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The Current Population Survey Tobacco Use Supplement data collection from July 2015 is comprised of responses from two sets of survey questionnaires, the basic Current Population Survey (CPS) and a Tobacco Use Supplement (TUS) survey. The TUS 2014-2015 Wave consists of three collections: July 2014, January 2015, and May 2015.

The CPS, administered monthly, is the source of the official government statistics on employment and unemployment. From time to time, additional questions are included on health, education, and previous work experience. The Tobacco Use Supplement to the CPS is a National Cancer Institute sponsored survey of tobacco use that has been administered as part of the US Census Bureau's CPS approximately every 3-4 years since 1992-1993.

Similar to other CPS supplements, the Tobacco Use Supplement was designed for both proxy and self-respondents. All CPS household members age 18 and older who completed CPS core items in July 2014 were eligible for the supplement items. A new feature for the 2014-2015 cycle included random selection of self-interviewed respondents in larger households to reduce respondent burden. If the household had only 1 supplement eligible member then that person was selected for self-interview. If the household had only 2 supplement eligible members, then both of them were selected for self-interview. If the household had 3 or 4 supplement eligible members, then 2 of them were randomly selected for self-interview and the remaining were interviewed by proxy. If the household had more than 4 supplement eligible members, then 3 of them were randomly selected for self-interview and the rest of the eligible respondents were interviewed by proxy.

Those selected for self-interview were eligible for the entire supplement, whereas proxy respondents were only eligible for an abbreviated interview. Occasionally, those persons to be interviewed by proxy, if available for self-interview, were interviewed directly but asked the abbreviated proxy path questions.

Both proxy and self-respondents were asked about their smoking status and the use of other tobacco products. For self-respondents only, different questions were asked depending on their tobacco use status: for former/current smokers, questions were asked about type of cigarettes smoked, measures of addiction, attempts to quit smoking, methods and treatments used to quit smoking, and if they were planning to quit in the future. All self-respondents were asked about smoking policy at their work place and their attitudes towards smoking in different locations.

Demographic information within this collection includes age, sex, race, Hispanic origin, marital status, veteran status, immigration status, educational background, employment status, occupation, and income.

This study of 678 adults in the Detroit metropolitan area in 1960 provides measures of their job satisfaction and use of leisure time, as well as information on their friendships, buying patterns, and political preferences. Questions on job satisfaction queried respondents about job preferences, hours worked at current job, preference for self-employment, type of supervisors at workplace, chances for promotion, and the work culture and environment at respondents' current jobs. Questions on leisure time elicit information on time spent watching television and the programs watched often, newspapers and magazines read regularly and favorite columnists, books read, time spent on other hobbies and crafts such as photography, music, and sports, vacation time, use of spare time, memberships in clubs and organizations, and time spent socializing with friends, relatives, colleagues, and neighbors. Other items probed respondents' opinions about causes of unemployment, their feelings about their standard of living, and their future plans, financial obligations, buying patterns, use and ownership of telephones, self-perceived social class, political party preference, and choice of gubernatorial and presidential candidates in the last election. Additional items probed respondents' attitudes toward Blacks as neighbors and co-workers. Demographic variables specify age, sex, race, education, place of birth, length of residence in the Detroit area, home ownership, length of time at present residence, marital status, number of children, original nationality of paternal family, income, occupation, religious preferences, and class identification.

This study presents data collected as part of the 1960-1961 Detroit Area Study from 419 workers who were members of the United Auto Workers union. Respondents were asked how long they had worked on their jobs, what their job duties were, and whether they were satisfied with their jobs. Another set of questions covered length of union membership, union activity, their conceptions of what the role of their union should be, and their satisfaction with the job their union was doing. Political questions covered the good and bad points of political parties, the Kennedy-Nixon debates, the political issues facing the nation, party identification, past and present vote in state and national elections, and political participation. The social structure of the work group was probed, and respondents were questioned about the importance of politics in work group relationships. Demographic variables included social class, age, organizational membership, religion, education, occupation, income, and race.

This research, which was conducted in two phases, explored the effects of intimate partner violence (IPV) on the workplace between 2005 and 2008. Phase One (Dataset 1, Phase One Data) examined the prevalence of IPV among employed individuals, how IPV affects the personal and professional well-being of employees, and its costs for employers. Researchers focused on two research questions:

• Does IPV affect employees, and, if so, how?
• What is the impact of IPV on organizations?

Phase Two (Dataset 2, Phase Two Data) focused more specifically on the interactions between employed IPV victims and their coworkers, focusing on the following questions:

• Does work-related social support have positive effects on the well-being, attitudes, and behaviors of employed IPV victims?
• How and when will coworkers provide assistance to IPV victims at work?
• When and to whom will IPB victims disclose their victimization at work?
• What organizational conditions are associated with stronger feelings of hopefulness on the part of employed IPB victims?

Funded by the Robert Wood Johnson Foundation and The Atlantic Philanthropies, Better Jobs Better Care (BJBC) was a demonstration program that sought to bring about changes in public policy and management practice that would lead to improved recruitment and retention of high-quality paraprofessional direct care workers (DCW) in nursing homes as well as in home- and community-based settings. This was to be accomplished by implementing both policy and management practice goals. Policy goals included developing initiatives related to wages and benefits, incentives for job redesign, curriculum and credentialing, professional associations, and promotion of public awareness and policies. Practice goals involved interventions related to caregiving skill development, peer mentoring, team building, top management training, supervisor training, and provider-specific interventions. The program established demonstration projects in Iowa, North Carolina, Oregon, Pennsylvania, and Vermont which enrolled long-term care establishments across the spectrum of long-term care settings: skilled nursing facilities, assisted living facilities, home care agencies, and adult day service providers.

Conducted as part of the BJBC evaluation, which used a before-after design to assess the implementation of the interventions and their impact, this survey of the top clinical manager at each participating long-term care provider explored the establishments' organizational characteristics and management practices. One version of the survey was administered at the beginning of the demonstration (Time1), and a second version, toward the end of the demonstration (Time 2). Organizational characteristics covered by the survey include nonprofit/for-profit status, whether the establishment was free standing or part of a chain, number of competing establishments, whether the DCWs were unionized, and the type and amount of services provided. Management practices investigated by the survey include participation in care planning, communication about tasks, feedback, DCW training, management communication, organizational readiness for change, professional development, and work design practices. The survey also collected information about the racial and Hispanic origin composition of DCWs and patients/residents/clients.

Funded by the Robert Wood Johnson Foundation and The Atlantic Philanthropies, Better Jobs Better Care (BJBC) was a demonstration program that sought to bring about changes in public policy and management practice that would lead to improved recruitment and retention of high-quality paraprofessional direct care workers (DCW) in nursing homes as well as in home- and community-based settings. This was to be accomplished by implementing both policy and management practice goals. Policy goals included developing initiatives related to wages and benefits, incentives for job redesign, curriculum and credentialing, professional associations, and promotion of public awareness and policies. Practice goals involved interventions related to caregiving skill development, peer mentoring, team building, top management training, supervisor training, and provider-specific interventions. The program established demonstration projects in Iowa, North Carolina, Oregon, Pennsylvania, and Vermont which enrolled long-term care establishments across the spectrum of long-term care settings: skilled nursing facilities, assisted living facilities, home care agencies, and adult day service providers.

Conducted as part of the BJBC evaluation, this survey interviewed DCWs at two points during the demonstration. The Time 1 interview was fielded as soon as establishments enrolled in the demonstration and provided a list of their DCWs (July 2004 to December 2006), and the Time 2 interviews were completed 12 to 28 months after the Time 1 interviews (April 2006 to June 2007). Both rounds of the survey used the same self-administered questionnaire which included questions about length of employment, job satisfaction, job rewards and problems, supervision, perceptions of quality of care, job confidence, training, intent to quit, and demographic characteristics. The survey also elicited recommendations for improving DCWs' jobs by asking the open-ended question "What is the single most important thing your employer could do to improve your job as a direct care worker?"

In long-term care, frontline supervisors play a central role in direct care workers' (DCW) job quality and turnover and are critical to the implementation of management changes. To better understand supervisors' perceptions of management practices, the quality of supervision, and the effect on DCW turnover and job quality, the Office of the Assistant Secretary for Planning and Evaluation in the United States Department of Health and Human Services contracted with Pennsylvania State University to conduct this survey of supervisors participating in the Better Jobs, Better Care (BJBC) demonstration. Funded by the Robert Wood Johnson Foundation and The Atlantic Philanthropies, the BJBC demonstration -- which took place in Iowa, North Carolina, Oregon, Pennsylvania, and Vermont -- tested innovative policy and practice models designed to improve the quality of DCW jobs in an effort to improve recruitment and retention of these workers and strengthen capacity to meet future demand for long-term care.

Frontline supervisors were interviewed from the four types of facilities and agencies that participated in the demonstration: skilled nursing facilities, assisted living facilities, home care agencies, and adult day service providers. The survey explored the supervisors' job responsibilities, formal training, job satisfaction, and thoughts about quitting. It investigated the culture of the organizations in which the supervisors worked, probed for problems with the supervisors' jobs, assessed how rewarding the supervisors felt their jobs were, inquired as to whether the supervisors felt respected by their clients, DCWs, and managers, gauged the supervisors' assessments of the overall competency level of the DCWs in their organizations, and explored the supervisors' beliefs about managerial support for the BJBC project, how well the BJBC programs were executed, and whether the overall impact of the project was positive.

In addition, the respondents were queried about management practices (e.g., rotation of assignments to different services or units, mechanisms to handle employee concerns, and approaches used to handle poor performance or negative behaviors among employees). They were also asked about DCW training, mentoring, and career ladder programs, DCW participation in patient/resident/client care plans, and communication among DCWs and between DCWs and their supervisors. Respondents were also asked what was the most important thing that their employer could do both to improve the jobs of DCWs and to improve their own ability to do their jobs as supervisors of DCWs. Additional information collected by the survey includes the supervisors' age, sex, race, Hispanic origin, educational attainment, nursing degree or license (LPN, RN, Diploma RN, BSN, MSN, or Advanced Practice Nurse), wages, and health insurance coverage.

This collection comprises three data files: (1) Supervisor Identification Instrument Data, (2) Supervisor Survey Data, and (3) Clinical Managers Who Are Also Supervisors Data. The first file contains information collected by the Supervisor Identification Instrument that was submitted to the clinical manager at each BJBC provider organization. This instrument instructed clinical managers to name all of the supervisors in their organization and to indicate which supervisory responsibilities each one performed. The second data file contains the responses to the Supervisor Survey questionnaire.The third data file contains the responses of clinical managers who also functioned as supervisors in their organization. These clinical managers responded to the same questions in the Supervisor Survey questionnaire, except for ten questions that were worded somewhat differently.

These data are part of NACJD's Fast Track Release and are distributed as they were received from the data depositor. The files have been zipped by NACJD for release, but not checked or processed except for the removal of direct identifiers. Users should refer to the accompanying readme file for a brief description of the files available with this collection and consult the investigator(s) if further information is needed.

This study assessed the occupational experiences of forensic scientists working in laboratories across the United States. The sample included 899 forensic scientists in public and private laboratories operating at the local, state, and federal level across the United States. The study addressed the levels of work stressors and satisfaction among forensic scientists across the various disciplines, along with any correlates to working conditions, requests from various criminal justice system actors, policies, procedures, and demographic conditions. The use of positive and negative coping strategies by scientists was also measured to assess how individuals working in the field are affected by their job. Finally, the ergonomic and working environment of bench scientists were assessed to consider any influence they might have on their reported levels of stress and satisfaction.

This study sought to better understand the long-term implications of critical incident exposure on mental health outcomes among correctional officers. To accomplish this objective, the research team compiled a longitudinal dataset comprised of three types of assessments. First, to assess mental health outcomes as well as subjective appraisals of psychological stress, the researchers surveyed correctional officers at three waves of data collection, spaced approximately six months apart. These surveys included questions related to demographics, work assignments, perceptions of workplace danger, work-family conflict, social support, and work-related psychological stress. In addition, the wave 1 and wave 3 surveys included items from psychometrically validated measures of mental health problems--posttraumatic stress disorder (PTSD), depression, and anxiety. Second, to assess changes in physiological stress over the study period, the research team collected salivary biomarkers Cortisol and Alpha-Amylase during each wave of data collection. Third, the researchers compiled objective indicators of critical incident exposure (e.g. disciplinary data and detailed incident reports) rather than relying on subjective assessments. The compiled dataset allowed for not only the direct association between critical incident exposure and mental health problems, but also indirect pathways that included psychological stress and physiological stress. The resulting dataset consists of 488 officers employed at three correctional institutions across Minnesota.

To study the impact of COVID-19 pandemic on frontline healthcare workers in the United States over time, the Healthcare Worker Exposure Response and Outcomes (HERO) Registry was created in 2020 to form a virtual research community of healthcare workers (and later, their family members and community members). The registry was intended for healthcare workers interested in completing research studies related to the COVID-19 pandemic and its impacts on their lives. Observational data were collected at various timepoints between April 2020 and September 2022 via web-based questionnaires available on the HERO Registry online portal.

This collection contains 39 sets of data from over 50,000 HERO Registry members. Datasets represent separate surveys with distinct survey designs and sampling criteria. Surveys focused on health history, workplace experiences, COVID-19 exposure, social support, mental health, and the respondents' willingness to remain in or leave the healthcare field. Datasets 24 through 39 represent "hot topics" such as vaccines, vaccine willingness and uptake, childcare and school arrangements, and staffing shortages. Datasets for registry administration, respondent demographics, and survey eligibility criteria are also included.

These data are part of NACJD's Fast Track Release and are distributed as they were received from the data depositor. The files have been zipped by NACJD for release, but not checked or processed except for the removal of direct identifiers. Users should refer to the accompanying readme file for a brief description of the files available with this collection and consult the investigator(s) if further information is needed.

The purpose of the study was to investigate potential correlates of labor trafficking in an effort to identify indicators of labor trafficking that could be used by state and local law enforcement as signals that labor trafficking may be taking place in their communities. Stakeholder interviews with individuals from organizations who serve migrant workers (n=24) were piloted in September 2010 with the larger data collection effort occurring between October 2011 and March 2012. In-person interviews were conducted with farmworkers (Farmworker Data, n=380) who may have been experiencing labor exploitation or trafficking. The field data collection activities began in September 2012. Interview data were collected at residential migrant labor camps, at community events, and in Western North Carolina, at integrated housing and locations frequented by farmworkers. Finally, researchers extracted secondary data from a number of sources to create profiles of each county (County Data, n=17) in which interviews were conducted.

In 2000, the Kentucky General Assembly passed historic early childhood legislation (Kentucky's KIDS [Kentucky Invests in Developing Success] NOW Initiative) of which a component included the development of a seamless professional development system. The professional development system includes core content, articulation, credentials, scholarships and a training framework. This comprehensive professional development system, along with other initiative components in assuring maternal and child health, supporting families, enhancing early care and education, and establishing a support structure, have moved the field of early childhood care and education forward in the state and improved child and family outcomes.

This study was designed to build on the KIDS NOW Initiative by conducting research investigating the degree to which a statewide unified professional development system impacted the educational level of early care and education providers and subsequent classroom quality. It focused on three major predictors of professional development outcomes:

1. Individual teacher characteristics, including learning readiness, education (level and type), training experience, attitudes towards training, personality (conscientiousness, self-efficacy), job satisfaction (perceptions of support)
2. Characteristics of the program administrator, including administrator education and administrator support of professional development
3. Characteristics of the teacher's work setting, including program administration, and policies and procedures, and classroom setting (Child Care, Head Start, or Public Preschool)

The impact of these three predictors was measured on two major outcomes: (a) professional development outcomes, as measured by job status, learning and transfer of learning, and (b) organizational outcomes, as measured by program quality, child outcomes and staff retention.

The research questions guiding this research were focused on determining the degree to which (1) a unified professional development framework initiated at the state level results in positive child outcomes, and (2) the educational level of early care and education providers enhances the quality of classroom environments. Specifically:

• What components of a professional development framework are more effective in encouraging and supporting individuals to remain in early care and education settings?
• What components of a professional development framework are more effective in supporting early care and education professionals in enhancing classroom quality and child outcomes?
• Are there specific factors that impact early care and education professionals' ability to participate in professional development activities at various levels?
• Does the level and intensity of professional development experiences impact classroom quality and child outcomes?
• What personnel factors have the highest impact on quality classroom environments and child outcomes?
• What is the interaction between the personnel, professional development, and program variables on classroom quality and child outcomes?