In studies of job stress, the authors have identified six key dimensions: workload, control, reward, fairness, community, and values [ 11, 17].
Perceived incongruity between the individual and the job on work-life areas such as workload, control, reward, fairness, community and values have implications for the dimensions of burnout syndrome.
Table 4 shows factor loadings obtained from this analysis where CFA assigned the 29 items of the six sub-scales: workload, control, reward, community, fairness, and values.
According to these authors, Six Areas: workload, control, reward, community, fairness and values, are predictive of opposite burnout dimension values: Energy, Efficacy, and Implication.
Given that financial rewards may not reflect the amount of work undertaken by practices serving more deprived patients, future pay-for-performance schemes also need to address fairness of rewards in relation to workload.
About to validity, a Confirmatory Factor Analysis confirmed the structure obtained from the original version [ 11] in six sub-scales: workload, control, reward, community, fairness, and values; as well as we can observe in the relation between items and the corresponding dimension.
CFQ performs well in almost all workloads in terms of I/O bandwidth fairness, while Noop is selected due to its superior performance in some MapReduce workloads which have high degree of sequentiality [6, 28].
In Fig. 7 b, we observe the achieved fairness levels of the studied protocols for various workload patterns (WPs), as listed in Table 6.
However, fairness has always been defined on a per-user basis for a deterministic workload.
We have also measured the Jain's fairness index of the studied protocols for varying number of APs and workloads, as depicted in Fig. 7.
