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With the development of social economy, the problem of female labor force and talent ecology mechanism has become increasingly prominent. They do not assign jobs according to their abilities, but decide their duties according to their interpersonal relationships. The uneven distribution of human resources makes the difference, the impact of the female talent social mobility tends to solidify and the social strata between the contradictions are deepening.

This paper mainly investigates the current situation of female talents social mobility to solve the problem of the social mobility of female talent, and evaluates the main factors that affect female talents social mobility by analyzing the flow of ordinary female labor, enterprise female talents and educational female talents.

Society should pay attention to the social mobility of female talent, carry out comprehensive ecology mechanism in time, take different methods to the management of female talents in different industries, remove the obstacles that affect the social mobility of female talents and create a good ecology mechanism of female talent.

This paper provides corresponding suggestions and countermeasures on the ecology mechanism of female talents social mobility.

Labor market studies which focus on dichotomous categories such as employed and unemployed miss a variety of marginal employment situations. This article addre‐sses the recent proliferation of jobs created by democratically controlled alternative organizations. We argue, from a population ecology perspective, that the economic potential of small alternative organizations is limited. Although current environmental con‐ditions favor small specialist organizations, the salience of non‐material incentives prevents alternative organizations from fully exploiting emerging opportunities. Alternative employment is best considered an instance of underemployment with strong tendencies toward impoverishment and self‐exploitation.

Despite recent advances, neither organizational studies nor the scholarship on economic resilience has systematically addressed how the ecologies of organizations that populate local economies can serve as infrastructures for responding proactively to economic shocks. Using county-level data, this study analyzes relationships between the prevalence of organizational alternatives to shareholder value-oriented (SVO) corporations within a particular locality and its unemployment levels during and after the Great Recession. The results support the hypothesis that the presence of such alternative organizations can enhance the capacities of local economies to resist and recover from recession shocks. Cooperative, municipal, and community-based enterprises, research universities, and nonprofits more generally were associated with greater resistance to the recession shock and stronger recoveries – specifically, lower surges in unemployment rates from 2007 to 2010 and greater reductions in unemployment rates from 2010 to 2016. By contrast, SVO corporations were associated with greater surges in unemployment and perhaps weaker recoveries. Providing a proof of concept, this study opens up new lines of inquiry for organizational studies by linking organizational ecologies to the promotion of collective efficacy and a more broadly shared prosperity in economic life.

Every paper needs a theme. Luckily, the venue defines the theme for me; how did the initial conditions at Stanford affect the development and diffusion of population ecology as a theoretical research program. I use the term theoretical research program reluctantly, especially considering the context of the department of sociology at Stanford University during the 1970s and 1980s (Lakatos & Musgrave, 1970). Nonetheless, I believe that population ecology can be usefully described as such. It is not a theory but rather a collection of theories developing over time with progressive problem shifts. There are methodological rules that define what paths of research to pursue and to avoid (Pfeffer, 1993, p. 613).

The purpose of this paper is to show how industrial ecology can facilitate the achievement of sustainable development through its incorporation into an engineering curriculum.

A model has been developed for assessing sustainability learning outcomes due to the incorporation of the concept of industrial ecology into undergraduate and postgraduate engineering programs. This model assesses how the Engineering Faculty at Curtin University has included a core engineering unit (Engineering for Sustainable Development) and four postgraduate units (Cleaner Production Tools, Eco‐efficiency, Industrial Ecology and Sustainable Technology) in its undergraduate and postgraduate engineering program, to enable modern engineering education to reflect the benefits of industrial ecology in the implementation of sustainable engineering solutions and decision‐making processes. Using this model, this paper demonstrates how the syllabus, interdisciplinary and multidisciplinary assignment tasks, lectures and tutorials have been developed since 2006 in order to develop the concept of industrial ecology in undergraduate and postgraduate engineering education. The paper has also analysed the different teaching methods that have been applied since 2006 to generate increased student satisfaction in these new and challenging subjects.

The university environment can temper the potential outcomes from increasing the sustainability content in engineering education, given the general lack of student maturity in understanding the value of sustainability objectives together with course limitations on sustainability content and the arduous and lengthy processes involved in changing course curricula.

Since the Engineering for Sustainable Development unit has been introduced only recently, it was beyond the scope of the research to interview graduate engineers who completed this unit to investigate how they have applied the concept of industrial ecology to achieve sustainability outcomes in their workplaces.

This research is distinct in that it investigated the implications of the incorporation of industrial ecology into the engineering curriculum.

Standard macro theories have the same analytical structure as their micro counterparts. Where micro theories work with equilibrium between supply and demand for particular products, macro theories work with equilibrium applied to aggregates of products. This common approach treats the micro–macro relationship as scalable, with macro variables being aggregations over micro variables. In contrast, we pursue a systems-theoretic approach to the micro–macro relationship. This relationship is not scalable and rather entails a disjunction between micro- and macro-levels of theory. While micro phenomena are still susceptible to choice-theoretic analysis, macro phenomena are products of ecological interaction and so entail emergent phenomena. Our alternative approach treats macro theory as a form of systems theory where the behavior of the system has properties that are not reducible to properties of the individual elements within that system. Besides sketching this alternative approach, we examine some of the different insights this approach offers into such topics as unemployment and stabilization.

Peter Y. Chen heads the Occupational Health Psychology Training program within the Industrial/Organizational Psychology program at Colorado State University. His primary research interests are in occupational health, performance evaluation, training, and methodology. He has published a book, numerous book chapters and various empirical articles appearing in the Journal of Applied Psychology, Journal of Business and Psychology, Journal of Management, Journal of Occupational Health Psychology, Journal of Organizational and Occupational Psychology, Journal of Organizational Behavior, Journal of Personality Assessment, Group and Organization Management: An International Journal.Shoshi Chen is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: work and stress, preventive stress management, and IT implementation.Oranit B. Davidson is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: job stress and strain, respite relief, expectation effects and self-fulfilling prophecy.Michelle K. Duffy is an Associate Professor and Gatton Endowed Research Professor in the Gatton College of Business and Economics at the University of Kentucky. She received a B.S. in Psychology from Miami University (Ohio), an M.A. in Industrial/Organizational Psychology from Xavier University, and a Ph.D. in Organizational Behavior/Human Resources Management from the University of Arkansas. She previously worked as a Research Psychologist at the National Institute of Occupational Safety and Health (NIOSH). Dr. Duffy teaches courses in the area of Organizational Behavior. Her research interests include employee health and well being, social undermining behaviors and processes, and team composition issues. Her research has appeared or been accepted for publication in journals such as the Academy of Management Journal, Journal of Applied Psychology, Journal of Management, Research in Personnel and Human Resources Management, Group and Organization Management, Small Group Research, and Security Journal, among others.Rudy Fenwick received his Ph.D. in Sociology from Duke University. He is currently Associate Professor of Sociology at the University of Akron. Previously, he taught at the University of South Carolina. His research interests include the effects of markets and organizational structures on jobs characteristics and worker well being, particularly job stress and participation in organizational decision making. His most recent research has appeared in The American Behavioral Scientist, Journal of Health and Social Behavior, and Journal of Family and Economic Issues. In 2003, he served as guest editor of a special edition of Sociological Focus on “Organizations Transforming Work; Work Transforming Organizations.”Glenda M. Fisk is a doctoral student in Industrial/Organizational Psychology at the Pennsylvania State University. She earned her B.A. degree in psychology at the University of Calgary. Her primary research interests include emotions in the workplace and organizational justice.Corina Graif received her Masters in Sociology from the University of Akron. She is a Ph.D. candidate in the Department of Sociology at Harvard University. Her interests include studying social organizations, institutions, networks, social justice, deviance, gender, and class inequality. She is also interested in the socio-legal mechanisms behind the adoption of social policy programs in the context of comparative social, political, and economic development.Alicia A. Grandey earned her Ph.D. at Colorado State University and has been an assistant professor in industrial-organizational psychology at Penn State University since 1999. Her research focuses on the experience and expression of emotions and stress in the workplace, particularly within the service industry and as it relates to work-family issues. Her work in these areas has been published in such journals as Organizational Behavior and Human Decision Processes, Academy of Management Journal, Journal of Vocational Behavior, and Journal of Organizational Behavior, as well as several book chapters. Dr. Grandey is a member of the American Psychological Association, Society for Industrial and Organizational Psychology (APA Div. 14), and Academy of Management.Paula L. Grubb is a Research Psychologist in the Division of Applied Research and Technology, Organizational Science and Human Factors Branch at the National Institute for Occupational Safety and Health. Dr. Grubb received her doctorate in experimental psychology from the University of Cincinnati. Dr. Grubb’s research interests include workplace violence and psychological aggression, racial/ethnic discrimination, traumatic stress, supervisory best practices, organization of work, and job stress. Her current research focuses on developing intervention and evaluation strategies for workplace psychological aggression, as well as examining workplace violence and psychological aggression policies and organizational decision-making.Stevan Hobfoll has authored and edited 11 books, including Stress, Social Support and Women, Traumatic Stress, The Ecology of Stress, and Stress Culture and Community. In addition, he has authored over 150 journal articles, book chapters, and technical reports, and has been a frequent workshop leader on stress, war, and terrorism. He has received over $9 million in research grants on stress and health. Dr. Hobfoll is currently Distinguished Professor of Psychology at Kent State University and Director of the Applied Psychology Center and the Summa-KSU Center for the Treatment and Study of Traumatic Stress. Formerly at Tel Aviv and Ben Gurion Universities, he has also been involved with the problem of stress in Israel. Dr. Hobfoll received special commendation for his research on The Psychology of Women and for his AIDS prevention programs with ethnic minority populations, and was cited by the Encyclopædia Britannica for his contribution to knowledge and understanding for his Ecology of Stress volume. He was co-chair of the American Psychological Association Commission on Stress and War during Operation Desert Storm, helping plan for the prevention of prolonged distress among military personnel and their families, and a member of APA’s Task Force on Resilience in Response to Terrorism. He maintains a private practice as a clinical psychologist and organizational consultant.Michiel A. J. Kompier has a full chair in Work and Organizational Psychology at the University of Nijmegen (The Netherlands). His research area is occupational health psychology. He has published many (inter)national articles, books and book chapters on topics such as work stress, the psychosocial work environment, mental work load, sickness absenteeism, work disability, work and health, productivity, work-home interaction, and working conditions policies. In his studies the emphasis is on prevention and intervention studies in organizations and applied research methodology. Michiel Kompier is chairman of the scientific Committee “Work Organization and Psychosocial Factors” of ICOH (International Commission on Occupational Health), co-editor of the Scandinavian Journal of Work, Environment and Health, and member of the editorial boards of Work and Stress and the International Journal of Stress and Health.Shavit Laski is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: work stress, burnout and work-non-work relationship.Lawrence R. Murphy, Ph.D. received from DePaul University, Chicago, Illinois and did postdoctoral training at the Institute for Psychosomatic and Psychiatric Research, Michael Reese Medical Center. He joined the Work Organization and Stress Research Section, National Institute for Occupational Safety and Health (NIOSH), as a Research Psychologist in 1977. He has published articles and book chapters on job stress, stress management, and safety climate, and co-edited several books, including Stress Management in Work Settings (1989), Organizational Risk Factors for Job Stress (1995), and Healthy and Productive Work: An International Perspective (2000). He serves on the editorial board of the Journal of Occupational Health Psychology, Work and Stress, and Journal of Business and Psychology. His current research involves identifying characteristics of healthy and productive work organizations, and assessing the quality of work life using a national sample of U.S. workers.Anne M. O’Leary-Kelly is a Professor in the Department of Management at the University of Arkansas. She received her Ph.D. in Organizational Behavior and Human Resources Management from Michigan State University in 1990 and previously has been on the faculty at Texas A&M University and the University of Dayton. Her research interests include the study of aggressive work behavior (violence, sexual harassment) and individual attachments to work organizations (psychological contracts, identification, cynicism). Her work has appeared in (among others) the Academy of Management Review, the Academy of Management Journal, the Journal of Applied Psychology, the Journal of Management, the Journal of Management Inquiry, the Journal of Organizational Behavior, Research in Personnel and Human Resources Management, Research in Organizational Change and Development, and the American Business Law Journal. She is a member of the Academy of Management and has been co-recipient of the Outstanding Publication in Organizational Behavior Award (given by the Organizational Behavior Division) and co-recipient of the Dorothy Harlow Outstanding Paper Award (given by the Gender and Diversity in Organizations Division). She currently serves on the Executive Committee of the OB Division of the Academy of Management.Rashaun K. Roberts is a Research Psychologist in the Division of Applied Research and Technology, Organizational Science and Human Factors Branch at the National Institute for Occupational Safety and Health. Dr. Roberts received her master’s and doctorate degrees in Clinical Psychology from Case Western Reserve University. Prior to joining the research team at NIOSH in 2002, Dr. Roberts was a fellow at Duke University Medical Center in the Division of Occupational and Environmental Medicine, where she developed an expertise in occupational mental health. Dr. Roberts’ current research at NIOSH focuses on the contributions of structural and psychosocial variables to the emergence of psychological aggression in the workplace and on understanding the implications of psychologically aggressive behaviors for occupational safety and health. As a member of the Federal Interagency Task Force on Workplace Violence Research and Prevention, she is collaborating to develop NIOSH’s research agenda in these areas. Dr. Roberts’ other research interests include issues related racial/ethnic health disparities, occupational mental health, and women’s health.Steven L. Sauter received his Ph.D. in Industrial Psychology from the University of Wisconsin-Madison and held an appointment in the University of Wisconsin, Department of Preventive Medicine until joining the National Institute for Occupational Safety and Health (NIOSH) in Cincinnati, Ohio in 1985. He currently serves as Chief of the Organizational Science and Human Factors Branch at NIOSH, and leads the NIOSH research program on work organization and health. He also holds an appointment as an Adjunct Professor of Human Factors Engineering at the University of Cincinnati, Department of Industrial Engineering. His research interests focus on work organization and occupational stress. He serves on editorial boards of several scholarly journals – including Work and Stress and the Journal of Occupational Health Psychology, he has prepared several books and articles on psychosocial aspects of occupational health, and he is one of the senior editors of the 4th Edition of the International Encyclopedia of Occupational Safety and Health.Kristin L. Scott is a doctoral student in Organizational Behavior/Human Resources Management in the Gatton College of Business and Economics at the University of Kentucky. She received a B.S. in Business Administration from Villanova University and an M.A. in Human Resources from the University of South Carolina. She previously worked as a Human Resources Manager at General Electric Company. Her research interests include employee emotional responses, justice issues, employee antisocial behavior, and compensation and reward systems. Currently, she has manuscripts under review at the Academy of Management Journal, Journal of Applied Psychology, Journal of Management and the Leadership Quarterly.Lori Anderson Snyder received her Ph.D. in Industrial/Organizational Psychology from Colorado State University. She is now an assistant professor in the psychology department at the University of Oklahoma. Her research interests include workplace aggression, safety, performance errors, multisource feedback, and the Assessment Center method.Naomi G. Swanson is head of the Work Organization and Stress Research group at the National Institute for Occupational Safety and Health (NIOSH) in the U.S. She received her Ph.D. from the University of Wisconsin-Madison in 1989. Along with Dr. Steven Sauter, NIOSH, she was involved in some of the initial research in the U.S. examining the relationship of organizational factors to non-fatal workplace violence. She is currently participating in research examining the relationship between workplace stressors and depression, the assessment of work organization interventions designed to improve worker health and well being, and the assessment of workplace violence programs and practices.Toon W. Taris is an associate professor at the Department of Work and Organizational Psychology of the University of Nijmegen, The Netherlands. He holds a MA degree in Administrative Science (1988) and took his Ph.D. in Psychology in 1994, both from the Free University of Amsterdam. Since 1993 he has been affiliated with various psychology departments of several Dutch universities and also served as a research consultant. His research interests include work motivation, psychosocial work stress models, and longitudinal reearch methods. Taris has published on a wide range of topics in journals such as Journal of Vocational Behavior, Personnel Psychology, Journal of Organizational and Occupational Psychology, and Sociological Methods and Resarch. Further, he serves on the boards of several journals, including Work & Stress and the Scandinavian Journal of Work, Environment and Health.Mark Tausig received his Ph.D. in Sociology from the State University of New York at Albany. He is has been at the University of Akron since 1983 and currently holds the title of Professor of Sociology. His research interests include investigating the relationships between macro-economic conditions, work organization and worker well being. His most recent research has appeared in The American Behavioral Scientist, Journal of Family and Economic Issues and, The Journal of Health and Social Behavior. He is also co-author of A Sociology of Mental Illness.Mina Westman an associate professor and Researcher, at Faculty of Management, Tel Aviv University, Israel (Ph.D. in Organizational Behavior, Tel Aviv University). Her primary research interests include determinants and consequences of job and life stress, negative and positive crossover between partners and team members, work-family interchange, effects of vacation on psychological and behavioral strain and the impact of short business trips on the individual, the family and the organization. She has authores empirical and conceptual articles that have appeared in such journals as the Journal of Applied Psychology, Human Relations, Journal of Organizational Behavior, Journal of Occupational Health Psychology, Applied Psychology: An International Journal, and Journal of Vocational Psychology. In addition, she has also contributed to several book chapters and presented numerous scholarly papers at international conferences. She is on the editorial board of Journal of Organizational Behavior and Applied Psychology: An International Journal.Thomas A. Wright is a Professor of Organizational Behavior at the University of Nevada, Reno. He received his Ph.D. in organizational behavior and industrial relations from the University of California, Berkeley. Similar to the Claude Rains character from the classic movie, Casablanca, he has published his work in many of the “usual suspects” including the Academy of Management Review, Journal of Applied Psychology, Psychometrika, Journal of Organizational Behavior, Journal of Occupational Health Psychology, Journal of Management and the Journal of Management Inquiry. He has consulted with a number of organizations over the years on such topics as: optimizing employee performance and organizational productivity, sustaining employee commitment, stimulating employee motivation, developing employee recruitment and retention strategies, and enhancing employee health and well being.Angela Young is an Associate Professor in the Department of Management at California State University, Los Angeles. Current research interests include mentoring relationships, organizational relationships, equity and fairness in the workplace, and the interview process. Her work has been published in Journal of Management, Human Resource Management Review, Sex Roles: A Journal of Research, and other journals. She has presented her research at numerous conferences including National Academy of Management, American Psychological Association, Western Academy of Management, and Society for Industrial/Organizational Psychology.

The purpose of this paper is to test empirically whether there exist spillover externalities in job satisfaction, i.e., to test whether individual-level job satisfaction is affected by the aggregate job satisfaction level in a certain labor market environment.

The authors use a linear-in-means model of social interactions in the empirical analysis. The authors develop an original strategy, motivated by the hierarchical models of social processes, to identify the parameters of interest. BHPS and WERS datasets are used to perform the estimations both at the establishment and local labor market levels.

The authors find that one standard deviation increase in aggregate job satisfaction leads to a 0.42 standard deviation increase in individual-level job satisfaction at the workplace level and a 0.15 standard deviation increase in individual-level job satisfaction at the local labor market level. In other words, the authors report that statistically significant job satisfaction spillovers exist both at the establishment level and local labor market level; and, the former being approximately three times larger than the latter.

First, this is the first paper in the literature estimating spillover effects in job satisfaction. Second, the authors show that the degree of these spillover externalities may change at different aggregation levels. Finally, motivated by the hierarchical models of social processes, the author develop an original econometric identification strategy.

The purpose of this paper (based on the relevant literature) is to: investigate, through empirical analysis, primary school teachers’ perceptions regarding their job satisfaction, and examine whether or not the personal characteristics of primary school educators (such as gender, age, family status, educational level, and the total years of service in public primary education) have any impact on their job satisfaction.

In total, 360 questionnaires were administered to primary school teachers in the metropolitan area of Athens (region of Attiki). The sample was randomly selected. The questionnaire was based on 41 closed and was divided into two sections. The Job Satisfaction Survey developed by Spector (1985) was implemented.

Greek school teachers are generally satisfied with their profession. There is no statistical correlation between personal characteristics and the overall satisfaction while indicated that teachers are more satisfied with three aspects (subscales) of job satisfaction, namely, “administration,” “colleagues” and “nature of work” and less satisfied with “salary,” “benefits” and “potential rewards.” Age correlates with the levels of satisfaction with reference to administration, potential rewards, colleagues and the nature of work. The overall satisfaction positively correlates with all nine aspects of job satisfaction (subscales) and gender affects the aspects of “promotion” and “colleagues.”

This study only analyzes a small sample from the Athens region and hence the results cannot be used to generalize about the whole of Greece. Since other Greek regions operate in different socio-economic environments, an analysis of additional data from other regions (rural and urban areas) would be necessary to compare and confirm the results.

The findings of this study a valuable extension of other relevant research as it provides the first empirical study of the Greek school system, investigating the relationship between certain aspects of job satisfaction and the personal characteristics of school educators as well as the relationship between these aspects of job satisfaction and total satisfaction. In the context of efficient educational policy, a greater understanding of educators’ job satisfaction could facilitate the development of more effective policy practice that would increase not only the level of educators’ satisfaction, commitment and morale but also improve the performance of the school system.