiety predicted self-perceived health after adjusting for other covariates. Conclusions Job stress and anxiety affect NP health. Implications for Nursing Management NPs are a valuable resource, and the healthcare system demand is growing. Reasonable NP staffing, working hours, proper promotion systems, the causes of job stress, job content clarification and practical work shift scheduling need to be considered. The occupational safety and physical and psychological health of NPs are strongly associated with the quality of patient care. [ABSTRACT FROM AUTHOR]

Objectives: Job characteristics and the consequences of everyday stress among radio journalists who are not exposed to traumatic events have not been studied sufficiently before. We aimed at determining the most common job characteristics and their stressfulness; relationships between stress exposure, health and occupational functioning; differences between radio journalists and other journalists, and also the psychosocial risk for health and functioning in this group.Material and Methods: The studied group involved 208 journalists, 134 of whom worked in radio stations. The respondents filled in the Psychosocial Risks Scale (PRS) developed by the Department of Health and Work Psychology of the Nofer Institute of Occupational Medicine, Łódź, Poland.Results: Requirement of mental effort and readiness to response quickly for most of the time as well as limited possibilities for promotion were the most frequent journalists' complaints. We confirmed that higher levels of stress resulted in worse functioning--the radio journalists who experienced lower stress assessed their health status and ability to work better, were more satisfied with particular aspects of their work, and were more involved in their work. They also presented a significantly lower turnover intention. Moreover, the radio journalists were more involved in their work than other journalists, but experienced lower satisfaction, took more sick leaves and had more days of absence.Conclusions: Well-known relationships between stress level, satisfaction and occupational functioning were confirmed. The most important conclusion refers to the fact that psychosocial risks and stress analysis should be based on the understanding of specificity of each occupation or even position. It is so, because the same job characteristic may pose a challenge for one person, while for another--it can result in extreme discomfort and anxiety--such an attitude broadens understanding of the phenomenon. We also confirmed that the PRS is a well-designed method, appropriate to investigate an individual perception of job environment and its stressfulness. Future research on causal relationships between the variables is recommended. [ABSTRACT FROM AUTHOR]

Job values and job characteristics are widely assumed to interact with each other, in that job-holders’ preferences are thought to moderate associations of job content with well-being. However, an examination of previous research revealed considerable between-feature inconsistency in findings about moderation, and a new contingency variable was introduced to account for that inconsistency. This construct, labelled “affective strength”, was defined and investigated through the spread of a feature’s desirability in a studied sample. A three-sample examination of feature-by-value interactions across a broad set of job features confirmed that moderation by job values is often weak and that patterns vary between features. As predicted, associations between job characteristics and well-being were found to be significantly more influenced by worker preference when those characteristics were of lower affective strength—having greater variance in desirability. Models of job design need to incorporate worker preferences but also the varying influence of those preferences—in effect, through a second-order interaction. [ABSTRACT FROM PUBLISHER]

Purpose – Job creation is the most important challenge facing Egypt today. Economic performance has been uneven over the last three decades, but even in periods of high growth, the job content of growth has not been strong enough to absorb new entrants. The 1990s and early 2000s saw the acceleration in the structural adjustments. The fast growing role of the private sector and the contraction of public sector employment are considered the most important characteristics of this period. The paper aims to discuss these issues. Design/methodology/approach – The findings of the paper support the view that sectoral shifts, in response to structural transformations, have been an important source of private employment fluctuations in Egypt, and the implications on aggregate employment have varied with the stage of the business cycle in the private sector. Moreover, one of the important findings of the paper shows that public sectoral shifts have caused stronger effects on private employment growth than private sectoral shifts do. However, failure to align public sectoral shifts with growth in the private sector has had a negative effect on employment growth, increasing aggregate unemployment. Findings – The findings also confirm the crowding-out effect of higher government expenditure on private employment, particularly during a boom. Finally, the findings show that changes in domestic credit going to the private sector as a ratio of private GDP, and higher exports ratio to GDP have statistically significant positive effects on private employment growth. Originality/value – Overall, the findings signify the importance of policies that aim at increasing the job content of private-led growth in Egypt. [ABSTRACT FROM AUTHOR]

Abstract Purpose -- Do similar job titles refer to the same work activities, as assumed often, but hardly empirically tested? The purpose of this paper is to analyze the similarity of 160 occupations within and across eight European countries using interrater agreement statistics (rWG). Design/methodology/approach -- Using a multilingual web survey, experts and jobholders in the eight countries rated the frequency of ten tasks per occupation they had knowledge of (n = 4,197 ratings). Three hypotheses are investigated: first, interrater agreements of occupations are similar regardless the country; second, interrater agreements of occupations are similar within countries; and third, experts and jobholders are similar in their ratings. Findings -- Half of the occupations reveal no agreement across ratings, one-third shows a weak/ moderate agreement and one in ten shows a strong agreement. H1 is rejected for task frequency but not for task importance. Within-country similarity of occupations is larger than across-country similarity. H2 is supported for two countries and rejected for two other countries. H3 is not supported. Jobholders demonstrate higher agreement than experts. Research limitations/implications -- An empirical testing of occupation-specific tasks for a wide range of occupations across Europe seems a viable approach. Practical implications -- The paper contributes to the challenges related to labor market mobility across borders. Originality/value -- Work tasks for a wide range of occupations and countries, using job-specific work activities in combination with web surveys and the internet for recruitment of jobholders, have not been used before. [ABSTRACT FROM AUTHOR]