ライフサイエンスコーパス: job

1 wledge, and personal characteristics for the job.

2 teristics and the secondary aspects of their job.

3 iated with a nurse's intention to quit their job.

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

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

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

7 chemistry expertise will be acquired on the job.

8 majority of nurses were satisfied with their job.

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

10 provide compassionate care in a challenging job.

11 e more dishonest when they think about their job.

12 ork well in 2017 for these dual segmentation jobs.

13 centers equity, justice, and the creation of jobs.

14 modify existing databases and queue multiple jobs.

15 ishing their research careers or looking for jobs.

16 in terms of landed value, food security, and jobs.

17 conomy can also deliver sustained growth and jobs.

18 reported an intention to leave their current jobs.

19 of choosing walltimes for previously unseen jobs.

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

21 ions and monthly ALAN estimates did the best job accounting for spatial bias in detection of all obse

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

23 re, but, because women frequently quit their jobs after being harassed, programs that reduce harassme

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

25 elements to consider in choosing an initial job and the importance of identifying a team of committe

26 te the respondent's intention to leave their job and to collect data on related factors, including in

27 over 52 million people infected, millions of jobs and businesses lost, and more than 1 million deaths

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

29 sed a command-line script for running larger jobs and handling unsupported genomes.

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

31 psychiatric nurses' intention to leave their jobs and the factors associated with it have been scarce

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

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

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

35 as infrastructure, population distribution, jobs, and services that play a key role in urban livabil

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

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

38 Landing a job as an assistant professor or independent investigato

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

40 veterans preferentially for civilian public jobs as recompense for active military service.

41 We show that the dynamics of job assignment is well described by a "rich-get-richer"

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

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

44 Science Foundation estimates that 80% of the jobs available during the next decade will require math

45 active occupations compared with high-strain jobs (beta x time = -0.078, 95% CI: -0.138, -0.017); and

46 s to apply to and receive offers for startup jobs, but conditional on receiving an offer, they are 56

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

48 Each data analysis job can be shared or cloned to disseminate the knowledge

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

50 paced and fierce competition for funding and jobs can present a challenge to the younger generation o

51 ed by scientists when reviewing manuscripts, job candidates and grant applications - words such as in

52 ing salary, and signing bonus of prospective job candidates in ways that bias the process in favor of

53 Job characteristics that differed according to sex inclu

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

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

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

57 cipants found it difficult to prioritize the job components or to differentiate between core tasks an

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

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

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

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 ovided clear evidence of economic growth and job creation for systems managed by villagers' committee

67 required for self-sustainable operation and job creation in low-income communities (<$2/day/capita).

68 that stimulate entrepreneurial activity and job creation, particularly in technology sectors.

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

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

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

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

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

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

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

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

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

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

79 ips such that a greater number of sources of job discrimination (>=3) was associated with greater odd

80 Sex- and health-specific job discrimination also predicted new-onset sleepiness.

81 6), to examine the associations of perceived job discrimination due to sex, race, age, health conditi

82 Perceived job discrimination may contribute to working women's poo

83 s/night) at time 1 (2012-2014), age-specific job discrimination was associated with 21% increased odd

84 t insomnia symptoms at time 1, race-specific job discrimination was associated with 37% increased odd

85 gression models revealed that each source of job discrimination was independently associated with dif

86 Job discrimination, a social stressor, may lead to sleep

87 blems after controlling for other sources of job discrimination.

88 ed this relationship and specific sources of job discrimination.

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

90 n-banking professionals to think about their job does not have a significant effect on honesty.

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

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

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

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

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

96 We applied previously developed job exposure matrices assigning exposure levels to ELF-M

97 A job exposure matrix (JEM) determined occupational exposu

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

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

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

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

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

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

104 ntrations.Methods: We used a quantitative EC job-exposure matrix for exposure assessment.

105 THC exposures were estimated using a job-exposure matrix incorporating self-reported activiti

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

107 A quantitative job-exposure matrix was used to estimate silica exposure

108 e exposure for each case and control using a job-exposure matrix.

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

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

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

112 Under-allocation causes job failure and requires analyses to be repeated with a

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

114 ness of a family member, divorce, or between jobs, from one year before cancer diagnosis and onwards.

115 9 full- and part-time positions spanning all job functions involved in biomedical research.

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

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

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

119 Detailed work schedules for each job held for at least 2 years (n = 15,724) were elicited

120 policies seem influential: the percentage of job holders identifying as veterans in the civilian US e

121 lish it in a peer-reviewed journal; to get a job in academia or money to run a lab, we present these

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

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

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

125 le respondents were also more likely to have jobs in occupational categories with larger proportions

126 Many attractive jobs in today's world require people to take on new chal

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

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

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

130 Among PhDs whose first job is industrial research & development, 15.8% of US Ph

131 that estimating the memory requirements of a job is possible using the same methods, which as far as

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

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

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

135 For many, job loss carries the added sting of losing health insura

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

137 ntal oxygen, need for assistive devices, and job loss were more common in lower income patients.

138 onomic hardship during the lockdowns-looming job loss, income loss, and workload decline-which eviden

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

140 ing exposure to socioeconomic stressors like job loss.

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

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

143 ges on automated parallelization and cluster job management approaches for rapid production of impute

144 As employees lose their jobs, many will lose their employer-sponsored dental ins

145 the junior faculty/independent investigator job market.

146 needs and business models will influence the job market.

147 and middle-income countries with precarious job markets and weak social protection systems.

148 er align this career stage with contemporary job markets and work life.

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

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

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

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

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

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

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

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

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

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

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

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

161 hiring process or what is needed to secure a job offer.

162 ly differentiate applicants with and without job offers.

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

164 to enable a user to submit their analyses as jobs on HPC schedulers.

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

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

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

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

169 likely to feel that they had missed out on a job opportunity (P < 0.001) and that their fellowship ch

170 upremacy rather than material concerns about jobs or crime (study 3).

171 For long-running jobs or large memory needs we provide detailed guidance

172 0.480-0.629) and being satisfied with one's job (OR = 0.373, 95%CI = 0.308-0.452) were negatively as

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

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

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

176 yment outcomes (absenteeism, job tenure, and job performance).

177 action such as working shift and leadership, job performance, organizational commitment, effort and r

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

179 rking overtime was associated with decreased job performance.

180 trality in the top quartile have an expected job placement level that is 1.5 times greater than men i

181 male-dominated inner circle have an expected job placement level that is 2.5 times greater than women

182 hool-wide network, the higher his leadership-job placement will be.

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

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

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

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

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

188 JBrowse Connect allows users to track job progress and view results in the context of the brow

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

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

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

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

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

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

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

196 ucational background and self-rated health), job-related factors (professional title, working years,

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

198 factors that may help better understand the job requirements and boundaries.

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

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

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

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

203 202 (87%) of these 231 women were placed in jobs, returned to school, or started a business.

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

205 reign PhDs' preferences for established firm jobs, risk tolerance, or preference for higher pay.

206 lf-contacts differed significantly among HCW job roles, with providers and respiratory therapists con

207 eases, varying among care activities and HCW job roles.

208 zed training for pandemic-induced changes in job roles; 4) recognition and clear communication from l

209 [95% CI, 1.31-1.84]), having a lower-status job (RR, 1.24 [95% CI, 1.09-1.41]), living alone (RR, 1.

210 Here we introduced the Galaxy job run dataset and tested popular machine learning mode

211 The tracking database allows users to view job running status in real time and visualize >100 quali

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

213 Job's method of continuous variation and nonlinear least

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

215 eta-C on whey fractions was recognized using Job's method.

216 atio of HMBP-Al(3+) was determined as 1:2 by Job's plot and ESI-MS as well as (1)H NMR titration.

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

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

219 ctrospray ionization (ESI)-mass spectra, and Job's plots were used to verify the mechanism of the spe

220 t hyper-IgE syndrome (AD-HIES, also known as Job's syndrome) is caused by mutations in STAT3.

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

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

223 Nurse outcomes were job satisfaction and intent-to-stay.

224 nt respect, physician-nurse coordination and job satisfaction are significant factors associated with

225 ly there are mounting concerns about nurses' job satisfaction because of its pivotal role in nurse tu

226 It is vital to increase nurses' job satisfaction because this has the potential both to

227 g pathways have been identified with nurses' job satisfaction being mediated by various factors.

228 The indirect relationships and predictors of job satisfaction contribute to a more comprehensive unde

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

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

231 Job satisfaction of hospital nurses is closely related t

232 ntion, as well as the influencing factors of job satisfaction such as working shift and leadership, j

233 The impact of job satisfaction upon sickness absence, turnover intenti

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

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

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

237 e age of 36 or higher, being married, higher job satisfaction, good sleep quality and regular exercis

238 d that four factors, poor sleep quality, low job satisfaction, more work hours, and second-hand smoke

239 Key terms and phrases associated with job satisfaction, occupational stress, professional comm

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

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

242 being married/member of an unmarried couple, job satisfaction, sleep hours per day and sleep quality

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

244 e understanding of the complex phenomenon of job satisfaction, which in turn may aid the development

245 atisfaction Questionnaire was used to assess job satisfaction.

246 physician-nurse coordination and trust) and job satisfaction.

247 support for the LSF, SGE, PBS Pro, and Slurm job schedulers and can scale up to thousands of parallel

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

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

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

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

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

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

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

255 ervation, 196 interviews, and 39 episodes of job shadowing.

256 onstrated at the tonoplast where it serves a job-sharing role with V-ATPase in vacuolar acidification

257 his was linked with welding histories from a job-specific questionnaire to calculate cumulative expos

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

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

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

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

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

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

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

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

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

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

268 ed significant after adjusting for perceived job stress at six weeks of work (HR = 2.26, 95% CIs of H

269 tional stress levels were measured using the Job Stress Scale for Newly Graduated Nurses.

270 ational commitment, professional commitment, job stress, patient satisfaction, patient-nurse ratios,

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

272 d checkpointing and increased flexibility of job submission.

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

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

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

276 Such a job-synergistic mode between catalytic and conductive fu

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

278 Here T is the number of array job tasks.

279 res, and 3 employment outcomes (absenteeism, job tenure, and job performance).

280 ents are more likely to leave full-time STEM jobs than otherwise similar childless peers and even new

281 rs and were more likely to have lower status jobs than their less masculine same-sex school peers.

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

283 es, given the increasing number of nighttime jobs that crucially rely on the availability of cognitiv

284 BLAST jobs that hitherto failed or slogged inefficiently to co

285 uster together, pointing to specific sets of jobs that one might be well suited for.

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

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

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

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

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

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

292 h now supports parallel launching of several jobs to improve reproducibility and user time efficiency

293 Jobs to perform HHsearch and HHblits searches with many

294 and increased ability to distribute analysis jobs to remote resources.

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

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

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

298 ient scaffold that would disappear 'when the job was done' and would not hamper further treatment opt

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

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