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Part, Chapter, Paragraph
1 I, 2. 4 | a combination of quality job opportunities, allowing
2 I, 2. 5 | example, in many work areas, job demands have increased,
3 I, 2. 5 | quality and maintenance; job enlargement, job rotation,
4 I, 2. 5 | maintenance; job enlargement, job rotation, including interdepartmental
5 I, 2. 5 | including interdepartmental job rotation; knowledge management;
6 I, 2. 5 | work place practices and job satisfaction”, reveals that
7 I, 2. 5 | concludes that teamwork, job rotation and supporting
8 I, 2. 5 | instability in work contracts and job descriptions. Companies
9 I, 2. 5 | fixed-term contract have less job security, less control over
10 I, 2. 11 | workplace practices and job satisfaction: evidence from
11 II, 5. 4. 2| countries remains a difficult job, mainly of collaborative
12 II, 5. 5. 3| are capable of holding a job and of having an independent
13 II, 5. 5. 3| rates and the unnecessary job restrictions adopted in
14 II, 5. 5. 3| 1980; Fraser et al, 1983). Job restrictions are common
15 II, 5. 5. 3| epilepsy and considers that job restrictions are discriminatory
16 II, 5. 5. 3| premises, work schedules or job descriptions so that they
17 II, 5. 5. 3| and physical benefits of job retention that can reduce
18 II, 5. 5. 3| people and at/not at risk for job loss);~o identifying demographic
19 II, 5. 5. 3| research;~· Employment and Job retention~· Participation
20 II, 5. 6. 3| to hold down a full-time job in older studies (Brooks,
21 II, 5. 6. 3| physical requirements of the job.~ ~Impact on individual (
22 II, 5. 11. 3| occupational disability, need for job retraining, and even invalid
23 II, 5. 11. 4| self-esteem, depression and poorer job prospects. Indeed, the quality
24 II, 7. 4. 6| of a loved one, loss of a job);~· psychological factors
25 II, 9. 3. 2| may just be doing a better job finding and counting maternal
26 III, 10. 2. 1| problem drug users to access a job and a home, and to develop
27 III, 10. 5. 3| the European Union held a job or had a business activity
28 III, 10. 5. 3| include fear of loosing the job, perception of inadequate
29 III, 10. 5. 3| work per gender~ ~A lack of job control and low social support
30 III, 10. 5. 3| two-thirds consider that their job does not offer good prospects
31 III, 10. 5. 3| table 10.5.3.12). A lack of job control is more common among
32 III, 10. 5. 3| reports that he might lose his job in the next six months compared
33 III, 10. 5. 3| example, in many work areas, job demands have increased,
34 III, 10. 5. 3| quality and maintenance; job enlargement, job rotation,
35 III, 10. 5. 3| maintenance; job enlargement, job rotation, including interdepartmental
36 III, 10. 5. 3| including interdepartmental job rotation; knowledge management;
37 III, 10. 5. 3| concludes that teamwork, job rotation and supporting
38 III, 10. 5. 3| instability in work contracts and job descriptions. Companies
39 III, 10. 5. 3| fixed-term contracts have less job security, less control over
40 III, 10. 5. 3| inclusion~- enhancing intrinsic job quality~- ensuring policy
41 III, 10. 5. 3| workplace practices and job satisfaction. Available
42 III, 10. 5. 3| Secker J (2002): Grove, Job retention and mental health:
43 III, 10. 6. 2| health burden of adverse job conditions has been discussed
44 III, 10. 6. 2| participants to find a regular job. Another goal is to reduce
45 III, 10. 6. 2| school and thus having no job opportunities.~· Health
46 IV, 11. 1. 4| to their appearance at a job centre, and that failure
47 IV, 12. 10 | professional life~8. supporting job desegregation~9. Supporting
48 IV, 13. 3 | population groups. Having a job represents the best chance
49 IV, 13. 3 | Moreover, healthy growth and job creation do not automatically
50 IV, 13. 3 | disadvantaged. Having a job represents the best chance
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