ライフサイエンスコーパス: job

1 etime" racism (e.g., unfair treatment on the job).

2 the rates varied over the course of a print job.

3 chemistry expertise will be acquired on the job.

4 eatment, burnout, and intention to leave the job.

5 majority of nurses were satisfied with their job.

6 tive on career development and how to find a job.

7 lity to add custom features to an annotation job.

8 he right type of porous material for a given job.

9 tentions to remain employed at their current job.

10 ling affected individuals to remain in their job.

11 rs who develop asthma but remain in the same job.

12 modify existing databases and queue multiple jobs.

13 reased CVD risk among persons who lost their jobs.

14 description of pipelines and partitioning of jobs.

15 ematical competencies needed for many modern jobs.

16 ork well in 2017 for these dual segmentation jobs.

17 What could be a better job?

18 ustration, withdrawal from patient care, and job abandonment.

19 user interface for tracking the progress of jobs, abstraction of the queuing system and fine-grained

20 iology in this national sample had different job activities and salaries.

21 xposure to pesticides, both in the last-held job and as a cumulative measure, was associated with acc

22 dverse events; increased turnover; decreased job and occupational satisfaction; and increased intent

23 regarding how various individual attributes, job and organizational factors, family factors, and soci

24 son analysis revealed that based on measured job and productivity characteristics, the women in this

25 of five National Renewable Energy Laboratory Jobs and Economic Development Impact models incorporatin

26 cognized the economic importance of industry jobs and favor the adoption of uniform regulatory requir

27 when there are a limited number of academic jobs and the competition for funding and space in compet

28 asily experienced registered nurses find new jobs and/or accommodation to jobs requiring significant

29 The personal, job, and practice characteristics of a national sample o

30 en after adjusting for measures of personal, job, and practice characteristics.

31 nded approach can be leveraged in education, jobs, and interventions.

32 be applied independently on a wide range of jobs, and synergistic workers, whose skills are useful i

33 could underlie, for example, preferring one job applicant over another.

34 These and other topics (e.g., the job applicant's perspective) are discussed in terms of t

35 l influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retenti

36 dividuals find that employees who lose their jobs are at increased risk of death.

37 aces, accelerates the design process whether jobs are run in series or in parallel.

38 Landing a job as an assistant professor or independent investigato

39 My job as director of NIGMS is to work to maximize the scie

40 lude enzymatic activity in addition to their job as structural scaffolds.

41 A replication that carry out the bulk of the job at a high speed with high accuracy.

42 ish ethnic groups being less likely to get a job at graduation than their White/British colleagues.

43 o percent of participants had been offered a job at the point of qualification (85% of those who had

44 , when they did, they disproportionately got jobs at large and high-wage establishments in high-tech

45 t of continued large numbers of poor-quality jobs, attention must also be given to influencing practi

46 Questions evaluated satisfaction with job availability after training and description of curre

47 Multifunctional protease inhibitors juggle jobs by targeting different enzymes and thereby often co

48 Design jobs can be run online via the NUPACK web application.

49 Job characteristics that differed according to sex inclu

50 ted that they would be prepared to leave the job, citing income as a major reason.

51 e, those with infantry or special operations job classifications were more likely than those in nonin

52 vides convenient and efficient monitoring of job completion, as well as opportunities for inspection

53 associations between change in self-reported job control and corresponding change in mental health as

54 relationship; with each quintile increase in job control experienced by an individual, the person's m

55 ob control, persons working in jobs with low job control experienced significantly greater declines i

56 Deteriorating job control has been previously shown to predict poor me

57 We conclude that as people's level of job control increased, so did their mental health, suppo

58 The impact of improvement in job control on mental health is less well understood, ye

59 rting the value of targeting improvements in job control through policy and practice interventions.

60 e moving from the lowest (worst) quintile of job control to the highest.

61 ssive jobs (low job demand combined with low job control) were significantly less likely to perform a

62 a psychosocial job quality index (levels of job control, demands and complexity, insecurity, and per

63 Effect modifiers included sex, low job control, high demands, and low job security.

64 Compared with persons with high job control, persons working in jobs with low job contro

65 alyses of each of the component subscales of job control-decision authority and skill discretion-show

66 Seeking economic growth and job creation to tackle the nation's extreme poverty, the

67 Entrepreneurship is a central path to job creation, economic growth, and prosperity.

68 ional labor market information and real-time job data.

69 ivity was significantly associated with high job demand (OR=1.63, 95% CI: 1.06-2.51).

70 Nurses with passive jobs (low job demand combined with low job control) were significa

71 back on quality measurements (as a burdening job demand or rather as an intrinsically or extrinsicall

72 rformance: 1) feedback can be perceived as a job demand that pressures nurses to improve the results

73 nd 4) feedback can be perceived neither as a job demand, nor as a job resource, and has no effect on

74 Building on the Job Demands-Resources model this study explores: (1) whe

75 keletal conditions, years in profession, and job description (odds ratio: 1.67; 95% confidence interv

76 Musculoskeletal pain varied significantly by job description, with the highest incidence reported by

77 is et al. reveal that it has a much narrower job description: organizing a small team of molecular ch

78 ate describing the latest enhancement to the Job Dispatcher APIs as well as the governance under it.

79 Since 2009 the EMBL-EBI Job Dispatcher framework has provided free access to a r

80 s reporting burnout, intention to leave, and job dissatisfaction in 2006 as compared to 1999.

81 veral CTLs per target were needed to get the job done.

82 that encapsulate a particular computational job, effectively separating the process logic from the s

83 ydrocarbon exposure or potentially stressful job experiences had an increased prevalence of depressio

84 analyse the effect of potentially stressful job experiences, job type, and total hydrocarbon exposur

85 TSD, but after taking into account oil spill job experiences, only the association between the highes

86 W), and silica were assessed by three French job exposure matrices.

87 A job exposure matrix (JEM) determined occupational exposu

88 ata from a public data source to construct a job exposure matrix and test exposure-response relations

89 A job exposure matrix may be useful for the study of biome

90 udy supports the use of a general population job exposure matrix to estimate workplace physical expos

91 e silica exposure was estimated by linking a job exposure matrix with each participant's work history

92 tional noise (321 job titles summarized by a job exposure matrix) and compared with self-reported occ

93 Using an ordinal job exposure matrix, 45% had maximum daily total hydroca

94 cific exposure was estimated with the ALOHA+ job exposure matrix.

95 sessed by self-reported VGDF exposure and by job-exposure matrix (JEM).

96 e assessment framework that combined ordinal job-exposure matrix intensity ratings with quantitative

97 In multivariate analysis, those with job exposures had higher odds of COPD (odds ratio, 1.44;

98 Among those with COPD, job exposures were associated with shorter 6MWDs (-26.0

99 ability, lift use, physical and psychosocial job factors, and sociodemographics.

100 safety practices, physical and psychosocial job factors, musculoskeletal symptoms, and perceptions a

101 e (1) variety (positive), (2) having another job for pay (negative), (3) first basic degree (having a

102 re crucial to framing nursing as a 'suitable job' for a growing number of entrants.

103 9 full- and part-time positions spanning all job functions involved in biomedical research.

104 that workers with high force/high repetition jobs had the highest prevalence of CTS (odds ratio = 2.1

105 science, reduced availability of funding and jobs has made science more competitive than ever.

106 These exposures and jobs have 1 common chemical exposure-benzene, a recogniz

107 Complete job histories were collected, and occupational exposure

108 skills from graduate school into a lucrative job in a growing industry, go to law school.

109 ational exposure likelihood based on longest job in current/former smokers (n = 1,075) recruited as p

110 es have done and continue to do an excellent job in eliminating or reducing the impact of childhood d

111 Kline does an excellent job in explaining the problem, but does not go all the w

112 and thoughts on how to prepare to look for a job in finance.

113 nditure and sitting time in the longest held job (in men only), nonoccupational physical activity, an

114 multifunctional inhibitors juggle biological jobs increases our knowledge of the connections between

115 Annual job/industry-specific estimates of lead fume and lead du

116 physical attractiveness even when they take job interview performance into account.

117 osed to a social-evaluative stressor (a mock job interview).

118 From job interviews to the heat of battle, it is evident that

119 An equity research analyst's job is to determine whether the price of a stock is like

120 VD risk among persons who did not experience job loss and increased CVD risk among persons who lost t

121 l, has increased attention to the effects of job loss and unemployment.

122 ssions might be protective in the absence of job loss but hazardous in the presence of job loss.

123 Job loss in the years before retirement has been found t

124 Job loss is an involuntary disruptive life event with a

125 onary labor market conditions at the time of job loss were associated with a significantly higher CVD

126 nt mitigates some of the negative effects of job loss, it does not eliminate them.

127 Among workers who experienced job loss, recessionary labor market conditions at the ti

128 ntrast, among workers who did not experience job loss, recessionary labor market conditions were asso

129 ople have concerns about deception, privacy, job loss, safety, and the loss of human relationships.

130 of job loss but hazardous in the presence of job loss.

131 s, lessen the social-psychological impact of job loss.

132 Nurses with passive jobs (low job demand combined with low job control) were

133 What makes a successful academic job market candidate is the subject of much current disc

134 veral recent surveys indicate that the Ph.D. job market in relevant science fields is in a state of c

135 n the United States, perception of a limited job market, and the explosive growth in the number of ho

136 the junior faculty/independent investigator job market.

137 ific educational pathways and limited upward job mobility in Germany, nurses tend to be more homogeno

138 However, these jobs must overlap, presenting a problem in resolving con

139 at significantly higher risk if they had no job, no insurance, or were obese; additional risk factor

140 es during the follow-up period, including in jobs obtained (60% compared with 36%), weeks worked (23.

141 press and blogosphere too often portray the job of a research-intensive faculty member and principal

142 The job of a scientist is to make a discovery and then commu

143 Existing methods do an excellent job of detecting variants in approximately 90% of the hu

144 for those who are attempting to complete the job of discovering all proteins, or constructing the pro

145 too fast and too easy a mechanism to do the job of explaining categorisations.

146 Kline does an admirable job of extending the functionalist framework developed b

147 s been traditionally viewed as the exclusive job of G protein-coupled receptors (GPCRs).

148 nces, most researchers assume that it is the job of linguists to investigate how language is represen

149 The essential job of precision medicine is to match the right drugs to

150 assigns a specific collection of neurons the job of providing the rest of the brain with all of the i

151 (tissue culture plastic and glass) do a poor job of recapitulating native cellular milieus, there is

152 The revised model also does a better job of representing recent (decadal) phenological trends

153 During saccadic eye movements, the job of the nervous system is not to perceive a change in

154 ementation in DelPhiPKa and can run a single job on up to 24 CPUs.

155 Users can create and submit jobs on our free server (at the URL listed above), or us

156 s, media attention, potential collaborators, job opportunities and funding opportunities.

157 l influence future intellectual performance, job opportunities, and community participation of HIV-in

158 prepares scientists for an array of exciting job opportunities, one of which is as a faculty member o

159 mpetencies are presumed to be learned on the job or emphasized in conferences.

160 ssibly money, with no guarantee of finding a job or of returning to science should the decision prove

161 (p=0.02) and were more satisfied with their jobs (OR=1.51, 95% CI=1.09-2.09) than those with low qua

162 ork characteristics, burnout, nurse reported job outcomes, quality of care, and patient adverse event

163 aracteristics, and burnout on nurse reported job outcomes, quality of care, and patient adverse event

164 Diego Supercomputer Center by incorporating job-packing and parallelization considerations into our

165 to benzene, gasoline, motor vehicle-related jobs, painting, and rubber solvents.

166 A new method for array job parallelization has been developed which offers O(T)

167 The JPred service runs up to 94 000 jobs per month and has carried out over 1.5 million pred

168 ng rotating shifts was associated with worse job performance outcomes, whilst fixed night shifts appe

169 ally sexual discrimination or harassment and job performance pressures.

170 d to: decrease stress, improve mood, improve job performance, reduce burnout, improve patient/staff r

171 rking overtime was associated with decreased job performance.

172 er method is more convenient compared to the Job plot and unlike it gives correct results in all real

173 Continuous variation method, known as Job plot, is the most commonly applied method for the de

174 Job plots and (1)H NMR spectroscopy titrations were used

175 etry of guest binding was investigated using Job plots for each host-guest pair, and (1)H NMR titrati

176 Job plots in which reaction rates are monitored provide

177 surements, circular dichroism (CD), NMR, and Job plots), we demonstrate that c-di-AMP, which contains

178 Here using band shift assays, fluorescence Job plots, and yeast three-hybrid assays, we investigate

179 supply into the workforce and the number of job postings for occupations within that workforce have

180 identify practical skill sets from real-time job postings to optimally equip trainees for an array of

181 and autonomy, and reduce workload and other job pressure factors.

182 ool youth in Chicago, assignment to a summer jobs program decreases violence by 43% over 16 months (3

183 changes in individuals' overall psychosocial job quality and variation in sickness absence.

184 l job quality, measured using a psychosocial job quality index (levels of job control, demands and co

185 The main exposure variable was psychosocial job quality, measured using a psychosocial job quality i

186 bsence in response to worsening psychosocial job quality.

187 oyment, long-term earnings losses, and lower job quality; declines in psychological and physical well

188 e and adds support for popular cluster-based job-queue engines, MD5 signatures as an alternative to t

189 polled adults online about typical American jobs, rated as American society views them, on warmth an

190 articipation in a 48-96 week life-skills and job-readiness programme.

191 kens and cannot wait to arrive at his or her job-regardless of the details of each choice, the outcom

192 Adjusting for individual and job-related characteristics, evidence indicated the pote

193 ic groups while adjusting for individual and job-related characteristics.

194 els (adjusting for age, country, trauma, and job-related physical activity) and expressed as odds rat

195 least once per month and was coded as none, job-related, and/or sport-related.

196 es (odds ratio = 1.09-2.27) in mixed exposed jobs relative to the lowest exposed workers.

197 nurses find new jobs and/or accommodation to jobs requiring significant physicality.

198 be perceived as an intrinsically motivating job resource that stimulates nurses to improve the resul

199 an intrinsically or extrinsically motivating job resource) are respectively related to nurses' well-b

200 perceived neither as a job demand, nor as a job resource, and has no effect on nurses' well-being an

201 be perceived as an extrinsically motivating job resource, that is instrumental to improve the result

202 202 (87%) of these 231 women were placed in jobs, returned to school, or started a business.

203 nconventional oil and gas (UOG) has produced jobs, revenue, and energy, but also concerns over spills

204 t in clinical confidence was affected by the job-role of the clinical officer (Coef=6.49, p=0.002) an

205 covariants of sex, age, clinical experience, job roles, country, and health institution's workload.

206 [95% CI, 1.31-1.84]), having a lower-status job (RR, 1.24 [95% CI, 1.09-1.41]), living alone (RR, 1.

207 oth applications is wizard-assisted, and the job runtime is relatively short.

208 Job's method of continuous variation and nonlinear least

209 By Job's method, the ratio of metal to ligand in Ni(2+) was

210 quercetin-cadmium complex were determined by Job's method.

211 chiometry of the complex was determined by a Job's plot and the binding constant was estimated from a

212 The Job's plot derived on the basis of the absorption data s

213 UV-Vis, LC-MS, FIR, Fluorescence titration, Job's plot method and theoretical approaches.

214 The Job's plot suggests a 2:1 complex between L and La(3+),

215 en training focused on basic care skills and job satisfaction (OR=1.36, 95% CI=0.99-1.84).

216 (4) negative affectivity (positive), and (5) job satisfaction (positive).

217 action and the individual culture domains of job satisfaction (R = 0.327 [P = .07]), working conditio

218 logistic regression was performed to compare job satisfaction across racial and ethnic groups while a

219 , evidence indicated the potential for lower job satisfaction among Black, American Indian/Alaska Nat

220 lations were related to initial training and job satisfaction among certified nursing assistants usin

221 ip behaviours of nurses in relation to staff job satisfaction and other organizational outcomes.

222 can develop effective strategies to improve job satisfaction and retain minority nurses.

223 no evidence indicating a clear difference in job satisfaction between Hispanic, Native Hawaiian/Pacif

224 As job satisfaction has been linked to nursing home turnove

225 ons, initial training quality and focus, and job satisfaction in certified nursing assistants.

226 Understanding minority nurses' job satisfaction is a critical first step to inform stra

227 However, job satisfaction of employees working fixed nights was r

228 Job satisfaction was also associated with receiving more

229 y also had a lower depersonalization scores; job satisfaction was independently associated with havin

230 Job satisfaction was measured by a single survey item.

231 commitment to employee safety and impact on job satisfaction was positively impacted by implementati

232 Moderate differences in job satisfaction were observed across racial and ethnic

233 physical workload, lower job strain, higher job satisfaction, and less musculoskeletal symptoms.

234 o improvements in confidence and competence, job satisfaction, critical thinking and reductions in st

235 und for the relationships hypothesized among job satisfaction, organizational commitment, intent to s

236 dictors of early career nurses' turnover are job satisfaction, organizational commitment, job search,

237 boembolism prophylaxis, diet administration, job satisfaction, stress reduction, perception of manage

238 ors of nurse reported outcome variables such job satisfaction, turnover intentions, quality of care (

239 was of high quality, and this was related to job satisfaction.

240 ect sizes > 0.2) of several variables except job score and midlife hypertension in predicting excepti

241 this NeuroView is to provide tips about the job search for young scientists who have decided to ente

242 job satisfaction, organizational commitment, job search, intent to stay, and shock (back injuries) ba

243 ach candidate better prepared for her or his job search.

244 sex, low job control, high demands, and low job security.

245 redictors of confidence and preparedness for job seeking included ethnicity, nursing specialty, gende

246 in our understanding about the experience of job seeking, and the factors that influence disadvantage

247 Stressed job-seeking unemployed community adults (n = 35) were ra

248 that usually focus primarily on academic and job skills.

249 Job-specific exposure was estimated with the ALOHA+ job

250 exposure was categorized using self-reported job-specific solvent use collected at baseline.

251 ntensity, educational level, marital status, job status, energy intake, and physical activity).

252 Job strain (a combination of high demands and low contro

253 interventions should be focused on reducing job strain along with biomechanical exposure for possibl

254 Associations between job strain and asthma exacerbations were modelled using

255 Evidence of the link between job strain and cortisol levels has been inconsistent.

256 We found no relationship between job strain and the cortisol awakening response.

257 We investigated the associations between job strain and the incidence of severe asthma exacerbati

258 ective was to model the relationship between job strain and the whole cortisol curve, accounting for

259 how work-related biomechanical exposure and job strain in midlife separately and jointly predicted b

260 Our findings suggest that job strain is probably not an important risk factor for

261 After adjustment for confounders, job strain predicted degenerative MSDs among women after

262 In the age- and sex-adjusted analyses, job strain was associated with an increased risk of seve

263 We found that job strain was associated with lower salivary cortisol l

264 nxiety/depression, bereavement, distress and job strain) and five main atopic outcomes (asthma, wheez

265 redictors (age, sex, socioeconomic position, job strain) were 0.79 and 0.78, respectively.

266 at work-related psychosocial stress, such as job strain, can make asthma worse, but this is not corro

267 n-White race, lower physical workload, lower job strain, higher job satisfaction, and less musculoske

268 ationship between the number of psychosocial job stressors reported by an individual and the odds of

269 r a clarification of roles, competencies and job structure and for adequate training and supervision.

270 access to web services, including the entire job submission, monitoring and retrieval process, Chimer

271 d checkpointing and increased flexibility of job submission.

272 uitive; (2) Storage space, maximum number of job submissions, wall time and cluster-specific paramete

273 CPU time in the shared HPC environment, and jobs submitted during quiet periods can complete in extr

274 ic analyses, transforming long-running batch jobs submitted via a Linux shell into questions that can

275 res and were highest for firefighters during job tasks that involve the most direct contact with smok

276 Here T is the number of array job tasks.

277 and weeks, earned more wages, and had longer job tenures.

278 ask specialists are more proficient at their jobs than generalists and specialists in other tasks; ho

279 If a job that used to take 24 days can now be completed in le

280 rotamer search space to produce small, fast jobs that are easily distributed.

281 Large jobs that cannot fit in memory were made possible by spl

282 BLAST jobs that hitherto failed or slogged inefficiently to co

283 When making decisions about funding and jobs the scientific community should recognise that most

284 er than serving as a "protocol for getting a job," these tips are aimed at providing information that

285 in which they were to find a new home and a job through interactions with virtual cartoon characters

286 ias, that reports stratify workers mostly by job title not task, that not all studies adjusted for sm

287 We used job title-based exposure data from a public data source

288 ical measurements of occupational noise (321 job titles summarized by a job exposure matrix) and comp

289 made difficult by the multitude of different job titles they can carry.

290 es staying in the same units, positions, and job titles to inform unit-level retention strategies, an

291 development can bring infusions of money and jobs to local communities, an array of risks to communit

292 Registered nurse job turnover is an ongoing problem in the USA resulting

293 s consequences, including increased rates of job turnover, reduced patient satisfaction, and decrease

294 ct of potentially stressful job experiences, job type, and total hydrocarbon exposure on mental healt

295 est proportion of being satisfied with their job was Native Hawaiian/Pacific Islander (88.8%), follow

296 Currently having a job was significantly associated with a smaller percenta

297 This study tests whether summer jobs, which shift focus from remediation to prevention,

298 the number of tasks when running an analysis job with dual segmentation reduces the size, scope and e

299 ns with high job control, persons working in jobs with low job control experienced significantly grea

300 n a globalizing India, nursing is becoming a job 'with prospects' transcending traditional caste, cla