Query:  Equal Job 

title: Workdays are not created equal: Job satisfaction and job stressors across the workweek
abstract: Are your workdays created equal? Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees' experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in opposite predictions as to whether job dissatisfaction and perceived job stressors will be higher "Monday blues" or lower "rested and recharged" at the beginning of the workweek rather than later in the week. Employing a daily diary design with 139 employees (681 matched daily observations) working the traditional workweek, we found that employees reported experiencing lower levels of job satisfaction and perceived more job stressors (i.e. incivility and organizational constraints) at the beginning of the workweek as opposed to later in the week. Additionally, the relationship between perceived incivility and job satisfaction was stronger at the beginning of the workweek. Our findings were consistent with the "Monday blues" perspective and suggest that workdays are not created equal.

title: All internships are not created equal: Job design, satisfaction, and vocational development in paid and unpaid internships
abstract: This manuscript theorizes difference in the work structure of paid and unpaid internships and its influence on intern job satisfaction and vocational development. Specifically, we draw upon theories from human resource management and volunteerism to argue why unpaid internships might exhibit less job structure than paid internships, and how this possibly influences the experiences of interns. As internships continue to be performed by a mix of paid and unpaid workers and as the proportion of unpaid interns steadily increases, it becomes ever important to understand how mainstream workplace concepts such as job design apply to workers who do not receive monetary compensation for their labor. We offer several testable propositions concerning unpaid interns and discuss implications for theory and practice.

title: Single machine scheduling with two competing agents and equal job processing times
abstract: We study various two agent scheduling problems on a single machine with equal job processing times. The equal processing time assumption enables us to design new polynomial time or faster than known optimization algorithms for many problems. We prove, however, that there exists a subset of problems for which the computational complexity remains NP hard. The set of hard problems includes different variations where the objective functions of the two agents are either minimizing the weighted sum of completion times or the weighted number of tardy jobs. For these problems, we present pseudo polynomial time algorithms.

title: Are all LEPS created equal? job and workplace dynamics, 1998 2012

title: Do Equal Employment Opportunity Statements Backfire? Evidence from a Natural Field Experiment on Job Entry Decisions
abstract: Labor force composition and the allocation of talent remain of vital import to modern economies. For their part, governments and companies around the globe have implemented equal employment opportunity (EEO) regulations to influence labor market flows. Even though such regulations are pervasive, surprisingly little is known about their impacts. We use a natural field experiment conducted across 10 U.S. cities to investigate if EEO statements in job advertisements affect the first step in the employment process, application rates. Making use of data from nearly 2,500 job seekers, we find considerable policy effects, but in an unexpected direction: the presence of an EEO statement dampens rather than encourages racial minorities willingness to apply for jobs. Importantly, the effects are particularly pronounced for educated job seekers and in cities with white majority populations. Complementary survey evidence suggests the underlying mechanism at work is "tokenism" revealing that EEO statements backfire because racial minorities avoid environments in which they are perceived as regulatory, or symbolic, hires rather than being hired on their own merits. Beyond their practical and theoretical importance, our results highlight how field experiments can significantly improve policy making. In this case, if one goal of EEO regulations is to enhance the pool of minority applicants, then it is not working.

title: Origins of the Committee for Equal Job Opportunity
abstract: ACIPCO has a long history in Birmingham, reaching back to the early years of the twentieth century, a time when the city itself was still in its childhood. In the years surrounding World War I, the company's founder, John J. Eagan, instituted policies at ACIPCO that placed it at the fore front of the development of welfare capitalism. Inspired by a paternalism rooted in his Christian faith, Eagan "financed the construction of housing for workers, created health services, built churches, provided social workers, established recreational facilities, and helped finance a system of education for adults and their children:"1 These programs, while aimed at improving the lives of ACIPCO's workers, were also intended to instill in them traits of discipline, industry, and loyalty that would prove valuable to the company.2 In fact, Eagan's commitment to morality went beyond the provision of such services to include a series of strict rules regarding employee behavior, including a prohibition on the use of alcohol. Hailing that policy in particular, a 1933 profile in the Christian Science Monitor described it as a key reason why ACIPCO employees, both black and white, had been able to obtain certain markers of success including furnished homes, electricity, radios, and

title: An effective ant colony optimization algorithm for multi objective job shop scheduling with equal size lot splitting
abstract: This paper proposes several novel hybrid ant colony optimization (ACO) based algorithms to resolve multi objective job shop scheduling problem with equal size lot splitting. The main issue discussed in this paper is lot splitting of jobs and tradeoff between lot splitting costs and makespan. One of the disadvantages of ACO is its uncertainty on time of convergence. In order to enrich search patterns of ACO and improve its performance, five enhancements are made in the proposed algorithms including: A new type of pheromone and greedy heuristic function; Three new functions of state transition rules; A nimble local search algorithm for the improvements of solution quality; Mutation mechanism for divisive searching; A particle swarm optimization (PSO) based algorithm for adaptive tuning of parameters. The objectives that are used to measure the quality of the generated schedules are weighted sum of makespan, tardiness of jobs and lot splitting cost. The developed algorithms are analyzed extensively on real world data obtained from a printing company and simulated data. A mathematical programming model is developed and paired samples t tests are performed between obtained solutions of mathematical programming model and proposed algorithms in order to verify effectiveness of proposed algorithms.

title: Is all Support Equal? The Moderating Effects of Supervisor, Coworker, and Organizational Support on the Link between Emotional Labor and Job Performance
abstract: This study was designed to examine the moderating roles of perceived supervisor, coworker, and organizational support in the relationship between emotional labor and job performance in the airline service context. A sample of flight attendants working for one major airline company in South Korea participated in this study. The flight attendants' official job performance data were provided by the airline company. For data analyses, a series of hierarchical moderated regression analyses were employed. The results showed differential moderation effects of the three sources of support at work. Specifically, the positive relationship between deep acting and job performance was strengthened by perceived supervisor and coworker support. The negative relationship between surface acting and job performance was exacerbated by perceived supervisor support, indicating the reverse buffering effect. Perceived organizational support showed only main effects on employee performance with no moderation effects.

title: Equal Job unequal pay. Fixed term contracts and wage differentials in the italian labor market
abstract: Partial and targeted labor market deregulation as undergone in Italy during the last two decades has created a strong cohort cleavage on the labor market as regards the risks of a precarious work career. In explaining the logics underlying the different kinds of labor market deregulation, the literature stresses the alternative between labor market adjustment based on wage inequality and job insecurity. Flexible and unequal labor markets in the English speaking countries are opposed to the continental European ones, where wage differentiation is limited but deregulation has been <at the margins> Notwithstanding the theoretical debate, there is still relatively little empirical evidence regarding the level of inequality in wages between <contingent> and <secure> work positions, especially in Italy, although, given the ongoing debate, one would expect a trade off between job security and wage level to be operating. We use the Italian component of the 1995 2001 ECHP panel waves, the SHIW panels 2004 2006, 2006 2008 to provide an empirical based analysis of the persistence of a clear and significant wage differential between contingent and secure work in Italy that parallels and adds to the job insecurity dimension. As regard methods, we apply statistical matching, multivariate analyses and FE models. All our results confirm this specific outcome of the <deregulation at the margins> of the Italian labor market.

title: Two agent scheduling on a single parallel batching machine with equal processing time and non identical job sizes
abstract: We schedule the jobs from two agents on a single parallel batching machine with equal processing time and non identical job sizes. The objective is to minimize the makespan of the first agent subject to an upper bound on the makespan of the other agent. We show that there is no polynomial time approximation algorithm for solving this problem with a finite worst case ratio, unless P=NP. Then, we propose an effective algorithm LB to obtain a lower bound of the optimal solution, and two algorithms, namely, reserved space heuristic (RSH) and dynamic mix heuristic (DMH) to solve the two agent scheduling problem. Finally, we evaluate the performance of the proposed algorithms with a set of computational experiments. The results show that Algorithm LB works well and tends to perform better with the increase of the number of jobs. Furthermore, our results demonstrate that RSH and DMH work well on different cases. Specifically, when the optimal makespan on the first agent exceeds the upper bound of the makespan of the other agent, RSH outperforms or equals DMH, otherwise DMH is not less favorable than RSH.