Workers whose credentials and skills do not meet or exceed the required competencies for their jobs have been of interest to scholars investigating the transition from school to jobs. To understand how such mismatch arises in the transitional period, some scholars emphasize that the labor market cannot keep up with the pace of educational expansion. Thus, many highly educated workers do not find jobs that fit their schooling and skill level. Others locate the source of mismatch in the inability of education to produce enough workers with the desired skill levels in the labor market. By focusing on this mismatch, this dissertation aims to provide a better understanding of the relationship between education and work. In particular, this study examines data covering the past two decades to see how the number of workers with skill and educational mismatch has changed and how educational expansion and transformations in the labor market have contributed to the change. The results indicate that workers with such mismatch have generally increased over the past two decades, but educational expansion has minimally contributed to this change. Rather, it is more likely caused by business cycles or job characteristics. The study also explores how the practices applied to select suitable workers in the hiring process affects workers’ job matching. This study suggests that workers are classified into various types depending on strategies by which employers use to determine workers’ degree of fit. Subsequently, their earnings and job satisfaction vary according to workers’ membership in these types of groups.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.

Numerous aspects of job scheduling in manufacturing systems have been the focus of several studies in the past decades. However, human factors in manufacturing systems such as workers’ mental conditions are still neglected issues and have not received adequate attentions. Job boredom and mental fatigue are both aspects of workers’ mental condition. They affect work performances by increasing sick leave duration and decreasing work productivity. On the other hand, job rotation could be an alternative strategy to cope with such human issues at work. The benefits of job rotation for both employees and firms have been widely recognized in the literature. Although some studies found job rotation as a means to reduce workers' physical work-related traumas, they did not consider the effect of variable mental conditions on workers. Despite the proven importance of boredom and mental fatigue at the workplace, they have not been a combined precise objective of any job rotation problem in current literature. The study of mental conditions proposed in this paper attempts to extend the previous works by addressing new methods and developing a feasible solution to increase manufacturing productivity. A new job scheduling program has been designed specifically which combines a new job rotation model and a job assignment method.