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1

Voluntary Turnover and Women Administrators in Higher Education  

ERIC Educational Resources Information Center

A salient characteristic about the U.S. workforce is the continual process of voluntary employee turnover, which can be problematic for employers who invest a substantial amount of time and money in recruiting and training employees. This paper discusses the effects of workplace policies and practices on the voluntary turnover of women…

Jo, Victoria H.

2008-01-01

2

Off-Site Commitment and Voluntary Turnover in GSD Projects  

Microsoft Academic Search

There is a lack of research focusing on off-site employees and their position in GSD projects. In this study we describe voluntary turnover of off-site employees and its antecedents in three GSD projects. Voluntary turnover at off-site seemed to be related to for example the levels of work autonomy, challenges provided by the work, and job security at off-site. Literature

Peitsa Hynninen; Arttu Piri; T. Niinima?ki

2010-01-01

3

Causes and Consequences of Employee Turnover in a Financial Institution in Kenya  

E-print Network

and consequences of voluntary employee turnover in a financial institution in Kenya. The researcher established from the bank records that 80 employees resigned from the institution in the five-year period. The causes of turnover were identified and recorded...

Obiero, Dan

2012-07-16

4

Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth and Promotions  

Microsoft Academic Search

[Excerpt] The relationship between job performance and voluntary employee turnover was investigated for 5,143 exempt employees in a single firm. As hypothesized, support was found for E. F Jackofsky's (1984) curvilinear hypothesis, as turnover was higher for low and high performers than it was for average performers. Two potential moderators of the curvilinearity were examined in an attempt to explain

Charlie O. Trevor; Barry A. Gerhart; John W. Boudreau

1997-01-01

5

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover  

ERIC Educational Resources Information Center

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

6

Re-Examining the Relationship between Age and Voluntary Turnover  

ERIC Educational Resources Information Center

In their quantitative review of the literature, Healy, Lehman, and McDaniel [Healy, M. C., Lehman, M., & McDaniel, M. A. (1995). Age and voluntary turnover: A quantitative review. "Personnel Psychology, 48", 335-345] concluded that age is only weakly related to voluntary turnover (average r = -0.08). However, with the significant changes in…

Ng, Thomas W. H.; Feldman, Daniel C.

2009-01-01

7

Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth, Promotions, and Labor Demand  

Microsoft Academic Search

In this study we investigated the relation between job performance and voluntary employee turnover for 5,143 exempt employees in a single firm in the petroleum industry. As hypothesized, we found support for Jackofsky's (1984) curvilinear hypothesis as turnover was higher for low and high performers than it was for average performers. Three potential moderators of this curvilinearity were examined in

Barry A. Gerhart; John W. Boudreau; Charlie O. Trevor

1995-01-01

8

Voluntary Turnover, Job Performance, Salary Growth, and Labor Market Conditions  

Microsoft Academic Search

[Excerpt] The importance of employee turnover control depends on many factors, including the relative supply of replacements in either the internal or external labor market, the amount of training invested in the employee, and the perfonnance level of the employee. In reference to the last factor, several authors have argued that turnover, especially of low perfonners, should not necessarily be

Barry A. Gerhart

1990-01-01

9

Dynamic Aspects of Voluntary Turnover: An Integrated Approach to Curvilinearity in the Performance-Turnover Relationship  

ERIC Educational Resources Information Center

Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a…

Becker, William J.; Cropanzano, Russell

2011-01-01

10

Does a Corresponding Set of Variables for Explaining Voluntary Organizational Turnover Transfer to Explaining Voluntary Occupational Turnover?  

ERIC Educational Resources Information Center

This study proposed and tested corresponding sets of variables for explaining voluntary organizational versus occupational turnover for a sample of medical technologists. This study is believed to be the first test of the Rhodes and Doering (1983) occupational change model using occupational turnover data. Results showed that corresponding job…

Blau, Gary

2007-01-01

11

Unit-level voluntary turnover rates and customer service quality: implications of group cohesiveness, newcomer concentration, and size.  

PubMed

Despite substantial growth in the service industry and emerging work on turnover consequences, little research examines how unit-level turnover rates affect essential customer-related outcomes. The authors propose an operational disruption framework to explain why voluntary turnover impairs customers' service quality perceptions. On the basis of a sample of 75 work units and data from 5,631 employee surveys, 59,602 customer surveys, and organizational records, results indicate that unit-level voluntary turnover rates are negatively related to service quality perceptions. The authors also examine potential boundary conditions related to the disruption framework. Of 3 moderators studied (group cohesiveness, group size, and newcomer concentration), results show that turnover's negative effects on service quality are more pronounced in larger units and in those with a greater concentration of newcomers. PMID:19594245

Hausknecht, John P; Trevor, Charlie O; Howard, Michael J

2009-07-01

12

Quality of Working Life: An Antecedent to Employee Turnover Intention  

PubMed Central

Background: The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organization. Methods: A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results: Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion: This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employeesturnover. PMID:24596835

Mosadeghrad, Ali Mohammad

2013-01-01

13

Integrating disparate literatures on voluntary career transition and voluntary turnover : Implications for research in the Chinese context  

Microsoft Academic Search

Purpose – The multidisciplinary research on the phenomena of voluntary career transition (VCT) and voluntary turnover (VTO) remains disparate. This integrative review examines literatures in these two areas in relation to research in the Chinese context. The purpose of this paper is to identify future research directions for Chinese indigenous research in this area. Design\\/methodology\\/approach – This review adopted an

Judy Y. Sun; Greg G. Wang

2011-01-01

14

Organisational determinants of employee turnover for multinational companies in Asia  

Microsoft Academic Search

High employee turnover rates among multinational companies (MNCs) in Asia have become an organisational issue, which cannot\\u000a be sufficiently addressed at the individual level. In this paper, we examine the issue of employee turnover at the organisational\\u000a level. A group of organisational variables (e.g., training, size, age, industry, percentage of expatriate managers and headquarters’\\u000a national base) were tested, using a

Connie Zheng; David Lamond

2010-01-01

15

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study  

NASA Astrophysics Data System (ADS)

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

Przybelinski, Steven A.

16

Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion  

ERIC Educational Resources Information Center

We reconceptualize employee turnover to promote researchers' understanding and prediction of why employees quit or stay in employing institutions. A literature review identifies shortcomings with prevailing turnover dimensions. In response, we expand the conceptual domain of the turnover criterion to include multiple types of turnover (notably,…

Hom, Peter W.; Mitchell, Terence R.; Lee, Thomas W.; Griffeth, Rodger W.

2012-01-01

17

Employee Age and Voluntary Development Activity.  

ERIC Educational Resources Information Center

A study of 1798 workers involved in tuition reimbursement, employee-development programs, staff-development centers, or keeping personal-development logs showed that older workers generally had less education and more limited learning motivation. Those who had participated in development activities were as positive about lifelong learning as…

Warr, Peter; Birdi, Kamal

1998-01-01

18

Are Female Managers Quitters? The Relationships of Gender, Promotions, and Family Leaves of Absence to Voluntary Turnover  

Microsoft Academic Search

This study examined the relationships of gender, promotions, and leaves of absence to voluntary turnover for 26,359 managers in a financial services organization. Using Cox regression analyses and controlling for human capital, the authors found that, contrary to their prediction, female managers' voluntary turnover rates were slightly lower than those of their male counterparts. Managers who had been promoted were

Karen S. Lyness; Michael K. Judiesch

2001-01-01

19

The effect of the social organization of work on the voluntary turnover rate of hospital nurses in the United States  

Microsoft Academic Search

In light of current concerns over nursing shortages and productivity, voluntary turnover among hospital nurses in the United States has assumed renewed importance as a managerial issue. This study examines the thesis that the social organization of work in hospitals is an important determinant of the voluntary turnover rate among registered nurses. This perspective differs from previous work in this

Joan R. Bloom; Jeffrey A. Alexander; Beverly A. Nichols

1992-01-01

20

Intraorganizational Career Advancement and Voluntary Turnover in a Multinational Bank in Taiwan  

ERIC Educational Resources Information Center

Purpose: This study aims to investigate how various aspects of intraorganizational career advancement--current career attainments, recent pace of upward mobility, and future prospect of career advancement--affect voluntary turnover, drawing empirical evidence from a multinational corporation (MNC) in Taiwan's cultural and labor market environment.…

Zhao, Wei; Zhou, Xueguang

2008-01-01

21

5 CFR 576.103 - Offering Voluntary Separation Incentive Payments to employees.  

Code of Federal Regulations, 2010 CFR

...employees on military duty who would otherwise be eligible...an offer of a Voluntary Separation Incentive Payment will have...following their return to duty to either accept or reject an offer of a Voluntary Separation Incentive Payment....

2010-01-01

22

Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover.  

PubMed

Recent research on job embeddedness has found that both on- and off-the-job forces can act to bind people to their jobs. The present study extended this line of research by examining how job embeddedness may be integrated into a traditional model of voluntary turnover. This study also developed and tested a global, reflective measure of job embeddedness that overcomes important limitations and serves as a companion to the original composite measure. Results of this longitudinal study found that job embeddedness predicted voluntary turnover beyond job attitudes and core variables from traditional models of turnover. Results also found that job embeddedness interacted with job satisfaction to predict voluntary turnover, suggesting that the job embeddedness construct extends beyond the unfolding model of turnover (T. R. Mitchell & T. W. Lee, 2001) it originated from. PMID:17638463

Crossley, Craig D; Bennett, Rebecca J; Jex, Steve M; Burnfield, Jennifer L

2007-07-01

23

The Relationship Between Immediate Turnover and Employee Theft in the Restaurant Industry  

Microsoft Academic Search

This paper explores the relationship between immediate turnover and employee theft. Study 1 examined turnover and theft data from a large fast-food chain. The results suggested a relationship between theft and turnover rates. In Study 2, a laboratory study designed to test the causation of the relationship, participants indicated that they would be more likely to steal when they were

Peg Thoms; Paula Wolper; Kimberly S. Scott; Dave Jones

2001-01-01

24

5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.  

Code of Federal Regulations, 2010 CFR

...Status of employees who decline voluntary conversion to the Senior Executive Service. ...EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service ...Status of employees who decline voluntary conversion to the Senior Executive Service....

2010-01-01

25

A Study on the Employee Turnover Antecedents in ITES/BPO Sector  

ERIC Educational Resources Information Center

This paper aims at testing a conceptual model connecting variables of the internal and external work environment to ITES/BPO employee turnover. Based on the gaps identified from the literature that no single model explains in a comprehensive way as to why, people choose to leave and the lack of turnover studies on call centers located in India.…

Sree Rekha, K. R.; Kamalanabhan, T. J.

2010-01-01

26

Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue  

Microsoft Academic Search

Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance of employee originating from dissatisfaction &high turnover ultimately affecting organizational goals and objectives. How stress affects employee performance, managerial responsibility, & consequences high stress are basic aims of

Subha Imtiaz; Shakil Ahmad

2009-01-01

27

The relationship between perceptions of organizational functioning and voluntary counselor turnover: A four-wave longitudinal study  

PubMed Central

Using data from a nationwide study, we annually track a cohort of 598 substance use disorder counselors over a 4-wave period to (1) document the cumulative rates of voluntary turnover and (2) examine how counselor perceptions of the organizational environment (procedural justice, distributive justice, perceived organizational support, job satisfaction) and clinical supervisor leadership effectiveness (relationship quality, in-role performance, extra-role performance) predict voluntary turnover over time. Survey data were collected from counselors in year 1 and actual turnover data were collected from organizational records in year 2, 3, and 4. Findings reveal that 25% of the original counselors turned over by year 2, 39% by year 3, and 47% by year 4. Counselors with more favorable perceptions of the organizational environment are between 13.8% – 22.8% less likely to turn over than those with less favorable perceptions. None of the leadership effectiveness variables are significant. PMID:22116013

Eby, Lillian T.; Rothrauff-Laschober, Tanja C.

2011-01-01

28

The relationship between perceptions of organizational functioning and voluntary counselor turnover: a four-wave longitudinal study.  

PubMed

Using data from a nationwide study, we annually track a cohort of 598 substance use disorder counselors over a four-wave period to (a) document the cumulative rates of voluntary turnover and (b) examine how counselor perceptions of the organizational environment (procedural justice, distributive justice, perceived organizational support, and job satisfaction) and clinical supervisor leadership effectiveness (relationship quality, in-role performance, extra-role performance) predict voluntary turnover over time. Survey data were collected from counselors in Year 1, and actual turnover data were collected from organizational records in Years 2, 3, and 4. Findings reveal that 25% of the original counselors turned over by Year 2, 39% by Year 3, and 47% by Year 4. Counselors with more favorable perceptions of the organizational environment are between 13.8% and 22.8% less likely to turn over than those with less favorable perceptions. None of the leadership effectiveness variables are significant. PMID:22116013

Eby, Lillian T; Rothrauff-Laschober, Tanja C

2012-03-01

29

Emotional intelligence and leader member exchange : The relationship with employee turnover intentions and job satisfaction  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the mediating effect of leader member exchange (LMX) on the relationship between followers' emotional intelligence and the outcomes of turnover intention and job satisfaction. Design\\/methodology\\/approach – Using a longitudinal design, survey data were collected from 579 employees within a private pathology company. Measures of emotional intelligence and LMX were collected

Peter J. Jordan; Ashlea Troth

2011-01-01

30

Team climate, intention to leave and turnover among hospital employees: Prospective cohort study  

PubMed Central

Background In hospitals, the costs of employee turnover are substantial and intentions to leave among staff may manifest as lowered performance. We examined whether team climate, as indicated by clear and shared goals, participation, task orientation and support for innovation, predicts intention to leave the job and actual turnover among hospital employees. Methods Prospective study with baseline and follow-up surveys (2–4 years apart). The participants were 6,441 (785 men, 5,656 women) hospital employees under the age of 55 at the time of follow-up survey. Logistic regression with generalized estimating equations was used as an analysis method to include both individual and work unit level predictors in the models. Results Among stayers with no intention to leave at baseline, lower self-reported team climate predicted higher likelihood of having intentions to leave at follow-up (odds ratio per 1 standard deviation decrease in team climate was 1.6, 95% confidence interval 1.4–1.8). Lower co-worker assessed team climate at follow-up was also association with such intentions (odds ratio 1.8, 95% confidence interval 1.4–2.4). Among all participants, the likelihood of actually quitting the job was higher for those with poor self-reported team climate at baseline. This association disappeared after adjustment for intention to leave at baseline suggesting that such intentions may explain the greater turnover rate among employees with low team climate. Conclusion Improving team climate may reduce intentions to leave and turnover among hospital employees. PMID:17956609

Kivimaki, Mika; Vanhala, Anna; Pentti, Jaana; Lansisalmi, Hannakaisa; Virtanen, Marianna; Elovainio, Marko; Vahtera, Jussi

2007-01-01

31

A causal model of voluntary turnover among nursing personnel in long-term psychiatric settings.  

PubMed

Causal modeling was used to explore the processes by which individual characteristics, job satisfaction, and intention to quit explain turnover among nursing personnel in 29 Department of Veterans Affairs (VA) long-term psychiatric settings. The sample consisted of 1,106 registered nurses (RNs), licensed practical nurses (LPNs), and nurses' aides. We conceptualized turnover as a multistage process linking social and experiential orientations, attitudes toward the job, the decision to quit, and the behavior of actually quitting. Intention to quit was the strongest direct predictor of turnover. Professional growth opportunities and workload were important indirect predictors of turnover. Dissatisfaction with work hazards and relationships with coworkers were both indirect and direct predictors of turnover. Attitudes towards the job varied by nursing group. LPNs and aides were less satisfied than RNs with autonomy and work hazards. RNs were more dissatisfied with workload. We conclude that strategies to promote retention need to address aspects of jobs tailored to specific nursing groups. PMID:9761139

Alexander, J A; Lichtenstein, R; Oh, H J; Ullman, E

1998-10-01

32

The moderating effects of traditionality–modernity on the effects of internal labor market beliefs on employee affective commitment and their turnover intention  

Microsoft Academic Search

This study addresses a possible moderating effect of cultural values on the relationship between employee beliefs in human resource management (HRM) practices and employee outcomes. Although employee belief regarding internal labor market (ILM) operation within their firms could be positively related to employee commitment and negatively related to their turnover intention, employee cultural values may act as a contextual variable

Norma Juma; Jeong-Yeon Lee

2011-01-01

33

The moderating effects of traditionality–modernity on the effects of internal labor market beliefs on employee affective commitment and their turnover intention  

Microsoft Academic Search

This study addresses a possible moderating effect of cultural values on the relationship between employee beliefs in human resource management (HRM) practices and employee outcomes. Although employee belief regarding internal labor market (ILM) operation within their firms could be positively related to employee commitment and negatively related to their turnover intention, employee cultural values may act as a contextual variable

Norma Juma; Jeong-Yeon Lee

2012-01-01

34

IT employee retention: employee expectations and workplace environments  

Microsoft Academic Search

IT employee retention is a serious problem facing many organizations. Building on person-environment fit theory and utilizing survey data drawn from 21 state government IT departments, in this paper we examine the relationship between voluntary turnover and various aspects of the working environments which IT employees perceive to be unique to their profession (i.e., a departmental disposition toward learning and

Myria W. Allen; Deborah J. Armstrong; Margaret F. Reid; Cynthia K. Riemenschneider

2009-01-01

35

The effects of person-organization fit on job satisfaction and turnover intention — The case of service industries  

Microsoft Academic Search

Voluntary turnover is costly to both the organization and the employee. Given these effects, organizational turnover and employee's attitude has received substantial attention in the literature. This research, focusing on the service industries, aimed to discuss the effects of person-organization fit on job satisfaction and turnover intention. In this study, we divided person-organization fit into three dimensions, they are person-policy

Yang Chunjiang; Wen Honglan; Lu Ye

2011-01-01

36

A catastrophe model of employee withdrawal leading to low job performance, high absenteeism, and job turnover during the first year of employment.  

PubMed

A catastrophe model of employee withdrawal indicates that declining job performance, absenteeism, and turnover are discontinuous behavioral outcomes of the same withdrawal phenomenon arising from varying levels of job tension and group cohesion. The advantages of using catastrophe models to describe the temporal changes in employee withdrawal over a relatively short time period are discussed. PMID:10270900

Sheridan, J E

1985-03-01

37

Evaluating layoff techniques: A policy-capturing study of voluntary versus involuntary layoffs  

Microsoft Academic Search

An organization can adopt one of two implementation techniques to execute layoffs. Through involuntary layoffs, management can unilaterally select which employees to layoff. Alternatively, through voluntary layoffs, employees can self-select through volunteering for a layoff. A model from the turnover realm was adapted and applied to assess antecedents of the layoff decision for both implementation techniques. Antecedents included work related

Nita Navpreet Chhinzer

2007-01-01

38

Turnover among healthcare professionals.  

PubMed

Turnover among healthcare professionals is a costly consequence. The existing body of knowledge on healthcare professional turnover is correlated with job satisfaction levels. A landmark study differentiated 2 areas of job satisfaction categories: satisfiers and dissatisfiers (intrinsic and extrinsic motivators). The aim of this article is to examine existing research on precursors of turnover, such as burnout behaviors experienced by healthcare professionals, job satisfaction levels, employee organizational commitment, health complications which precede turnover, some current strategies to reduce turnover, and some effects CEO turnover has on employee turnover intentions. PMID:21595334

Wood, Ben D

2009-01-01

39

Striking a Balance: The Role of Value Congruence in Shaping Employee Job Satisfaction and Turnover Intentions  

E-print Network

in public service motivation research. These inconsistencies have prompted scholars to argue models relying on public service motivation as a key explanatory factor should also consider how well employees fit with their organizations--commonly referred...

Stazyk, Edmund C.

2009-06-22

40

The mediating role of job stress in predicting retail banking employees' turnover intentions in Taiwan  

Microsoft Academic Search

The Taiwanese government is moving forward in earnest to reform the local financial system with a series of mergers&acquisitions (M&A) to enhance its competitiveness after Taiwan joined the World Trade Organization (WTO). Threatened by job insecurity in a global market, retail banking employees suffer from high job stress that may negatively impact their performance. To learn about job stress in

Mei-Fang Chen; Gin-Yen Lien

2008-01-01

41

The ‘country-of-origin effect’ in employee turnover intention: evidence from China  

Microsoft Academic Search

The increasing presence of foreign direct investment in China has boosted the competition for talent among different multinational corporations (MNCs) from diverse national backgrounds. This article investigates the differences in the human resource management (HRM) approaches adopted by the US, European, and Japanese MNC subsidiaries operating in China and explores the relationships between employees' perceptions toward the HRM approaches and

Shaozhuang Ma; Virginia Trigo

2011-01-01

42

The ‘country-of-origin effect’ in employee turnover intention: evidence from China  

Microsoft Academic Search

The increasing presence of foreign direct investment in China has boosted the competition for talent among different multinational corporations (MNCs) from diverse national backgrounds. This article investigates the differences in the human resource management (HRM) approaches adopted by the US, European, and Japanese MNC subsidiaries operating in China and explores the relationships between employees' perceptions toward the HRM approaches and

Shaozhuang Ma; Virginia Trigo

2012-01-01

43

Voluntary long-term care insurance: best practices for increasing employee participation.  

PubMed

This is the second of two Issue Briefs (April and May 2000) on long-term care (LTC) insurance. The previous Issue Brief addressed the problem of increasing sponsorship, while this report addresses the issue of increasing employee participation. Participation rates in group LTC insurance plans tend to be low. A potential watershed event for the development of the employment-based group LTC market is the proposed LTC program for federal employees and retirees (a program that would have to be enacted by Congress). The perception of a successful offering to federal employees could provide an enormous boost to the group LTC insurance market. Employee communication and education are seen as critical to the success of LTC enrollments. The importance of support shown by an employer for a new LTC plan offering cannot be overstated. Unlike 401(k) plan participation trends, LTC participation rates are highest among large companies. Insurers tend to view the 40-60 age range as the primary target for group LTC insurance, and employee salary as the best predictor of LTC insurance enrollment. Higher educational levels also are associated with higher levels of LTC participation. Perceived need for LTC insurance is perhaps the biggest barrier to the purchase of LTC insurance by employees due to competing financial priorities and the fact that LTC issues are generally off the "radar screens" of younger employees. Plans with skilled nursing home and home care benefits experience higher participation rates than plans lacking these benefits. The availability of lower-cost and long duration benefit options can be an important factor in determining participation. Most sponsors have chosen to offer noncontributory (i.e., fully employee-paid) LTC plans. Employer reluctance to make contributions may be caused by HIPAA's prohibition on the inclusion of LTC insurance in cafeteria plans. One of the major advantages of group LTC plans is the availability of guaranteed issue (i.e., issuing coverage without requiring evidence of insurability) for employees, which is not available in the individual LTC market. It is easy for enrollment to be derailed by the presence of any of a number of harmful conditions, such as employer-sponsors who distance themselves from the offer, ineffective communications, or difficult enrollment processes. Achieving consistently strong levels of participation in LTC plans will require employer-sponsors and their insurance carriers to form strong partnerships, with worker participation as their primary stated goal. PMID:11010120

Pincus, J

2000-05-01

44

5?Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future  

Microsoft Academic Search

Given the extensive research on the topic of voluntary employee turnover in the past decade as well as new managerial approaches to employee retention, labor market dynamism, and evolution in research methodology and technology, it is important that researchers evaluate the current state of the field. In this chapter, we critically review prior research to provide a solid foundation and

Brooks C. Holtom; Terence R. Mitchell; Thomas W. Lee; Marion B. Eberly

2008-01-01

45

Relationship of Job Stress and Type-A Behavior to Employees' Job Satisfaction, Organizational Commitment, Psychosomatic Health Problems, and Turnover Motivation  

Microsoft Academic Search

The present study examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses (N = 215) working in a large Canadian hospital. Both job stress and stressors (role ambiguity, overload, conflict, and resource inadequacy) were significantly related to four outcome variables. Type-A behavior

Muhammad Jamal

1990-01-01

46

Predictive models of employee voluntary turnover in a North American professional sales force using data-mining analysis  

E-print Network

, conference proceedings, and doctoral dissertations. The relevant published articles were identified primarily through computer-based searches of Wilson, ABI/INFORM (1976- 2006), ERIC EBSCOhost Business Source Premier (2004-2006) databases using the keywords..., conference proceedings, and doctoral dissertations. The relevant published articles were identified primarily through computer-based searches of Wilson, ABI/INFORM (1976- 2006), ERIC EBSCOhost Business Source Premier (2004-2006) databases using the keywords...

Kane-Sellers, Marjorie Laura

2009-05-15

47

ANTHEM LIFE INSURANCE COMPANY -VOLUNTARY TERM LIFE Our voluntary Employee-paid term life insurance plan can be designed to meet the needs of each  

E-print Network

insurance plan can be designed to meet the needs of each individual or family. This insurance allows you to age 65, without further premium payments. Suicide Exclusion If an Employee, Employee's spouse or Employee's Domestic Partner dies by suicide, while sane or insane, within one year after the effective date

48

500.1 General Policy on Employee Separations Purpose To explain the process for voluntary and involuntary separations.  

E-print Network

of an employee for reasons such as resignation or retirement. An Involuntary Separation refers to the termination), and to update employment records. Policy When an employee voluntarily resigns, to allow management time to begin the process to hire a replacement employee, Rensselaer asks that the resigning employee notify their immediate

Linhardt, Robert J.

49

How Serious of a Problem is Staff Turnover in Substance Abuse Treatment? A Longitudinal Study of Actual Turnover1  

PubMed Central

In the substance abuse treatment field, the annual turnover rate is cited as being anywhere between 19 and 50 percent (Johnson & Roman, 2002; Gallon, Gabriel, & Knudsen, 2003; Knudsen et al., 2003; McLellan et al., 2003). However, no research to date has evaluated these claims by tracking turnover longitudinally using organizational turnover data from substance abuse treatment centers. This research presents the results of a longitudinal study designed to systematically examine actual turnover among counselors and clinical supervisors. Twenty-seven geographically dispersed treatment organizations, serving a wide range of clients in the public and private sector, provided data for the study over a two year time span (2008–2009). The annual turnover rate was 33.2% for counselors and 23.4% for clinical supervisors. For both groups the majority of turnover was voluntary (employee-initiated). Specific reasons for turnover were largely consistent across the two groups, with the most common reason being a new job or new opportunity. The findings are discussed in terms of the unique employment context of substance abuse treatment. Practical recommendations are also discussed to help stem the tide of turnover in the field of substance abuse treatment. PMID:20675097

Eby, Lillian T.; Burk, Hannah; Maher, Charleen P.

2010-01-01

50

Employees.  

ERIC Educational Resources Information Center

Chapter 2 of a book on school law, this chapter summarizes 1979 court cases concerning school employees. The author deals with cases in the areas of employment discrimination, dismissal and discipline of employees, tenure, substantive constitutional rights of employees, procedural due process for employee dismissal, immunity and liability under…

Delon, Floyd G.

51

Causes of newspaper firm employee burnout in Korea and its impact on organizational commitment and turnover intention  

Microsoft Academic Search

This study assesses the degree of burnout among newspaper firm employees in Korea and investigates the causes and consequences of this phenomenon. A survey of reporters and non-reporting staff members from the 10 national daily newspaper firms in South Korea indicates that employees suffer from burnout. In particular, respondents claimed to have experienced a higher level of exhaustion than cynicism

Jaemin Jung; Youngju Kim

2012-01-01

52

The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions  

Microsoft Academic Search

Using self-determination theory (Deci & Ryan, 2008) as the guiding theoretical framework, the present study tested a model that incorporates workers' perceptions of organizational support and supervisor autonomy support, global and domain specific (i.e., work) motivation, work satisfaction, and turnover intentions. The hypothesized model was tested using a sample of 735 workers (362 men and 373 women). Results revealed that

Nicolas Gillet; Marylène Gagné; Séverine Sauvagère; Evelyne Fouquereau

2012-01-01

53

Plagued by Turnover? Train Your Managers.  

ERIC Educational Resources Information Center

Dissatisfaction with managers is a major cause of employee turnover The Charles Schwab Corporation surveys employees annually and holds employee focus groups and online town meetings. The information is used for the coaching and training of department heads. (JOW)

Dobbs, Kevin

2000-01-01

54

Turnover Begets Turnover  

ERIC Educational Resources Information Center

Purpose: This study examined the association between turnover of caregivers and turnover of nursing home top management. The top managers examined were administrators and directors of nursing, and the caregivers examined were registered nurses, licensed practical nurses, and nurse aides. Design and Methods: The data came from a survey of 419…

Castle, Nicholas G.

2005-01-01

55

How Fleet Bank fought employee flight.  

PubMed

In the late 1990s, Fleet Bank was facing high and rising employee turnover, particularly in its retail operations. Overall turnover had reached 25% annually, and among some groups, such as tellers and customer service reps, turnover was as high as 40%. Using a new methodology developed by Mercer Human Resource Consulting, Fleet set out to determine why so many employees were leaving and what could be done to retain them. It began examining data from HR, finance, operations, and sales about employee behavior and the factors that influence it in different locations and labor markets, departments or work groups, in positions with different pay and benefits, and under different supervisors. Fleet's analysis showed that people were leaving not so much for better pay--their personal testimony notwithstanding--but for broader experience, which they thought would enhance their marketability. Additionally, the analysis revealed a link between the turnover problem and the company's busy history of mergers and acquisitions. Fleet's mergers and acquisitions. frequently meant that it had to consolidate operations. That consolidation resulted in layoffs, which provoked higher levels of voluntary turnover, perhaps because remaining employees began worrying about their job security. While the obvious solution to the turnover problem might have been to compensate the remaining employees--say, with higher pay--the more effective and less costly solution, Fleet discovered, was to focus on employees' career opportunities within the company. Those who moved up the hierarchy, or who even made lateral moves, stayed longer. By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars. PMID:15077372

Nalbantian, Haig R; Szostak, Anne

2004-04-01

56

Is employee turnover affecting your business? Are you struggling to attract and retain key talent? Learn forward-thinking employment practices and strategies to develop your organization's most valuable asset your people.  

E-print Network

Is employee turnover affecting your business? Are you struggling to attract and retain key talent and motivated to succeed. Key to addressing these challenges is the role played by human resource professionals' of behavior-based and situation-based interviews and why they are used · Learn the dos and don

Warkentin, Ian G.

57

Do Relationships Matter? Evidence from Loan Officer Turnover  

E-print Network

We show that the cost of employee turnover in firms that rely on decentralized knowledge and personal relationships depends on the firms' planning horizons and the departing employees' incentives to transfer information. ...

Drexler, Alejandro

58

The Effect of Management Commitment to Service Quality on Frontline Employees' Job Attitudes, Turnover Intentions and Service Recovery Performance in a New Public Management Context  

Microsoft Academic Search

We present and test a model of behavioural job outcomes grounded in Bagozzi's (1992) reformulation of attitude theory in the important and novel context of a former public sector government department that has undergone corporatisation. Frontline employees (FLEs) completed a self?administered questionnaire on how factors characterising management commitment to service quality (MCSQ) affect their job satisfaction and organisational commitment, and

Nicholas J. Ashill; Michel Rod; Janet Carruthers

2008-01-01

59

Factors Influencing the Turnover of Skilled Personnel: A Casestudy  

Microsoft Academic Search

Measures taken to improve productivity are likely to involve an increased investment in human capital—that is, in the development of the skills, knowledge and experience of the employee. Personnel turnover can represent a loss on this investment and, in the case of some highly skilled employees, turnover can even jeopardize the functioning of the organization. The Aus tralian Army is

James Robert Warn

1994-01-01

60

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

Code of Federal Regulations, 2010 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirement—basic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2010-01-01

61

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirement—basic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2014-01-01

62

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

Code of Federal Regulations, 2012 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirement—basic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2012-01-01

63

5 CFR 842.213 - Voluntary early retirement-substantial delayering, reorganization, reduction in force, transfer...  

Code of Federal Regulations, 2012 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC ANNUITY...for ensuring that employees are not coerced into voluntary early retirement. If an agency finds...authority or offer early retirements to employees who are not...

2012-01-01

64

5 CFR 842.213 - Voluntary early retirement-substantial delayering, reorganization, reduction in force, transfer...  

Code of Federal Regulations, 2013 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC ANNUITY...for ensuring that employees are not coerced into voluntary early retirement. If an agency finds...authority or offer early retirements to employees who are not...

2013-01-01

65

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

Code of Federal Regulations, 2013 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirement—basic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2013-01-01

66

5 CFR 842.204 - Immediate voluntary retirement-basic age and service requirements.  

Code of Federal Regulations, 2011 CFR

...CONTINUED) FEDERAL EMPLOYEES RETIREMENT SYSTEM-BASIC...Immediate voluntary retirement—basic age... (a) An employee or Member who...1) If an employee or Member separates...attaining the minimum retirement age and...

2011-01-01

67

Modelling job stress as a mediating role in predicting turnover intention  

Microsoft Academic Search

Turnover intention has been an important issue for decades since management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. For that reason, this study proposed a research model of turnover intention based on Hackman and Oldham's [(1976). Motivation through

Mei-Fang Chen; Chieh-Peng Lin; Gin-Yen Lien

2011-01-01

68

5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.  

... 2014-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1015 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2014-01-01

69

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

Code of Federal Regulations, 2011 CFR

... 2011-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1014 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2011-01-01

70

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

Code of Federal Regulations, 2010 CFR

... 2010-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1014 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2010-01-01

71

5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.  

Code of Federal Regulations, 2011 CFR

... 2011-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1015 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2011-01-01

72

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

... 2014-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1014 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2014-01-01

73

5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.  

Code of Federal Regulations, 2013 CFR

... 2013-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1015 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2013-01-01

74

5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.  

Code of Federal Regulations, 2012 CFR

... 2012-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1015 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2012-01-01

75

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

Code of Federal Regulations, 2013 CFR

... 2013-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1014 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2013-01-01

76

5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.  

Code of Federal Regulations, 2010 CFR

... 2010-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1015 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2010-01-01

77

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

Code of Federal Regulations, 2012 CFR

... 2012-01-01 false Movement between voluntary leave bank...OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE...Bank Program § 630.1014 Movement between voluntary leave bank...interfere with the employee's right to submit an application...

2012-01-01

78

Costing Child Protective Services Staff Turnover.  

ERIC Educational Resources Information Center

Details process of determining a child welfare agency's actual dollar costs directly attributed to protective services staff turnover, using the agency's human resources database and interviews with administrative personnel. Provides formulas and process for calculating specific cost elements due to employee separation, replacement, and training.…

Graef, Michelle I.; Hill, Erick L.

2000-01-01

79

The longitudinal study of turnover and the cost of turnover in EMS  

PubMed Central

Purpose Few studies have examined employee turnover and associated costs in emergency medical services (EMS). The purpose of this study was to quantify the mean annual rate of turnover, total median cost of turnover, and median cost per termination in a diverse sample of EMS agencies. Methods A convenience sample of 40 EMS agencies was followed over a 6 month period. Internet, telephone, and on-site data collection methods were used to document terminations, new hires, open positions, and costs associated with turnover. The cost associated with turnover was calculated based on a modified version of the Nursing Turnover Cost Calculation Methodology (NTCCM). The NTCCM identified direct and indirect costs through a series of questions that agency administrators answered monthly during the study period. A previously tested measure of turnover to calculate the mean annual rate of turnover was used. All calculations were weighted by the size of the EMS agency roster. The mean annual rate of turnover, total median cost of turnover, and median cost per termination were determined for 3 categories of agency staff mix: all paid staff, mix of paid and volunteer (mixed), and all-volunteer. Results The overall weighted mean annual rate of turnover was 10.7%. This rate varied slightly across agency staffing mix: (all-paid=10.2%, mixed=12.3%, all-volunteer=12.4%). Among agencies that experienced turnover (n=25), the weighted median cost of turnover was $71,613.75, which varied across agency staffing mix: (all-paid=$86,452.05, mixed=$9,766.65, and all-volunteer=$0). The weighted median cost per termination was $6,871.51 and varied across agency staffing mix: (all-paid=$7,161.38, mixed=$1,409.64, and all-volunteer=$0). Conclusions Annual rates of turnover and costs associated with turnover vary widely across types of EMS agencies. The study’s mean annual rate of turnover was lower than expected based on information appearing in the news media and EMS trade magazines. Findings provide estimates of two key workforce measures – turnover rates and costs – where previously none have existed. Local EMS directors and policymakers at all levels of government may find the results and study methodology useful towards designing and evaluating programs targeting the EMS workforce. PMID:20199235

Patterson, P. Daniel; Jones, Cheryl B.; Hubble, Michael W.; Carr, Matthew; Weaver, Matthew D.; Engberg, John; Castle, Nicholas

2010-01-01

80

Workforce retention issues in voluntary child welfare.  

PubMed

Unlike many studies focused on retention and turnover in public child welfare, this study examined issues of job satisfaction and retention in voluntary child welfare. Although three-fourths of the 1,624 workers surveyed intended to remain in child welfare, 57.3% had thought about leaving their agencies during the past year. All respondents were dissatisfied with their level of pay, but those thinking of leaving were significantly less satisfied with the contingent rewards they received. PMID:21877565

McGowan, Brenda G; Auerbach, Charles; Conroy, Kathryn; Augsberger, Astraea; Schudrich, Wendy

2010-01-01

81

16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.  

... CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS...in developing a voluntary standard for the same product or class of products, the Commission shall encourage the several...

2014-01-01

82

16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.  

Code of Federal Regulations, 2012 CFR

... CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS...in developing a voluntary standard for the same product or class of products, the Commission shall encourage the several...

2012-01-01

83

16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.  

Code of Federal Regulations, 2013 CFR

... CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS...in developing a voluntary standard for the same product or class of products, the Commission shall encourage the several...

2013-01-01

84

Predictors of Staff Turnover and Turnover Intentions within Addiction Treatment Settings: Change Over Time Matters  

PubMed Central

This study examined the extent to which changes over time in clinicians’ responses to measures of work attitude (eg, job satisfaction) and psychological climate (eg, supervisor support) could predict actual turnover and turnover intentions above and beyond absolute levels of these respective measures. Longitudinal data for this study were collected from a sample of clinicians (N = 96) being trained to implement an evidence-based treatment for adolescent substance use disorders. Supporting findings from a recent staff turnover study, we found job satisfaction change was able to predict actual turnover above and beyond average levels of job satisfaction. Representing new contributions to the staff turnover literature, we also found that change over time in several other key measures (eg, job satisfaction, role manageability, role clarity) explained a significant amount of variance in turnover intentions above and beyond the absolute level of each respective measure. A key implication of the current study is that organizations seeking to improve their ability to assess risk for staff turnover may want to consider assessing staff at multiple points in time in order to identify systematic changes in key employee attitudes like turnover intentions and job satisfaction. PMID:25336960

Garner, Bryan R; Hunter, Brooke D

2014-01-01

85

Career Adaptability, Turnover and Loyalty during Organizational Downsizing  

ERIC Educational Resources Information Center

During organizational restructuring and downsizing, employees often worry about being redundant, actually are redundant, and/or feel unsatisfied with their jobs. Employees, in turn, often react with poor loyalty to and high voluntary exit from the organization. The current study addresses this process from a careers' perspective, showing that…

Klehe, Ute-Christine; Zikic, Jelena; Van Vianen, Annelies E. M.; De Pater, Irene E.

2011-01-01

86

Relationships between emotional labor, job performance, and turnover  

Microsoft Academic Search

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting. Their responses were matched with supervisors' ratings of overall job performance and organizational

Robyn E. Goodwin; Markus Groth; Stephen J. Frenkel

2011-01-01

87

Exploring civic virtue and turnover intention during organizational changes  

Microsoft Academic Search

Mergers and acquisitions (M&A) are probably the most common strategic manoeuvres in business. Given the critical importance of human factors for their success, this study aims to enhance understanding of employee reactions to such projects. This article looks into the way that psychological contract breach affects employee turnover intention and civic virtue, after taking into consideration the mediating role of

Victoria Bellou

2008-01-01

88

Changes in CEO compensation structure and the impact on firm performance following CEO turnover  

Microsoft Academic Search

We document changes in compensation structure following CEO turnover and relate them to future performance. Compared to outgoing\\u000a CEOs, incoming CEOs derive a significantly greater percentage of their compensation from option grants and new stock grants.\\u000a The voluntary turnover sample shows similar changes in compensation structure while the forced turnover sample results suggest\\u000a that new stock grants drive the significant

David W. Blackwell; Donna M. Dudney; Kathleen A. Farrell

2007-01-01

89

Sexual Harassment in Casinos: Effects on Employee Attitudes and Behaviors  

Microsoft Academic Search

This study focuses on sexual harassment and job satisfaction, organizational commitment, and employee turnover among casino employees. It is the first study investigating sexual harassment in the gaming industry. Based on sex-role spillover theory it was expected that sexual harassment has less of an impact on casino employees than on employees in other industries. Six Reno, Nevada casinos participated in

Yvonne Stedham; Merwin C. Mitchell

1998-01-01

90

9 CFR 354.49 - Interfering with an inspector or employee of Service.  

Code of Federal Regulations, 2013 CFR

...MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION VOLUNTARY INSPECTION OF RABBITS AND EDIBLE PRODUCTS THEREOF Violations § 354.49 Interfering with an inspector or employee of Service. Any interference...

2013-01-01

91

9 CFR 354.49 - Interfering with an inspector or employee of Service.  

Code of Federal Regulations, 2012 CFR

...MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION VOLUNTARY INSPECTION OF RABBITS AND EDIBLE PRODUCTS THEREOF Violations § 354.49 Interfering with an inspector or employee of Service. Any interference...

2012-01-01

92

9 CFR 354.49 - Interfering with an inspector or employee of Service.  

...MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION VOLUNTARY INSPECTION OF RABBITS AND EDIBLE PRODUCTS THEREOF Violations § 354.49 Interfering with an inspector or employee of Service. Any interference...

2014-01-01

93

9 CFR 354.49 - Interfering with an inspector or employee of Service.  

Code of Federal Regulations, 2011 CFR

...MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION VOLUNTARY INSPECTION OF RABBITS AND EDIBLE PRODUCTS THEREOF Violations § 354.49 Interfering with an inspector or employee of Service. Any interference...

2011-01-01

94

9 CFR 354.49 - Interfering with an inspector or employee of Service.  

Code of Federal Regulations, 2010 CFR

...MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION VOLUNTARY INSPECTION OF RABBITS AND EDIBLE PRODUCTS THEREOF Violations § 354.49 Interfering with an inspector or employee of Service. Any interference...

2010-01-01

95

UNC System Voluntary 403(b) Retirement Program 403(b) Universal Availability Notice 2014  

E-print Network

. Under the UNC System Voluntary 403(b) Retirement Program, eligible employees may elect to defer Employees' Retirement System or the UNC Optional Retirement Program, the State's mandatory retirement plans for retirement. Eligibility All employees who receive compensation reportable on a W-2 and pay FICA taxes

96

National Voluntary Laboratory Accreditation Program  

E-print Network

National Voluntary Laboratory Accreditation Program NVLAP Assessor Training Nonconformities #12;National Voluntary Laboratory Accreditation Program Definitions Nonconformity ­ nonfulfillment assessors Nonconformities - September 24, 2013 2 #12;National Voluntary Laboratory Accreditation Program

97

National Voluntary Laboratory Accreditation Program  

E-print Network

National Voluntary Laboratory Accreditation Program NVLAP Assessor Training Calibration Certificate Review Discussion #12;National Voluntary Laboratory Accreditation Program Calibration Certificate Review calibration so it must be correct, right? #12;National Voluntary Laboratory Accreditation Program Annex B's 5

98

National Voluntary Laboratory Accreditation Program  

E-print Network

National Voluntary Laboratory Accreditation Program NVLAP Assessor Training Working for NVLAP #12;National Voluntary Laboratory Accreditation Program Presentation Overview · Assessor roles · Assessor Training ­ 2014 2 #12;National Voluntary Laboratory Accreditation Program Assessor Definitions · Lead

99

National Voluntary Laboratory Accreditation Program  

E-print Network

National Voluntary Laboratory Accreditation Program NVLAP Assessor Training Assessment Techniques #12;National Voluntary Laboratory Accreditation Program Outline · Purpose of the Types of Assessments Meeting · Case Study Assessment Techniques ­ September 24, 2013 2 #12;National Voluntary Laboratory

100

National Voluntary Laboratory Accreditation Program  

E-print Network

National Voluntary Laboratory Accreditation Program NVLAP Assessor Training Evaluating Assessor Performance #12;National Voluntary Laboratory Accreditation Program Why NVLAP Evaluates? ISO/IEC 17011 - 6 to perform competently. 2Assessor Performance - September 24, 2013 #12;National Voluntary Laboratory

101

NORTHWESTERN UNIVERSITY VOLUNTARY SAVINGS PLAN  

E-print Network

.......................................................................................... 13 Reallocating Your Future Employee Supplemental Retirement Contributions........................ 14.............................................................................................................. 8 Employee Contribution Limit................................................................................................. 8 Excess Employee Contributions

Shahriar, Selim

102

Leadership effectiveness, leadership style and employee readiness  

Microsoft Academic Search

Purpose – This study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes. Design\\/methodology\\/approach – The measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that

Jui-Chen Chen; Colin Silverthorne

2005-01-01

103

How to Calculate an Employee Relations Index.  

ERIC Educational Resources Information Center

Proposes using an employee relations index (ERI) to measure factors affecting employee relations and job performance ability. Examines five of ten major ERI factors: attenance, turnover, safety, grievances/complaints, and motor vehicle accidents. Discusses weighing the factors and interpreting the outcome. (CSS)

Cash, William B., Jr.

1979-01-01

104

Economic Literacy among Corporate Employees.  

ERIC Educational Resources Information Center

Reports the results of a telephone survey of employees (n=1001) of large corporations (n=7) conducted for the Business Roundtable. Embeds 20 questions keyed to the Voluntary National Content Standards in Economics to measure economic literacy. Finds that economic literacy was associated with education level, courses in economics, high income, and…

Wood, William C.; Doyle, Joanne M.

2002-01-01

105

Does Enhancing Work-Time Control and Flexibility Reduce Turnover? A Naturally Occurring Experiment  

PubMed Central

We investigate the turnover effects of an organizational innovation (ROWE—Results Only Work Environment) aimed at moving away from standard time practices to focus on results rather than time spent at work. To model rates of turnover, we draw on survey data from a sample of employees at a corporate headquarters (N = 775) and institutional records of turnover over eight months following the ROWE implementation. We find the odds of turnover are indeed lower for employees participating in the ROWE initiative, which offers employees greater work-time control and flexibility, and that this is the case regardless of employees’ gender, age, or family life stage. ROWE also moderates the turnover effects of organizational tenure and negative home-to-work spillover, physical symptoms, and job insecurity, with those in ROWE who report these situations generally less likely to leave the organization. Additionally, ROWE reduces turnover intentions among those remaining with the corporation. This research moves the “opting-out” argument from one of private troubles to an issue of greater employee work-time control and flexibility by showing that an organizational policy initiative can reduce turnover. PMID:21532909

Moen, Phyllis; Kelly, Erin L.; Hill, Rachelle

2011-01-01

106

Occupational turnover intentions among substance abuse counselors  

PubMed Central

This study examined predictor, moderator, and mediator variables of occupational turnover intention (OcTI) among substance abuse counselors. Data were obtained via questionnaires from 929 counselors working in 225 private substance abuse treatment (SAT) programs across the U.S. Hierarchical multiple regression models were conducted to assess predictor, moderator, and mediator variables of OcTI. OcTI scores were relatively low on a 7-point scale, indicating that very few counselors definitely intended to leave the SAT field. Age, certification, positive perceptions of procedural and distributive justice, and hospital-based status negatively predicted OcTI. Counselors’ substance use disorder impacted history moderated the association between organizational commitment and OcTI. Organizational turnover intention partially mediated the link between organizational commitment and OcTI. Workforce stability might be achieved by promoting perceptions of advantages to working in a particular treatment program, organizational commitment, showing appreciation for counselors’ work, and valuing employees from diverse backgrounds. PMID:20947285

Rothrauff, Tanja C.; Abraham, Amanda J.; Bride, Brian E.; Roman, Paul M.

2010-01-01

107

Web-based Employee Assistance Programs: A new exploration of employee service  

Microsoft Academic Search

Employee Assistance Programs (EAPs) are free, voluntary benefit which plan to help employees and their families cope with everyday problems. EAPs provide a wide range of services including short-term counseling, crisis intervention, occupational mental health and referrals. Since their rise approximate fifty years ago, EAPs have undergone fundamental changes. They have extended range and deepened the intensity of the services

Zhun Gong; Shasha Yin; Yong Wang

2010-01-01

108

EMPLOYEE GRIEVANCE FORM Employee Relations  

E-print Network

to non-exempt employees only.) ______4. To appeal my termination under the University's GrievanceEMPLOYEE GRIEVANCE FORM Return to Employee Relations 176 Administration Building Employee Name: ____________________________ ____________________ Employee Signature Date Note: Attach additional information or documentation, if necessary A Tennessee

Dasgupta, Dipankar

109

Personality and attitudinal variables as predictors of voluntary union membership  

Microsoft Academic Search

This study examines individual differences in personality and attitudinal variables as predictors of union membership, with control for demographic and job-related factors. The data were collected from government employees in a work setting in which union membership was voluntary (N=582 males, 83% response rate). A survey questionnaire was used to assess extraversion, neuroticism, internal locus of control, organizational commitment, and

K. R. Parkes; T. D. B. Razavi

2004-01-01

110

Voluntary cleanups -- Gaining momentum  

SciTech Connect

The authors are currently conducting a voluntary cleanup in Colorado under the state`s Voluntary Cleanup and Redevelopment Act of 1994. This paper details the plan approval process and implementation at the Smith Road Jail Site, which is owned by the City and County of Denver (CCoD). The site was the location of historical dumping of potentially hazardous materials including organic compounds. CCoD agreed to develop property near the site into a controlled access facility upon airport closure. To expedite remediation efforts and therefore redevelopment, to ensure that remediation plans met with approval of the Colorado Department of Public Health and the Environment and to ensure that plans would provide for adequate protection of human health and the environment, the City submitted a Voluntary Cleanup Plan under Colorado`s new law. This remediation plan, which includes an innovative biosparge system, is the third application out of nine submitted and is the fourth approved in Colorado. Significant lessons have been learned about: establishing cleanup levels; hazardous waste regulation barriers; forecasting potential future land use; and the process for plan approval. New federal legislation could streamline the voluntary process by addressing the applicability of the Corrective Action Management Unit (CAMU) concept to voluntary cleanups; including an option for risk assessment; and proposing an exemption from land disposal restrictions for remediation wastes.

Stevens, M.A.; Bergman, J.B. [Roy F. Weston, Inc., Lakewood, CO (United States); Carter, R.M. [City and County of Denver, CO (United States)

1995-12-31

111

Employee Motivation: \\  

Microsoft Academic Search

Employee motivation is an intricate and sophisticated subject; however, contemporary managers must face and deal with this topic to obtain organizational success. To enhance understanding of employee motivation, mangers must recognize the imperativeness of employee motivation, its concepts, and differences in individual needs. Subsequently, managers need to be aware of a variety of employee motivational factors and the changes in

Dongho Kim

112

Predicting public child welfare employees' intentions to remain employed with the child welfare organizational culture inventory  

Microsoft Academic Search

High employee turnover continues to be a serious problem in the field of public child welfare. In a statewide study of public child welfare employees in a southern state, the Child Welfare Organizational Culture Inventory was used to assess employees' perceptions of organizational culture and to examine which factors might be predictors of employees' intentions to remain on the job

Tonya M. Westbrook; Alberta J. Ellett; Kia Asberg

2012-01-01

113

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation  

Microsoft Academic Search

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal

Bård Kuvaas

2006-01-01

114

Voluntary cleanups gaining momentum  

SciTech Connect

The authors are currently conducting a voluntary cleanup in Colorado under the state`s Voluntary Cleanup and Redevelopment Act of 1994. This paper details the plan`s approval process and implementation at the Smith Road Jail Site, which is owned by the City and County of Denver (CCoD) and located near Stapleton International Airport. The site was the location of historical unauthorized dumping of potentially hazardous materials. CCoD agreed to develop the property into an educational facility upon airport closure. To expedite remediation efforts and redevelopment, to ensure that remediation plans met with approval of the Colorado Department of Public Health and the Environment, and to guarantee that the plans would provide for adequate protection of human health and the environment, the City submitted a Voluntary Cleanup Plan under Colorado`s new law. This remediation plan, which includes an innovative biosparge system, is the third of nine applications submitted, and the fourth approved in Colorado. Significant lessons have been learned about: establishing cleanup levels; applying hazardous waste regulations; forecasting potential future land use; and the process for plan approval. New federal legislation could streamline the voluntary process by addressing the applicability of the Corrective Action Management Unit (CAMU) concept to voluntary cleanups, including an option for risk assessment, and proposing an exemption from land disposal restrictions. However, this new legislation could hinder the process by including public involvement requirements. As Superfund is reevaluated in the 104th Congress, amendments are being proposed that address this rapidly developing concept. At least 20 states have developed voluntary remediation programs; salient parts of state laws could be combined to produce effective national legislation.

Stevens, M.A.; Bergman, J.B. [Roy F. Weston, Inc., Lakewood, CO (United States); Carter, R.M. [City and County of Denver, CO (United States)

1995-12-31

115

California Voluntary Drought Initiative VOLUNTARYDROUGHTAGREEMENT  

E-print Network

California Voluntary Drought Initiative VOLUNTARYDROUGHTAGREEMENT Sacramento River Tributaries Antelope Creek Goals of the Voluntary Drought Initiative NOAA's National Marine Fisheries Service (NMFS) is among the State and Federal agencies that recognize the severe constraints the 2014 drought is likely

116

Integrating Turnover Reasons and Shocks with Turnover Decision Processes  

ERIC Educational Resources Information Center

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. "Impulsive-type quitters," with neither a job offer in hand…

Maertz, Carl P., Jr.; Kmitta, Kayla R.

2012-01-01

117

Motivating Employees  

Microsoft Academic Search

Employee morale is not only a quality that can be sensed, it can be measured. The manager who permits himself to lose sight of the need for evaluating employee-management relations can find himself unexpectedly confronting troubled times. The first article explains that concern about the attitudes of employees is a relatively recent development, but experience has shown how essential it

John B. W. Corey

1973-01-01

118

Substance Use Disorder Counselors' Job Performance and Turnover after 1 Year: Linear or Curvilinear Relationship?1  

PubMed Central

The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors’ job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be “caused” by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program. PMID:22527711

Laschober, Tanja C.; de Tormes Eby, Lillian Turner

2013-01-01

119

Understanding China's Post80 employees' work attitudes: an explorative study  

Microsoft Academic Search

Purpose – The purpose of this paper is to explore the relationships among job and career satisfactions, work commitment, and turnover intentions for the Post-80 employees in China. Design\\/methodology\\/approach – A total of 290 of China's Post-80 employees from 19 knowledge-intensive companies were surveyed. Structural equation modeling was used for data analysis. Findings – The perceptions of selected Post-80 employees

Qinxuan Gu; Lihong Wang; Judy Y. Sun; Yanni Xu

2010-01-01

120

HRM Practices and Organizational Commitment: A Study about IT Employees from Chinese Private-Owned Enterprises  

Microsoft Academic Search

Due to the high turnover rates and costs, organizations of information technology (IT) industry have shifted from perceiving employees as a replaceable workforce to seeing them as a valued asset. Attracting, managing and retaining valuable employees become urgent to Chinese private-owned IT enterprises in this competitive environment. The aim of this paper was to distinguish the perceptions of Chinese employees

Kun Qiao; Xiaolin Luan; Xiaoyun Wang

2008-01-01

121

Employee assistance program treats personal problems.  

PubMed

Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved. PMID:10317423

Bednarek, R J; Featherston, H J

1984-03-01

122

Operant Variability and Voluntary Action  

ERIC Educational Resources Information Center

A behavior-based theory identified 2 characteristics of voluntary acts. The first, extensively explored in operant-conditioning experiments, is that voluntary responses produce the reinforcers that control them. This bidirectional relationship--in which reinforcer depends on response and response on reinforcer--demonstrates the functional nature…

Neuringer, Allen; Jensen, Greg

2010-01-01

123

Voluntary Reporting of Greenhouse Gases  

EIA Publications

The Voluntary Reporting of Greenhouse Gases Program was suspended May 2011. It was a mechanism by which corporations, government agencies, individuals, voluntary organizations, etc., could report to the Energy Information Administration, any actions taken that have or are expected to reduce/avoid emissions of greenhouse gases or sequester carbon.

2011-01-01

124

The concept of voluntary consent.  

PubMed

Our primary focus is on analysis of the concept of voluntariness, with a secondary focus on the implications of our analysis for the concept and the requirements of voluntary informed consent. We propose that two necessary and jointly sufficient conditions must be satisfied for an action to be voluntary: intentionality, and substantial freedom from controlling influences. We reject authenticity as a necessary condition of voluntary action, and we note that constraining situations may or may not undermine voluntariness, depending on the circumstances and the psychological capacities of agents. We compare and evaluate several accounts of voluntariness and argue that our view, unlike other treatments in bioethics, is not a value-laden theory. We also discuss the empirical assessment of individuals' perceptions of the degrees of noncontrol and self-control. We propose use of a particular Decision Making Control Instrument. Empirical research using this instrument can provide data that will help establish appropriate policies and procedures for obtaining voluntary consent to research. PMID:21806428

Nelson, Robert M; Beauchamp, Tom; Miller, Victoria A; Reynolds, William; Ittenbach, Richard F; Luce, Mary Frances

2011-08-01

125

7 CFR 70.44 - Interfering with a grader or employee of Service.  

Code of Federal Regulations, 2010 CFR

...VOLUNTARY GRADING OF POULTRY PRODUCTS AND RABBIT PRODUCTS Grading of Poultry Products and Rabbit Products Denial of Service § 70.44 Interfering...such employee's duties. The giving or offering, directly or indirectly, of any...

2010-01-01

126

7 CFR 70.44 - Interfering with a grader or employee of Service.  

...VOLUNTARY GRADING OF POULTRY PRODUCTS AND RABBIT PRODUCTS Grading of Poultry Products and Rabbit Products Denial of Service § 70.44 Interfering...such employee's duties. The giving or offering, directly or indirectly, of any...

2014-01-01

127

7 CFR 70.44 - Interfering with a grader or employee of Service.  

Code of Federal Regulations, 2011 CFR

...VOLUNTARY GRADING OF POULTRY PRODUCTS AND RABBIT PRODUCTS Grading of Poultry Products and Rabbit Products Denial of Service § 70.44 Interfering...such employee's duties. The giving or offering, directly or indirectly, of any...

2011-01-01

128

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

Code of Federal Regulations, 2013 CFR

... (F) The provision of life benefits in amounts that are a uniform...covered. (G) The provision of benefits in the nature of wage replacement in the event...taking into account any disability benefits provided through social...

2013-04-01

129

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

Code of Federal Regulations, 2012 CFR

... (F) The provision of life benefits in amounts that are a uniform...covered. (G) The provision of benefits in the nature of wage replacement in the event...taking into account any disability benefits provided through social...

2012-04-01

130

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

Code of Federal Regulations, 2011 CFR

... (F) The provision of life benefits in amounts that are a uniform...covered. (G) The provision of benefits in the nature of wage replacement in the event...taking into account any disability benefits provided through social...

2011-04-01

131

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

Code of Federal Regulations, 2010 CFR

... (F) The provision of life benefits in amounts that are a uniform...covered. (G) The provision of benefits in the nature of wage replacement in the event...taking into account any disability benefits provided through social...

2010-04-01

132

26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...  

... (F) The provision of life benefits in amounts that are a uniform...covered. (G) The provision of benefits in the nature of wage replacement in the event...taking into account any disability benefits provided through social...

2014-04-01

133

THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE  

Microsoft Academic Search

This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant im- pact on both intermediate employee outcomes (turnover and produc- tivity) and short- and long-term measures of corporate financial per- formance. Support for

MARK A. HUSELID

1995-01-01

134

Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure  

Microsoft Academic Search

This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job attitudes and behaviours, it is proposed here that attitudes and behaviours also affect the psychological contract that the employee has with

P. Matthijs Bal; Rein De Cooman; Stefan T. Mol

2011-01-01

135

Perceived competence mobilization: an explorative study of predictors and impact on turnover intentions  

Microsoft Academic Search

The present study explores predictors of perceived competence mobilization, as well as their direct and indirect impact on turnover intentions. Findings from a survey of 840 employees of a public civil service organization support the predictions that perceived competence mobilization is positively related to intrinsic motivation, peer support and supervisor support, career system satisfaction, and pay system satisfaction. Moreover, findings

Linda Lai; Janne C. Kapstad

2009-01-01

136

Turnover of exogenous artificial surfactant  

Microsoft Academic Search

The turnover of the artificial surfactant Exosurf after its administration to infants with respiratory distress syndrome was studied. High performance liquid chromatography was used to compare the phosphatidylcholine (PC) composition of serial endotracheal tube secretions from three groups of infants. There were 22 infants who received two doses of Exosurf in 24 hours (group 1), 10 infants who received four

M R Ashton; A D Postle; M A Hall; N C Austin; D E Smith; I C Normand

1992-01-01

137

Employee Handbook  

SciTech Connect

Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the privileges, benefits, and responsibilities of being an employee at Berkeley Lab. In this organization, as in the rest of the world, circumstances are constantly changing. Policies and procedures can change at any time, so it is advisable to keep apprised of these changes by checking in frequently to the electronic version of this Employee Handbook found at www.lbl.gov/Workplace/HumanResources/EmployeeHandbook.

Bello, Madelyn

2008-09-05

138

What HR managers do versus what employees value : Exploring both parties' views on retention management from a psychological contract perspective  

Microsoft Academic Search

Purpose – The purpose of this paper is to explore HR managers' and employees' views on the factors affecting employee retention using the perspective of the psychological contract. Design\\/methodology\\/approach – Two studies were conducted. First, a sample of HR managers gave their view on the factors affecting employee retention and turnover and described their retention practices. Second, a large sample

Ans De Vos; Annelies Meganck

2009-01-01

139

Employee retention: a customer service approach.  

PubMed

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the techniques of this process mirror the activities of customer service and customer relationship management, I call the combined process C/ERM for customer/employee relationship management. Both activities must be going on simultaneously to create a loyalty link that ensures customer satisfaction and retention through employee service, satisfaction and retention. PMID:12080928

Gerson, Richard F

2002-01-01

140

Work-family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders ?  

PubMed Central

This paper presents empirical research analyzing the relationship between work–family climate (operationalized in terms of three work–family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using multilevel modeling, we found significant associations between work–family climate, and both organizational commitment and turnover intent, both within and between hotels. Findings underscored the importance of managerial support for employee work–family balance, the relevance of senior managers’ own work–family circumstances in relation to employees’ work outcomes, and the existence of possible contagion effects of leaders in relation to work–family climate. PMID:19412351

O'Neill, John W.; Harrison, Michelle M.; Cleveland, Jeannette; Almeida, David; Stawski, Robert; Crouter, Anne C.

2009-01-01

141

Implicit Labor Contracts to Explain Turnover  

Microsoft Academic Search

Aggregate data exhibit procyclical movement in the rate of turnover. However, existing models of turnover have been unable to explain this phenomenon. In this model the author generates turnover as an outcome of a second-best wage contract when there is asymmetry of information about workers' mobility costs. A wage contract that insures the \\

Elazar Berkovitch

1986-01-01

142

Using Turnover as a Recruitment Strategy  

ERIC Educational Resources Information Center

Teacher turnover is notoriously high in the field of early childhood education with an estimated 33% of staff exiting the workplace each year. Turnover is costly. Not only do high levels of turnover negatively impact children's growth and development, it also erodes the program's economic stability and wherewithal to provide effective operations…

Duncan, Sandra

2009-01-01

143

Measuring Staff Turnover in Nursing Homes  

ERIC Educational Resources Information Center

Purpose: In this study the levels of staff turnover reported in the nursing home literature (1990-2003) are reviewed, as well as the definitions of turnover used in these prior studies. With the use of primary data collected from 354 facilities, the study addresses the various degrees of bias that result, depending on how staff turnover is defined…

Castle, Nicholas G.

2006-01-01

144

Altered bone turnover during spaceflight  

NASA Technical Reports Server (NTRS)

Modifications in calcium metabolism during spaceflight were studied, using parameters that reflect bone turnover. Bone formation rate, medullary area, bone length, bone density, pore size distribution, and differential bone cell number were evaluated in growing rate both immediately after and 25 days after orbital spaceflights aboard the Soviet biological satellites Cosmos 782 and 936. The primary effect of space flight on bone turnover was a reversible inhibition of bone formation at the periosteal surface. A simultaneous increase in the length of the periosteal arrest line suggests that bone formation ceased along corresponding portions of that surface. Possible reasons include increased secretion of glucocorticoids and mechanical unloading of the skeleton due to near-weightlessness, while starvation and immobilization are excluded as causes.

Turner, R. T.; Morey, E. R.; Liu, C.; Baylink, D. J.

1982-01-01

145

Employee recruitment.  

PubMed

The way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate. This article provides a selective review of research that has addressed recruitment targeting, recruitment methods, the recruitment message, recruiters, the organizational site visit, the job offer, and the timing of recruitment actions. These and other topics (e.g., the job applicant's perspective) are discussed in terms of their potential influence on prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) recruitment outcomes. In reviewing research, attention is given to the current state of scientific knowledge, limitations of previous research, and important issues meriting future investigation. PMID:23121331

Breaugh, James A

2013-01-01

146

V-TIME. A New Way to Work. A Resource Manual for Employers and Employees.  

ERIC Educational Resources Information Center

This manual for managers, supervisors, and union representatives presents information on how to implement a comprehensive program of voluntary reduced work time (V-Time) options for employees. (V-Time allows full-time employees to reduce work hours temporarily while retaining benefits.) It reports mainly the experiences of two counties and two…

Moorman, Barbara; Olmsted, Barney

147

Title: Severance Benefits for Operational Employees Effective Date: January 10, 2009 Responsible Office: Human Resources  

E-print Network

resignations for any reason and discharge (termination for cause) are not considered "Involuntary separation for purposes of this policy; therefore, employees who voluntary resign from their positions are not eligible to receive severance benefits. · Employees who terminated for cause or otherwise for reasons related

Swaddle, John

148

Social and economic exchange in the employee-organization relationship: the moderating role of reciprocation wariness  

Microsoft Academic Search

Purpose – This paper examines the relationships that social and economic exchanges, two elements of the employee-organization relationship (EOR), had with affective commitment, turnover intentions, employer trust, and altruism. The paper also aims to determine whether reciprocation wariness, reflecting fear of exploitation in reciprocation, moderated relationships that exchange elements had with outcomes. Design\\/methodology\\/approach – A total of 453 employees of

Lynn M. Shore; William H. Bommer; Alaka N. Rao; Jai Seo

2009-01-01

149

Chronic pain and voluntary euthanasia  

Microsoft Academic Search

Emotional status and its brain bases change in a chronic pain patient and this change affects his\\/her decision making ability. Moreover, it is accepted that a mentally disturbed individual is not competent to make critical decisions. According to these bases, this article demonstrates that such patients are not entitled to request voluntary euthanasia.

Mojtaba Rismanchi

2008-01-01

150

The impact of sexual harassment on job satisfaction, turnover intentions, and absenteeism: findings from Pakistan compared to the United States.  

PubMed

The purpose of this study was to compare and contrast how differences in perceptions of sexual harassment impact productive work environments for employees in Pakistan as compared to the US; in particular, how it affects job satisfaction, turnover, and/or absenteeism. This study analyzed employee responses in Pakistan (n?=?146) and the United States (n?=?102, 76) using questionnaire data. Significant results indicated that employees who were sexually harassed reported (a) a decrease in job satisfaction (b) greater turnover intentions and (c) a higher rate of absenteeism. Cross-cultural comparisons indicated that (a) Pakistani employees who were sexually harassed had greater job dissatisfaction and higher overall absenteeism than did their US counterparts and (b) Pakistani women were more likely to use indirect strategies to manage sexual harassment than were US targets. PMID:24851198

Merkin, Rebecca S; Shah, Muhammad Kamal

2014-01-01

151

Perceived importance of employees' traits in the service industry.  

PubMed

Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee. PMID:19610487

Lange, Rense; Houran, James

2009-04-01

152

Employee Fitness and Wellness Programs in the Workplace.  

ERIC Educational Resources Information Center

Reviews literature on worksite fitness and health promotion programs. Examines their impact on employees and the sponsoring organization. Discusses beneficial effects such as increased fitness, and reduction in health care costs, risk factors of heart disease, absenteeism, and turnover. Addresses issues related to participation rates, program…

Gebhardt, Deborah L.; Crump, Carolyn E.

1990-01-01

153

Informal Learning and the Voluntary Arts  

ERIC Educational Resources Information Center

While people might not be familiar with the term "voluntary arts", they are probably either involved with some voluntary arts activity themselves or they know someone who is. They use "voluntary arts" to mean any situation in which someone is voluntarily participating in an art form for pleasure, social reasons, skills development, and so on, but…

Simpson, Robin

2011-01-01

154

International Voluntary Renewable Energy Markets (Presentation)  

SciTech Connect

This presentation provides an overview of international voluntary renewable energy markets, with a focus on the United States and Europe. The voluntary renewable energy market is the market in which consumers and institutions purchase renewable energy to match their electricity needs on a voluntary basis. In 2010, the U.S. voluntary market was estimated at 35 terawatt-hours (TWh) compared to 300 TWh in the European market, though key differences exist. On a customer basis, Australia has historically had the largest number of customers, pricing for voluntary certificates remains low, at less than $1 megawatt-hour, though prices depend on technology.

Heeter, J.

2012-06-01

155

Organizational characteristics associated with hospital CEO turnover.  

PubMed

Using a Probit regression model, this study examines organizational factors contributing to hospital chief executive officer (CEO) turnover. The study concludes that some organizational environments are more conducive to turnover. Hospitals that are smaller, are on the West Coast, are investor owned, are church related, offer many services, have high service usage, and larger hospitals with female CEOs are more likely to experience turnover. PMID:11187360

Wilson, C N; Stranahan, H

2000-01-01

156

Why Do They Leave? Voluntary Turnover of South African Women Executives  

Microsoft Academic Search

\\u000a This chapter continues our analysis of the various systemic dynamics that may undermine women’s leadership in organizations.\\u000a Just as not all networks, even professional women’s networks, produce positive experiences, similarly, not all systems create\\u000a positive climates, particularly for women. In their study of South African women executives, Clark and Kleyn demonstrate how\\u000a social and cultural conditions in South Africa, such

Desray Clark; Nicola Kleyn

157

Perceived organisational support, job involvement and turnover intention in lean production in Sri Lanka  

Microsoft Academic Search

The literature suggests that the bottom-line changes often cited in lean implementation success stories, such as reduced inventories\\u000a and faster flow times, are not the only results that should be considered. The potential detrimental effects on employees\\u000a should be considered as well, or turnover and morale problems may sabotage the effectiveness of such implementations. However,\\u000a the ways in which lean

Dharmasri Wickramasinghe; Vathsala Wickramasinghe

2011-01-01

158

CEO TURNOVER IN THE ITALIAN FINANCIAL MARKET  

Microsoft Academic Search

We investigate ceo turnover in the Italian financial market analyzing a dataset cover- ing the period 1992-2003 for all listed companies. The likelihood of ceo turnover is higher for poorly performing companies, unless the company is controlled by a fam- ily. Managers' entrenchment is observed: managers holding shares of the company are less likely to lose their job. Ownership composition

EMILIO BARUCCI; CARLO BIANCHI; MIRKO FREDIANI

2007-01-01

159

CEO Turnover in the Italian Financial Market  

Microsoft Academic Search

We investigate ceo turnover in the Italian financial market analyzing a dataset covering the period 1992-2003 for all listed companies. The likelihood of ceo turnover is higher for poorly performing companies, unless the company is controlled by a family. Managers’ entrenchment is observed: managers holding shares of the company are less likely to lose their job. Ownership composition plays a

Emilio Barucci; Carlo Bianchi; Mirko Frediani

2006-01-01

160

CEO turnover and compensation: An empirical investigation  

Microsoft Academic Search

CEO turnover events provide a unique opportunity for boards of directors to restructure CEO compensation packages. Consequently, changes and\\/or adjustments to CEO compensation packages under such circumstances can prove informative to the ongoing debate regarding CEO compensation. This paper investigates the nature of CEO compensation by exploring what happens to such compensation when a management turnover event takes place. Specifically,

Rachel L Graefe-Anderson

2009-01-01

161

Peer-to-Peer Computing in Health-Promoting Voluntary Organizations: A System Design Analysis  

Microsoft Academic Search

A large part of the health promotion in today's society is performed as peer-to-peer empowerment in voluntary organisations such as sports clubs, charities, and trade unions. In order to prevent work-related illness and long-term sickness absence, the aim of this study is to explore computer network services for empowerment of employees by peer-to-peer communication. The ‘technique trade-off’ method was used

Magnus Irestig; Niklas Hallberg; Henrik Eriksson; Toomas Timpka

2005-01-01

162

Voluntary wheel running is beneficial to the amino acid profile of lysine-deficient rats.  

PubMed

Rats voluntarily run up to a dozen kilometers per night when their cages are equipped with a running wheel. Daily voluntary running is generally thought to enhance protein turnover. Thus, we sought to determine whether running worsens or improves protein degradation caused by a lysine-deficient diet and whether it changes the utilization of free amino acids released by proteolysis. Rats were fed a lysine-deficient diet and were given free access to a running wheel or remained sedentary (control) for 4 wk. Amino acid levels in plasma, muscle, and liver were measured together with plasma insulin levels and tissue weight. The lysine-deficient diet induced anorexia, skeletal muscle loss, and serine and threonine aminoacidemia, and it depleted plasma insulin and essential amino acids in skeletal muscle. Allowing rats to run voluntarily improved these symptoms; thus, voluntary wheel running made the rats less susceptible to dietary lysine deficiency. Amelioration of the declines in muscular leucine and plasma insulin observed in running rats could contribute to protein synthesis together with the enhanced availability of lysine and other essential amino acids in skeletal muscle. These results indicate that voluntary wheel running under lysine-deficient conditions does not enhance protein catabolism; on the contrary, it accelerates protein synthesis and contributes to the maintenance of muscle mass. The intense nocturnal voluntary running that characterizes rodents might be an adaptation of lysine-deficient grain eaters that allows them to maximize opportunities for food acquisition. PMID:20233939

Nagao, Kenji; Bannai, Makoto; Seki, Shinobu; Kawai, Nobuhiro; Mori, Masato; Takahashi, Michio

2010-06-01

163

The island-mainland species turnover relationship.  

PubMed

Many oceanic islands are notable for their high endemism, suggesting that islands may promote unique assembly processes. However, mainland assemblages sometimes harbour comparable levels of endemism, suggesting that island biotas may not be as unique as is often assumed. Here, we test the uniqueness of island biotic assembly by comparing the rate of species turnover among islands and the mainland, after accounting for distance decay and environmental gradients. We modelled species turnover as a function of geographical and environmental distance for mainland (M-M) communities of Anolis lizards and Terrarana frogs, two clades that have diversified extensively on Caribbean islands and the mainland Neotropics. We compared mainland-island (M-I) and island-island (I-I) species turnover with predictions of the M-M model. If island assembly is not unique, then the M-M model should successfully predict M-I and I-I turnover, given geographical and environmental distance. We found that M-I turnover and, to a lesser extent, I-I turnover were significantly higher than predicted for both clades. Thus, in the first quantitative comparison of mainland-island species turnover, we confirm the long-held but untested assumption that island assemblages accumulate biodiversity differently than their mainland counterparts. PMID:22874754

Stuart, Yoel E; Losos, Jonathan B; Algar, Adam C

2012-10-01

164

Dynamics of Voluntary Cough Maneuvers  

NASA Astrophysics Data System (ADS)

Voluntary cough maneuvers are characterized by transient peak expiratory flows (PEF) exceeding the maximum expiratory flow-volume (MEFV) curve. In some cases, these flows can be well in excess of the MEFV, generally referred to as supramaximal flows. Understanding the flow-structure interaction involved in these maneuvers is the main goal of this work. We present a simple theoretical model for investigating the dynamics of voluntary cough and forced expiratory maneuvers. The core modeling idea is based on a 1-D model of high Reynolds number flow through flexible-walled tubes. The model incorporates key ingredients involved in these maneuvers: the expiratory effort generated by the abdominal and expiratory muscles, the glottis and the flexibility and compliance of the lung airways. Variations in these allow investigation of the expiratory flows generated by a variety of single cough maneuvers. The model successfully reproduces PEF which is shown to depend on the cough generation protocol, the glottis reopening time and the compliance of the airways. The particular highlight is in simulating supramaximal PEF for very compliant tubes. The flow-structure interaction mechanisms behind these are discussed. The wave speed theory of flow limitation is used to characterize the PEF. Existing hypotheses of the origin of PEF, from cough and forced expiration experiments, are also tested using this model.

Naire, Shailesh

2008-11-01

165

Implementation of an Initial Training Program for New Employees in a Profoundly Mentally and Physically Handicapped Children and Adult Residential Facility.  

ERIC Educational Resources Information Center

A project was designed to reduce the turnover of direct care staff in a community-based residential facility that provides a home and educational or adult day training services for 54 severely or profoundly mentally and physically handicapped children and adults. The project sought to reduce total staff turnover by 40%, reduce employee

Hoeft, Linda A.

166

27 CFR 25.221 - Voluntary destruction of beer.  

Code of Federal Regulations, 2012 CFR

...2012-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2012-04-01

167

27 CFR 25.221 - Voluntary destruction of beer.  

Code of Federal Regulations, 2011 CFR

...2011-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2011-04-01

168

27 CFR 25.221 - Voluntary destruction of beer.  

Code of Federal Regulations, 2013 CFR

...2013-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY ALCOHOL BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2013-04-01

169

27 CFR 25.221 - Voluntary destruction of beer.  

Code of Federal Regulations, 2010 CFR

...2010-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2010-04-01

170

27 CFR 25.221 - Voluntary destruction of beer.  

...2014-04-01 false Voluntary destruction of beer. 25.221 Section 25.221 Alcohol...DEPARTMENT OF THE TREASURY ALCOHOL BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises....

2014-04-01

171

Adolescents' capacities to provide voluntary informed consent  

Microsoft Academic Search

Minors' capacities to provide a valid informed consent for the treatment of medical and psychological disorders are contingent in part on the determination of whether they can make voluntary treatment decisions. The gravity of a medical dilemma and the nature of parental influence are two factors hypothesized to effect and perhaps compromise the voluntariness of treatment decisions made by adolescents.

David G. Scherer; N. Dickon Reppuccit

1988-01-01

172

Mandatory versus voluntary approaches to food safety  

Microsoft Academic Search

Food safety policy is currently based on a combination of voluntary measures undertaken by producers and regulatory measures imposed, for example, by the US Department of Agriculture and the Food and Drug Administration (e.g., mandatory HACCP systems). This article addresses the question of whether reliance on voluntary approaches is likely to lead to adequate consumer protection. Drawing on recent literature

Kathleen Segerson

1999-01-01

173

Voluntary Task Switching: Chasing the Elusive Homunculus  

ERIC Educational Resources Information Center

In the voluntary task switching procedure, subjects choose the task to perform on a series of bivalent stimuli, requiring top-down control of task switching. Experiments 1-3 contrasted voluntary task switching and explicit task cuing. Choice behavior showed small, inconsistent effects of external stimulus characteristics, supporting the assumption…

Arrington, Catherine M.; Logan, Gordon D.

2005-01-01

174

The Economics of Environmental Voluntary Agreements  

Microsoft Academic Search

This paper provides taxonomies and models, in order to contribute in including the economics of environmental voluntary agreements (VAs) into the standard framework of the economics of the environment.Environmental voluntary agreements try to remedy market failures differently from traditional regulatory and economic instruments. In fact, they are based on the exchange between the P.A. and firms and on the design

Edoardo Croci

175

Age, functional postural reflexes, and voluntary sway.  

PubMed

This experiment considered age-related changes in functional relationships between postural reflexes and voluntary movement. Young and older adults received horizontal perturbations during normal stance and when engaged in voluntary sway. Electromyographic activity showed that (a) older adults had poorer coordination between postural reflexes and voluntary movement, and (b) their stabilizing responses to postural disturbances during voluntary sway were slower. In addition, the onsets of activity of functionally important muscles were less tightly bilaterally coupled, and patterns of muscle onsets were less stereotypically organized in older adults. The results suggest that older adults experience some breakdown in the timing and sequencing of muscle activity and in the functional coordination of their postural reflexes with voluntary sway. PMID:2738304

Stelmach, G E; Phillips, J; DiFabio, R P; Teasdale, N

1989-07-01

176

Voluntary action and causality in temporal binding.  

PubMed

Previous studies have documented temporal attraction in perceived times of actions and their effects. While some authors argue that voluntary action is a necessary condition for this phenomenon, others claim that the causal relationship between action and effect is the crucial ingredient. In the present study, we investigate voluntary action and causality as the necessary and sufficient conditions for temporal binding. We used a variation of the launching effect proposed by Michotte, in which participants controlled the launch stimulus in some blocks. Volunteers reported causality ratings and estimated the interval between the two events. Our results show dissociations between causality ratings and temporal estimation. While causality ratings are not affected by voluntary action, temporal bindings were only found in the presence of both voluntary action and high causality. Our results indicate that voluntary action and causality are both necessary for the emergence of temporal binding. PMID:19680639

Cravo, Andre M; Claessens, Peter M E; Baldo, Marcus V C

2009-10-01

177

Water turnover in children and young adults  

Microsoft Academic Search

Water homeostasis is essential for life and optimal function and considerable interest surrounds the issue of recommendations\\u000a for water consumption in healthy individuals. Objective data on water turnover in free-living individuals are limited, however.\\u000a The aim of the present work was to measure water turnover in children and young adults using isotopically labeled water to\\u000a provide objective data on magnitude

Elaine C. Rush; Purvi Chhichhia; Andrew E. Kilding; Lindsay D. Plank

2010-01-01

178

Bioethics for clinicians: 4. Voluntariness.  

PubMed

In the context of consent, "voluntariness" refers to a patient's right to make health care choices free of any undue influence. However, a patient's freedom to make choices can be compromised by internal factors such as pain and by external factors such as force, coercion and manipulation. In exceptional circumstances--for example, involuntary admission to hospital--patients may be denied their freedom of choice; in such circumstances the least restrictive means possible of managing the patient should always be preferred. Clinicians can minimize the impact of controlling factors on patients' decisions by promoting awareness of available choices, inviting questions and ensuring that decisions are based on an adequate, unbiased disclosure of the relevant information. PMID:8873637

Etchells, E; Sharpe, G; Dykeman, M J; Meslin, E M; Singer, P A

1996-10-15

179

Earnings management surrounding CEO turnover: evidence from Korea  

Microsoft Academic Search

This article examines the empirical relation between CEO turnover and earnings management in Korea using a sample of 317 CEO turnovers and 634 non-turnover control firms during the period of 2001-2008. We classify CEO turnovers into four types depending on whether the departure of outgoing CEO is peaceful or forced and the incoming CEO is promoted from within or recruited

Jong-Seo Choi; Young-Min Kwak; Chongwoo Choe

2012-01-01

180

Employees with Chronic Pain  

MedlinePLUS

Accommodation and Compliance Series: Employees with Chronic Pain By Beth Loy, Ph.D. Preface Introduction Information About Americans with Disabilities Act Accommodating Employees Resources References PDF Version DOC Version Share ...

181

EMPLOYEE HANDBOOK January 2014  

E-print Network

.5 PUBLIC EMPLOYEE RETIREMENT ASSOCIATION (PERA) ........................................................3 5EMPLOYEE HANDBOOK January 2014 #12;This handbook does not constitute an employment contract is updated regularly, and the most recent version is available on the CEMML website at http://www.cemml.colostate.edu/employees

182

Privacy of Employee Emails  

Microsoft Academic Search

As email has become a popular tool for business and organizations to use to reduce costs and increase productivity, there have been unseen consequences of employee also using the email. Privacy of employee email is affected by various factors, ranging from organizational policy to user interface design. The main issue with email privacy is not privacy itself but how employees

Bhavik Kumar

183

Conventionally assessed voluntary activation does not represent relative voluntary torque production  

Microsoft Academic Search

The ability to voluntarily activate a muscle is commonly assessed by some variant of the twitch interpolation technique (ITT),\\u000a which assumes that the stimulated force increment decreases linearly as voluntary force increases. In the present study, subjects\\u000a (n = 7) with exceptional ability for maximal voluntary activation (VA) of the knee extensors were used to study the relationship\\u000a between superimposed and voluntary

R. D. Kooistra; C. J. de Ruiter; A. de Haan

2007-01-01

184

Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.  

PubMed

Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice. PMID:23469474

Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

2013-01-01

185

Motivation of voluntary plasmapheresis donors.  

PubMed

A totally voluntary plasmapheresis program recruits 900 individual donors per year at a cancer institute, where 500 to 900 units of platelets are transfused each month. Staff and donors use a film and brochures to recruit donors from the local community. Television and radio spots, with donor recognition pins, certificates, receptions, and picnics are utilized. Donor motivation was studied by use of: 1) California Psychological Inventory--measures a variety of "normal" personality traits; 2) Study of values--measures theoretical, economic, aesthetic, social, political, religious values; 3) Internal-External Control Scale--measures degree to which a person blames self vs. external events for what happens to him; 4) Faith in People Scale--measures individual's confidence in his fellow man; 5) Anomia Scale--measure of feelings of self-to-others alienation; 6) Mach IV Scale--measure of persons tendency to manipulate others; and 7) Biographical Data Form. Results are presented for 25 male donor subjects studied, as they compare with normative data for the scales used. Donors appeared to have the same traits as do the general population, but appeared lower in Machiavellianism than non-plasmapheresis donors. Prospective study plans include additional subjects to provide appropriate control groups. PMID:951736

Cataldo, J F; Cohen, E; Morganti, J B

1976-01-01

186

14 CFR 234.7 - Voluntary reporting.  

Code of Federal Regulations, 2013 CFR

...Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to the data for each...

2013-01-01

187

14 CFR 234.7 - Voluntary reporting.  

Code of Federal Regulations, 2011 CFR

...Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to the data for each...

2011-01-01

188

14 CFR 234.7 - Voluntary reporting.  

...Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to the data for each...

2014-01-01

189

14 CFR 234.7 - Voluntary reporting.  

Code of Federal Regulations, 2012 CFR

...Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to the data for each...

2012-01-01

190

Regulation of Animal Use: Voluntary and Involuntary.  

ERIC Educational Resources Information Center

The regulation (voluntary and involuntary) of animal care and use throughout history in research and teaching is reviewed. The role of several organizations concerned with various aspects of animal quality, care, and use is discussed. (BH)

Clark, J. Derrell

1979-01-01

191

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2010 CFR

...INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION EDUCATION PERSONNEL § 38.14 Voluntary services...receiving credit for their work (i.e., student teaching) from an education institution, the agreement will be...

2010-04-01

192

GOVERNMENTS AND VOLUNTARY SECTOR WELFARE: HISTORIANS' PERSPECTIVES  

Microsoft Academic Search

This paper examines recent themes in the history of welfare as they apply to the relationship between government and the voluntary or non-profit sector. These include a shift from a focus on the welfare state to a \\

Margaret Tennant

2001-01-01

193

Youth, Voluntary Associations and Political Socialization.  

ERIC Educational Resources Information Center

This study determined that adolescent participation in voluntary associations was related to the form and extent of political activity in adulthood. Adolescent participation had positive effects on discussion of issues, campaign participation, and voting rates. (Author/APM)

Hanks, Michael

1981-01-01

194

14 CFR 234.7 - Voluntary reporting.  

Code of Federal Regulations, 2010 CFR

...Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to the data for each...

2010-01-01

195

Voluntary Prayer and the Public School.  

ERIC Educational Resources Information Center

Reviews the proposed Constitutional amendment regulating voluntary prayer in public schools, and charges that it would undermine precedents ensuring the separation of church and state. Discusses the nature of prayer and the role of the public schools. (JAC)

Burnes, Bruce B.; Sand, Paul O.

1984-01-01

196

Voluntary Environmental Agreements and Competition Policy  

Microsoft Academic Search

Voluntary environmental agreements are oftensuspected to promote collusive practicesbetween participating firms. The paperaddresses the antitrust implications ofGermany's voluntary Dual Management System forPackaging Waste Collection and Recycling (DSD). It uses analytical tools of the economictheory of the firm to examine features ofDSD's governance structure that were oftenidentified to impede competition. While thepaper does not argue that DSD performs asefficiently as a

Markus A. Lehmann

2004-01-01

197

Is innovative behavior really good for the firm? : Innovative work behavior, conflict with coworkers and turnover intention: moderating roles of perceived distributive fairness  

Microsoft Academic Search

Purpose – This study aims to investigate the negative impacts of innovative work behavior (IWB) on conflict with coworkers and turnover intention. It also aims to test the moderating effect of perceived distributive fairness on these relationships. Design\\/methodology\\/approach – A total of 460 employees who were working in production and marketing teams at manufacturing and pharmaceutical companies in Indonesia were

Hsi-An Shih; Ely Susanto

2011-01-01

198

The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment  

Microsoft Academic Search

The purpose of this study was to investigate the impact of a bundle of eight human resource management practices on intention to leave, and to examine the mediating effect of organizational commitment on the relationship between the HRM practices and intention to leave of employees of a service organization in India. Most of the prior HRM practices–employee turnover studies have

Priyanko Guchait; Seonghee Cho

2010-01-01

199

The relationship between employees' perceptions of human resource management and their retention: from the viewpoint of attitudes toward job-specialties  

Microsoft Academic Search

The purpose of this study is threefold. The first one is to investigate the relationship between employees' perceptions of human resource management (HRM) based on the commitment model and their turnover intentions (retention). The second one examines the relationship between employees' attitudes toward job-specialties and retention. The third one analyzes the impact of attitudes toward job-specialties on the relationship between

Hiroshi Yamamoto

2012-01-01

200

Effective 10/2013 Questions about this form? Contact HR Employee Relations  

E-print Network

a voluntary resignation in writing especially when the resignation is received verbally. Terminate email information, cell phone, lap top, etc. Forward termination and resignation letters and Notices of TerminationEffective 10/2013 Questions about this form? Contact HR ­ Employee Relations SEPARATION CHECKLIST

Scherer, Norbert F.

201

The impact of corporate compensation and benefit policy on employee attitudes and behavior and corporate profitability  

Microsoft Academic Search

This article addresses the relationship between benefit and compensation policy and practice and a number of attitudes and behaviors that affect productivity. A model for understanding how benefit policy is translated into organizational productivity is also presented. It is clear from the research discussed that compensation\\/benefit policy can have a sizable impact on employee turnover, motivation, performance, and attitudes. However,

William A. Schiemann

1987-01-01

202

Ownership structure and top executive turnover  

Microsoft Academic Search

We report that ownership structure significantly affects the likelihood of a change in top executive. Controlling for stock price performance, the probability of top executive turnover is negatively related to the ownership stake of officers and directors and positively related to the presence of an outside blockholder. In addition, the likehood of a change in top executive is significantly less

David J. Denis; Diane K. Denis; Atulya Sarin

1997-01-01

203

Job Turnover Intentions Among Pharmacy Faculty  

PubMed Central

Objectives To determine the primary reasons why pharmacy faculty intend to remain or leave their current institution and why they left their most recent academic institution, and the relative contribution of various organizational and individual characteristics toward explaining variance in turnover intentions. Methods A survey instrument was e-mailed to pharmacy faculty members asking respondents to indicate up to 5 reasons for their intentions and up to 5 reasons why they left a previous institution. The survey also elicited perceptions on quality of work life in addition to demographic and institutional data, upon which turnover intentions were regressed using a forward-conditional procedure. Organizational commitment as a moderator of turnover intentions was regressed over the remaining variables not acting directly on employer intentions. Results Just over 1 in 5 respondents indicated intentions to leave their current academic institution. Excessive workload, seeking a new challenge, poor salary, and poor relationships with college or school administrators were frequently cited as reasons for leaving. Turnover intentions are influenced directly by department chair support and organizational commitment, which moderates various support and satisfaction variables. Conclusions Pharmacy faculty members’ decision to remain or leave an institution is dependent upon developing a sense of commitment toward the institution. Commitment is facilitated by support from the institution and department chair, in addition to a sense of satisfaction with the teaching environment. PMID:17786250

Conklin, Mark H.

2007-01-01

204

Teacher Turnover in Charter Schools. Research Brief  

ERIC Educational Resources Information Center

The current study aimed to contribute to a deeper understanding of the organizational conditions of charter schools by examining teacher turnover. Using data from the National Center for Education Statistics (NCES) 2003-04 Schools and Staffing Survey (SASS) and the Teacher Follow-Up Survey (TFS), researchers from the National Center on School…

Stuit, David; Smith, Thomas M.

2010-01-01

205

Holocene turnover of the French vertebrate fauna  

Microsoft Academic Search

Comparing available paleontological, archaeological, historical, and former distributional data with current natural history and distributions demonstrated a turnover in the French vertebrate fauna during the Holocene (subdivided into seven sub-periods). To this end, a network of 53 specialists gleaned information from more than 1300 documents, the majority never cited before in the academic literature. The designation of 699 species as

Michel Pascal; Olivier Lorvelec

206

VOLUNTARY FUNDS WITHDRAWAL FORM (Use this form to withdraw non locked-in voluntary funds)  

E-print Network

VOLUNTARY FUNDS WITHDRAWAL FORM (Use this form to withdraw non locked-in voluntary funds) LAST NAME) TAXES Cash payments are reported as taxable income in the year of the withdrawal. The actual taxes owed will be determined when you file your income tax return. Each payment is subject to a lump sum withholding tax which

Sinnamon, Gordon J.

207

The prospective effects of workplace violence on physicians' job satisfaction and turnover intentions: the buffering effect of job control  

PubMed Central

Background Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the functioning of the health care sector worldwide. The present study examined the prospective associations of work-related physical violence and bullying with physicians’ turnover intentions and job satisfaction. In addition, we tested whether job control would modify these associations. Methods The present study was a 4-year longitudinal survey study, with data gathered in 2006 and 2010.The present sample included 1515 (61% women) Finnish physicians aged 25–63 years at baseline. Analyses of covariance (ANCOVA) were conducted while adjusting for gender, age, baseline levels, specialisation status, and employment sector. Results The results of covariance analyses showed that physical violence led to increased physician turnover intentions and that both bullying and physical violence led to reduced physician job satisfaction even after adjustments. We also found that opportunities for job control were able to alleviate the increase in turnover intentions resulting from bullying. Conclusions Our results suggest that workplace violence is an extensive problem in the health care sector and may lead to increased turnover and job dissatisfaction. Thus, health care organisations should approach this problem through different means, for example, by giving health care employees more opportunities to control their own work. PMID:24438449

2014-01-01

208

MSFC personnel management tasks: Recruitment and orientation of new employees  

NASA Technical Reports Server (NTRS)

In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

Brindley, T. A.

1980-01-01

209

State Differences and Facility Differences in Nursing Home Staff Turnover  

Microsoft Academic Search

The author uses data from 8,023 nursing homes to examine state differences in turnover and vacancy rates and organizational characteristics associated with turnover rates. The analyses focus on nurse aides, licensed practical nurses, and registered nurses as caregivers. Findings show that the 2004 turnover and vacancy rates for these caregivers were high and that there were differences across states for

Nicholas G. Castle

2008-01-01

210

Factors Related to Turnover among Mental Health Workers.  

ERIC Educational Resources Information Center

In view of the extremely high turnover among corporation recruits, there is growing and justified interest in having organizations identify the causes of turnover and possible ways of reducing it. Many studies have examined different variables related to turnover, including organizational commitment, career commitment, job satisfaction, and…

Tang, Thomas Li-Ping

211

78 FR 77547 - 30-Day Notice of Proposed Information Collection: Voluntary Disclosures  

Federal Register 2010, 2011, 2012, 2013

...Proposed Information Collection: Voluntary Disclosures ACTION: Notice of request...of Information Collection: Voluntary Disclosures. OMB Control Number: 1405-0179... Obligation to Respond: Voluntary. We are soliciting...

2013-12-23

212

Voluntary reporting of greenhouse gases, 1995  

SciTech Connect

The Voluntary Reporting Program for greenhouse gases is part of an attempt by the U.S. Government to develop innovative, low-cost, and nonregulatory approaches to limit emissions of greenhouse gases. It is one element in an array of such programs introduced in recent years as part of the effort being made by the United States to comply with its national commitment to stabilize emissions of greenhouse gases under the Framework Convention on Climate Change. The Voluntary Reporting Program, developed pursuant to Section 1605(b) of the Energy Policy Act of 1992, permits corporations, government agencies, households, and voluntary organizations to report to the Energy Information Administration (EIA) on actions taken that have reduced or avoided emissions of greenhouse gases.

NONE

1996-07-01

213

Stratigraphic turnover on west Africa margin page 1 Early Oligocene stratigraphic turnover on west Africa continental margin: a signature of  

E-print Network

Stratigraphic turnover on west Africa margin page 1 Early Oligocene stratigraphic turnover on west and evolution of the west African margin: The continental margin of west Africa resulted from the Neocomian profiles across #12;Stratigraphic turnover on west Africa margin page 2 the west African continental margin

Demouchy, Sylvie

214

Turnover intention in new graduate nurses: a multivariate analysis  

PubMed Central

Title Turnover intention in new graduate nurses: a multivariate analysis Aim This paper is a report of a study to determine the relationship of new nurse turnover intent with individual characteristics, work environment variables and organizational factors and to compare new nurse turnover with actual turnover in the 18 months of employment following completion of a residency. Background Because of their influence on patient safety and health outcomes nurse turnover and turnover intent have received considerable attention worldwide. When nurse staffing is inadequate, especially during nursing shortages, unfavourable clinical outcomes have been documented. Method Prospective data collection took place from 1999 to 2006 with 889 new paediatric nurses who completed the same residency. Scores on study instruments were related to likelihood of turnover intent using logistic regression analysis models. Relationships between turnover intent and actual turnover were compared using Kaplan–Meier survivorship. Results The final model demonstrated that older respondents were more likely to have turnover intent if they did not get their ward choice. Also higher scores on work environment and organizational characteristics contributed to likelihood that the new nurse would not be in the turnover intent group. These factors distinguish a new nurse with turnover intent from one without 79% of the time. Increased seeking of social support was related to turnover intent and older new graduates were more likely to be in the turnover intent group if they did not get their ward choice. Conclusion When new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds against turnover intent decrease. What is already known about this topic There is concern in many countries about nurse turnover and the resulting effects on patient safety and quality of care. Decreasing ability to recruit experienced nurses has increased the emphasis on recruitment of new graduate nurses, particularly in the United States of America. Historically, new graduate nurses have a high turnover rate within the first year of employment. What this paper adds When new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds of turnover intent decrease. Increased seeking social support to cope with the transition from student to competent Registered Nurse is related to turnover intent. Older graduates (>30) are 4·5 times more likely to have turnover intent if they do not get their ward of choice. PMID:18352963

Beecroft, Pauline C; Dorey, Frederick; Wenten, Made

2008-01-01

215

Chronic Teacher Turnover in Urban Elementary Schools  

NSDL National Science Digital Library

The Education Policy Analysis Archives is well regarded for its peer-reviewed articles that deal with a broad range of topics related to education policy, ranging from articles on college graduation rates to developing culturally sensitive teaching materials. One of the most recent articles will be of great interest to those with an interest in the problem of teacher turnover and attrition in urban elementary schools. This 30-page paper from August 2004 was authored by Kacey Guin, a researcher at the Center on Reinventing Public Education at the Daniel J. Evans School of Public Affairs at the University of Washington. The study presented here examines the "characteristics of elementary schools that experience chronic teacher turnover" and also makes several interesting policy suggestions, including the contention that school districts should provide effective incentive programs so that high quality teachers will remain in low-performing schools.

216

UCLA Employee Safety Handbook COVER1 2013 UCLA Employee  

E-print Network

...................................................................................................................................................... 10 Electrical SafetyUCLA Employee Safety Handbook COVER1 2013 UCLA Employee Safety Handbook ENVIRONMENT, HEALTH & SAFETY #12;UCLA Employee Safety Handbook ii 2013 The content of this Handbook is not all

Koehler, Carla

217

Helping employees quit smoking  

E-print Network

Helping employees quit smoking Tools & Resources on tobacco cessation #12;22 Workplace impact of tobacco use Employees who take four 10-minute smoking breaks a day actually work one month less per year than workers who don't take smoking breaks.4 2 1 Centers for Disease Control and Prevention website

Jacobs, Laurence J.

218

Documentation of Employee Performance.  

ERIC Educational Resources Information Center

Although the main purpose of a school district's evaluation system is to improve employees' performance, the evaluation procedures and the supporting documentation must also serve as evidence in the termination hearings of an unsatisfactory employee. Accordingly, this chapter provides practical advice to school administrators concerning…

Frels, Kelly; Cooper, Timothy

219

Managing employee performance.  

PubMed

Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement. PMID:15457845

McConnell, Charles R

2004-01-01

220

Turnover of soil monosaccharides: Recycling versus Stabilization  

NASA Astrophysics Data System (ADS)

Soil organic matter (SOM) represents a mixture of differently degradable compounds. Each of these compounds are characterised by different dynamics due to different chemical recalcitrance, transformation or stabilisation processes in soil. Carbohydrates represent one of these compounds and contribute up to 25 % to the soil organic matter. Vascular plants are the main source of pentose sugars (Arabinose and Xylose), whereas hexoses (Galactose and Mannose) are primarily produced by microorganisms. Several studies suggest that the mean turnover times of the carbon in soil sugars are similar to the turnover dynamics of the bulk carbon in soil. The aim of the study is to characterise the influence of stabilisation and turnover of soil carbohydrates. Soil samples are collected from (i) a continuous maize cropping experiment ('Höhere Landbauschule' Rotthalmünster, Bavaria) established 1979 on a Stagnic Luvisol and (ii) from a continuous wheat cropping, established 1969, as reference site. The effect of stabilisation is estimated by the comparison of turnover times of microbial and plant derived soil carbohydrates. As the dynamics of plant derived carbohydrate are solely influenced by stabilisation processes, whereas the dynamics of microbial derived carbohydrates are affected by recycling of organic carbon compounds derived by C3 plant substrate as well as stabilisation processes. The compound specific isotopic analysis (CSIA) of soil carbohydrates was performed using a HPLC/o/IRMS system. The chromatographic and mass spectrometric subunits were coupled with a LC-Isolink interface. Soil sugars were extracted after mild hydrolysis using 4 M trifluoroacetic acid (TFA). Chromatographic separation of the sugars was achieved using a low strength 0.25 mM NaOH solution as mobile phase at a ?ow rate of 250 ?L min-1 at 10 ° C.

Basler, Anna; Dyckmans, Jens

2014-05-01

221

WHAT ABOUT WOMEN'S ABSENTEEISM AND LABOR TURNOVER.  

ERIC Educational Resources Information Center

STATISTICS ON ABSENTEEISM AND LABOR TURNOVER ARE REVIEWED TO DETERMINE IF GENERALIZATIONS ABOUT LABOR COSTS, BASED ON SEX DIFFERENCES, ARE LEGITIMATE. IN 1963, 5.4 AND 5.6 DAYS WORKTIME WERE LOST BY WOMEN AND MEN RESPECTIVELY. DURING AN AVERAGE WEEK IN 1964, 2.7 PERCENT OF THE MEN AND 3.1 PERCENT OF THE WOMEN WORKERS WERE ABSENT FROM WORK BECAUSE…

Women's Bureau (DOL), Washington, DC.

222

Holocene turnover of the French vertebrate fauna  

Microsoft Academic Search

Comparing available paleontological, archaeological, historical, and former distributional data with current natural history\\u000a and distributions demonstrated a turnover in the French vertebrate fauna during the Holocene (subdivided into seven sub-periods).\\u000a To this end, a network of 53 specialists gleaned information from more than 1300 documents, the majority never cited before\\u000a in the academic literature. The designation of 699 species as

Michel Pascal; Olivier Lorvelec

2005-01-01

223

Forest turnover rates follow global and regional patterns of productivity  

USGS Publications Warehouse

Using a global database, we found that forest turnover rates (the average of tree mortality and recruitment rates) parallel broad-scale patterns of net primary productivity. First, forest turnover was higher in tropical than in temperate forests. Second, as recently demonstrated by others, Amazonian forest turnover was higher on fertile than infertile soils. Third, within temperate latitudes, turnover was highest in angiosperm forests, intermediate in mixed forests, and lowest in gymnosperm forests. Finally, within a single forest physiognomic type, turnover declined sharply with elevation (hence with temperature). These patterns of turnover in populations of trees are broadly similar to the patterns of turnover in populations of plant organs (leaves and roots) found in other studies. Our findings suggest a link between forest mass balance and the population dynamics of trees, and have implications for understanding and predicting the effects of environmental changes on forest structure and terrestrial carbon dynamics. ??2005 Blackwell Publishing Ltd/CNRS.

Stephenson, N. L.; Van Mantgem, P. J.

2005-01-01

224

Employer-employee relations.  

PubMed

As an employer, a veterinarian must be vigilant to protect the rights of both job applicants and employees. Federal and state statutes guarantee that applicants and employees will not be subjected to discrimination in any aspect of employment, including recruitment, hiring, promotion, compensation, and termination of employment. An employer may not discriminate on the basis of sex, race, color, national origin, religion, age, or physical disability. In addition, common law tort actions give employees powerful causes of action be against those employers who injure employees. More than ever, employers must be diligent in obeying the law. Employers must also take measures to protect themselves from employee claims by instituting risk management plans and purchasing adequate insurance coverage. PMID:8236624

Copeland, J D

1993-09-01

225

12 CFR 989.4 - Requirement for voluntary bank disclosure.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 2010-01-01 false Requirement for voluntary bank disclosure. 989.4 Section 989.4 Banks and Banking...STATEMENTS OF THE BANKS § 989.4 Requirement for voluntary bank disclosure. Any financial statements...

2010-01-01

226

24 CFR 972.212 - Timing of voluntary conversion.  

Code of Federal Regulations, 2010 CFR

...2010-04-01 false Timing of voluntary conversion. 972.212 Section 972.212...OF HOUSING AND URBAN DEVELOPMENT CONVERSION OF PUBLIC HOUSING TO TENANT-BASED ASSISTANCE Voluntary Conversion of Public Housing Developments...

2010-04-01

227

28 CFR 549.41 - Voluntary admission and psychotropic medication.  

Code of Federal Regulations, 2010 CFR

...Voluntary admission and psychotropic medication. 549.41 Section 549.41 Judicial...Safeguards for Psychiatric Treatment and Medication § 549.41 Voluntary admission and psychotropic medication. (a) A sentenced inmate may...

2010-07-01

228

Guilty and helpful: an emotion-based reparatory model of voluntary work behavior.  

PubMed

This study proposes a dynamic reparatory model of voluntary work behavior. We test the hypothesis that when people are made aware of their high level of negative behavior at work (i.e., counterproductive work behavior) and are informed that their behavior is counternormative and undesirable, the knowledge that they violated social norms induces guilt. This guilt, in turn, results in compensatory behavior that is positive in nature (i.e., organizational citizenship behavior). We report results from a field experiment involving normative feedback about employees' counterproductive work behavior to support this model. The findings indicate that undesirable behaviors in the workplace can be redressed by making employees aware of the negative consequences of these behaviors. PMID:24041120

Ilies, Remus; Peng, Ann Chunyan; Savani, Krishna; Dimotakis, Nikolaos

2013-11-01

229

Communication and Voluntary Downward Career Changes  

ERIC Educational Resources Information Center

Downward career changes are challenging in societies which place a premium on the accumulation of material wealth and discourage risk-taking, such as Singapore. To better understand how individuals manage their identities during such changes, 30 individuals who had completed a voluntary downward career change were interviewed. Results suggest…

Tan, Claire L.; Kramer, Michael W.

2012-01-01

230

The Voluntary Euthanasia (Legalization) Bill (1936) revisited.  

PubMed Central

In view of the continuing debate on euthanasia, the restrictions and safeguards which were introduced into the Voluntary Euthanasia (Legislation) Bill 1936 are discussed. Proposals for a new Terminal Care and Euthanasia Bill are suggested, based on some of the principles of the Mental Health Act 1983. PMID:2033626

Helme, T

1991-01-01

231

VOLUNTARY POLLUTION ABATEMENT: TESTING ALTERNATIVE THEORIES  

Microsoft Academic Search

We broaden the existing empirical literature on environmental regulation and voluntary pollution abatement programs by testing the effects of implicit boycott threats and a firm's participation in a partnership program on its subsequent regulatory oversight using EPA's 33\\/50 program as a research experiment. Our results are consistent with the hypothesis of a preemptive self-selection to deter consumer boycotts. The findings

Robert Innes; Abdoul G. Sam

2003-01-01

232

Altruism and voluntary provision of public goods  

Microsoft Academic Search

We study how people's predisposition towards altruism affects their behavior in a voluntary contributions public good experiment. We investigate whether a high level of contributions can be sustained in groups of subjects who have been pre-selected on the basis of their altruistic inclinations. In the first stage of the experiment, each subject responds to a psychology questionnaire that measures various

Katerina Sherstyuk; Oliver Hill; Malcolm Dowling; Leanne Ma

2002-01-01

233

Altruism and Voluntary Provision of Public Goods  

Microsoft Academic Search

We study how people's predisposition towards altruism, as measured by tools developed by psychologists, affects their behavior in a voluntary contributions public good experiment. Earlier experiments provide evidence against the strong free rider hypothesis; however, contributions to the public good decrease with repetition. We investigate whether a high level of contributions can be sustained in groups of subjects who have

Leanne Ma; Katerina Sherstyuk; Malcom Dowling; Oliver Hill

2000-01-01

234

Altruism and Voluntary Provision of Public Goods  

Microsoft Academic Search

We study how people's predisposition towards altruism, as measured by tools developed by psychologists, affects their behaviour in a voluntary contributions public good environment. Earlier experiments provide evidence against the strong free rider hypothesis; however, contributions to the public good decrease with repetition. We investigate whether a high level of contributions can be sustained in groups of subjects who have

M. Dowling; O. Hall; L. Ma; K. Sherstyuk

2000-01-01

235

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2011 CFR

...Voluntary services. (a) Scope. An ASE or AEPA may, subject to the...shall be made by the school supervisor, ASE, AEPA, and the respective school board...shall submit reports on volunteers to the ASE or AEPA by October 31 of each year for...

2011-04-01

236

25 CFR 38.14 - Voluntary services.  

...Voluntary services. (a) Scope. An ASE or AEPA may, subject to the...shall be made by the school supervisor, ASE, AEPA, and the respective school board...shall submit reports on volunteers to the ASE or AEPA by October 31 of each year for...

2014-04-01

237

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2012 CFR

...Voluntary services. (a) Scope. An ASE or AEPA may, subject to the...shall be made by the school supervisor, ASE, AEPA, and the respective school board...shall submit reports on volunteers to the ASE or AEPA by October 31 of each year for...

2012-04-01

238

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2013 CFR

...Voluntary services. (a) Scope. An ASE or AEPA may, subject to the...shall be made by the school supervisor, ASE, AEPA, and the respective school board...shall submit reports on volunteers to the ASE or AEPA by October 31 of each year for...

2013-04-01

239

Voluntary Environmental Programs: A Comparative Perspective  

ERIC Educational Resources Information Center

Voluntary environmental programs (VEPs) are institutions for inducing firms to produce environmental goods beyond legal requirements. A comparative perspective on VEPs shows how incentives to sponsor and participate in VEPs vary across countries in ways that reveal their potential and limitations. Our brief survey examines conditions under which…

Prakash, Aseem; Potoski, Matthew

2012-01-01

240

A Decade of Voluntary Childlessness: A Bibliography.  

ERIC Educational Resources Information Center

This annotated bibliography focuses on the subject of voluntary childlessness. The first section lists studies, papers, and dissertations completed after 1970 that examine individuals who have chosen to remain childless and the psychological and social implications of their decision. Another section highlights comparing childless couples to those…

McKirdy, Gail; Nissley, Debbie

241

Voluntary Flammability Regulations for Residential Upholstered Furniture  

ERIC Educational Resources Information Center

This article provides merchandising, housing, and design professionals, as well as educators, with a clear understanding of the program objectives and development of the Upholstered Furniture Action Council (UFAC), an industry-driven voluntary product safety association. The central mission of UFAC is to conduct research on cigarette-ignition…

Waxman, Lisa K.; Moore, Mary Ann; Fox, Amy

2008-01-01

242

Patient and Staff Safety: Voluntary Reporting  

Microsoft Academic Search

Central to efforts to assure the quality of patient care in hospitals is having accurate data about quality and patient problems. The purpose was to describe the reporting rates of medication administration errors (MAE), patient falls, and occupational injuries. A questionnaire was distributed to staff nurses (N = 1105 respondents) in a national sample of 25 hospitals. This addressed voluntary

Mary A. Blegen; Thomas Vaughn; Ginette Pepper; Carol Vojir; Karen Stratton; Michal Boyd; Gail Armstrong

2004-01-01

243

The Voluntary Euthanasia (Legalization) Bill (1936) revisited  

Microsoft Academic Search

In view of the continuing debate on euthanasia, the restrictions and safeguards which were introduced into the Voluntary Euthanasia (Legislation) Bill 1936 are discussed. Proposals for a new Terminal Care and Euthanasia Bill are suggested, based on some of the principles of the Mental Health Act 1983.

T Helme

1991-01-01

244

Social income and the voluntary sector  

Microsoft Academic Search

Conclusion The nonprofit or volunteer sector, including both the contributors of monetary gifts and voluntary labor, has strong incentives now to shift its allocations by region and by sector. Shifts in the distribution of investments in community social capital are especially pronounced in sectors and local areas whose social heterogeneity has retarded public sector response to the demand for collective

Julian Wolpert

1977-01-01

245

NIST Laboratory Programs and the National Voluntary Laboratory  

E-print Network

, Chief, National Voluntary Laboratory Accreditation Program #12;2 What Is Laboratory Accreditation of products in U.S. and world markets. What Is the National Voluntary Laboratory Accreditation Program (NVLAP#12;#12;11 NIST Laboratory Programs and the National Voluntary Laboratory Accreditation Program

246

47 CFR 80.310 - Watch required by voluntary vessels.  

Code of Federal Regulations, 2011 CFR

... Voluntary vessels not equipped with DSC must maintain a watch on 2182 kHz...Voluntary vessels equipped with VHF-DSC equipment must maintain a watch on 2182...Voluntary vessels equipped with MF-HF DSC equipment must have the radio turned...

2011-10-01

247

47 CFR 80.310 - Watch required by voluntary vessels.  

Code of Federal Regulations, 2010 CFR

... Voluntary vessels not equipped with DSC must maintain a watch on 2182 kHz...Voluntary vessels equipped with VHF-DSC equipment must maintain a watch on 2182...Voluntary vessels equipped with MF-HF DSC equipment must have the radio turned...

2010-10-01

248

EMPLOYEE MEDICAL CERTIFICATION HUMAN RESOURCES  

E-print Network

EMPLOYEE MEDICAL CERTIFICATION HUMAN RESOURCES Employee Support Services | One Washington Square or received genetic services, and genetic information of a fetus carried by an individual or an individual

Eirinaki, Magdalini

249

The turnover of glycerol and acyl moieties of cardiolipin.  

PubMed

The dynamical behavior of mitochondria has attracted much attention, but little is known about the dynamics of mitochondrial lipids, specifically cardiolipin (CL). Here, we estimated the turnover of select molecular species of CL in mammalian cell cultures and compared it to the turnover of other lipids, including phosphatidylcholine (PC), phosphatidylethanolamine (PE), and phosphatidylinositol. Cells were labeled with myristic acid, 9,10-²H?-oleic acid, or D-[U-¹³C?]-glucose and analyzed by mass spectrometry at different time points of pulse-chase experiments. The turnover of glycerol groups was monitored by specific isotopologues that carried ¹³C primarily in the glycerol carbons, whereas the turnover of acyl groups was monitored by molecular species that carried myristoyl or ²H?-oleoyl groups. We found that the turnover of CL, but not of mitochondrial PC and PE, was substantially slower than the turnover of other cellular phospholipids. In dioleoyl-PC and dioleoyl-PE, the acyl turnover was faster than the glycerol turnover, indicating continuous deacylation and reacylation of the oleoyl residues. In contrast, the acyl turnover was similar to the glycerol turnover in tetraoleoyl-CL, suggesting that oleoyl remodeling did not take place continuously in endogenous CL. We conclude that CL, once assembled in mitochondrial membranes, remains largely inert to degradation and acyl remodeling. PMID:24184572

Xu, Yang; Schlame, Michael

2014-04-01

250

Health and Turnover of Working Mothers After Childbirth Via the Work-Family Interface: An Analysis Across Time  

PubMed Central

This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women’s health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research. PMID:21604833

Carlson, Dawn S.; Grzywacz, Joseph G.; Ferguson, Merideth; Hunter, Emily M.; Clinch, C. Randall; Arcury, Thomas A.

2013-01-01

251

Understanding Employee Motivation.  

ERIC Educational Resources Information Center

Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

Lindner, James R.

1998-01-01

252

CLASSIFIED EMPLOYEE RECOGNITION AWARD  

E-print Network

_ Johnson Terrie Penfold Adam Yapp OFFICER OF ADMINISTRATION RECOGNITION AWARD Leslie Bennett Dorothy Grover Joan Nelson #12;1997 CLASSIFIED EMPLOYEE RECOGNITION AWARD Teresa Benedict Brett Giles Nick Miller

Oregon, University of

253

Employees with Learning Disabilities  

MedlinePLUS

... changes it to text on the computer screen Mathematics: An employee with a learning disability could have ... and efficiently. Use scratch paper to work out math problems Permit use of fractional, decimal, statistical, or ...

254

Employees with Migraine Headaches  

MedlinePLUS

... employees need training regarding migraine headaches? Accommodation Ideas Lighting Triggers: Add fluorescent light filters to existing fluorescent lights to create a more natural lighting Change lighting completely Provide an anti-glare filter ...

255

USGS Employee At Work  

USGS Multimedia Gallery

Wisconsin Department of Natural Resources employees measure current velocity and dissolved oxygen as part of a Long Term Resource Monitoring Program (LTRMP) partnership with the Upper Midwest Environmental Sciences Center (UMESC), Upper Mississippi River System (UMRS) Pool 8...

2009-03-05

256

Range of employee voice  

Microsoft Academic Search

Voice, recently defined as employees' response to job dissatisfaction, is redefined to encompass a wide range of symbolic communicative behaviors. Variations of employee voice are described in light of the concern for corporate conformity. Voice in the workplace is explained as rooted in moral, political-economic, and psychological grounds. The model presented positions voice on active\\/passive and constructive\\/destructive axes. Voice in

William I. Gorden

1988-01-01

257

Intrapreneurship: tapping employee creativity.  

PubMed

Seeking ways to produce new products, processes, and programs that would result in cost savings or increased revenue for nursing services and the institution, as well as attracting and retaining bright, creative nursing employees, the authors developed a pilot program to allow intrapreneurs to "run with" their ideas. The authors discuss the mechanics of their program development, implementation, and evaluation as well as examples of innovative projects under development by nursing employees. PMID:3057132

Marszalek-Gaucher, E; Elsenhans, V D

1988-12-01

258

Mentor program boosts new nurses' satisfaction and lowers turnover rate.  

PubMed

In 2004, the turnover rate among first-year registered nurses (RNs) at St. Francis Hospital and Health Centers had mushroomed to 31%. Based on research, in 2006, the hospital embarked on a journey to implement an RN mentor program to improve satisfaction and reduce turnover. A pilot program was initiated, including 12 RN mentors and 12 RN protégés from select nursing units. The results showed a 0% turnover rate during the 1-year pilot program. Based on these findings, the mentor program was expanded to include RNs working in inpatient nursing units and surgery and emergency departments. Each year, the RN turnover rate has decreased. In 2009, the turnover rate was 10.3%. Because of the success of the program, it has been expanded in scope to include other professionals experiencing high turnover in targeted departments, including radiological technicians, respiratory therapists, pharmacists, and physical therapists. PMID:20411878

Fox, Kathy C

2010-07-01

259

Conventionally assessed voluntary activation does not represent relative voluntary torque production  

PubMed Central

The ability to voluntarily activate a muscle is commonly assessed by some variant of the twitch interpolation technique (ITT), which assumes that the stimulated force increment decreases linearly as voluntary force increases. In the present study, subjects (n = 7) with exceptional ability for maximal voluntary activation (VA) of the knee extensors were used to study the relationship between superimposed and voluntary torque. This includes very high contraction intensities (90–100%VA), which are difficult to consistently obtain in regular healthy subjects (VA of ?90%). Subjects were tested at 30, 60, and 90° knee angles on two experimental days. At each angle, isometric knee extensions were performed with supramaximal superimposed nerve stimulation (triplet: three pulses at 300 Hz). Surface EMG signals were obtained from rectus femoris, vastus lateralis, and medialis muscles. Maximal VA was similar and very high across knee angles: 97 ± 2.3% (mean ± SD). At high contraction intensities, the increase in voluntary torque was far greater than would be expected based on the decrement of superimposed torque. When voluntary torque increased from 79.6 ± 6.1 to 100%MVC, superimposed torque decreased from 8.5 ± 2.6 to 2.8 ± 2.3% of resting triplet. Therefore, an increase in VA of 5.7% (from 91.5 ± 2.6 to 97 ± 2.3%) coincided with a much larger increase in voluntary torque (20.4 ± 6.1%MVC) and EMG (33.9 ± 6.6%max). Moreover, a conventionally assessed VA of 91.5 ± 2.6% represented a voluntary torque of only 79.6 ± 6.1%MVC. In conclusion, when maximal VA is calculated to be ?90% (as in regular healthy subjects), this probably represents a considerable overestimation of the subjects’ ability to maximally drive their quadriceps muscles. PMID:17357793

Kooistra, R. D.; de Ruiter, C. J.

2007-01-01

260

Antecedents of turnover intention and actual turnover among information systems personnel in South Africa  

Microsoft Academic Search

This study investigates Information Systems (IS) personnel turnover in South Africa. The results indicate that there is significant positive correlation between job satisfaction, career satisfaction and organisational commitment, whereby individuals experiencing job satisfaction are more likely to be committed to their organisation and experience career satisfaction. In addition, job satisfaction, career satisfaction and organisational commitment were all found to be

D. C. Smith; H. L. Speight

2006-01-01

261

Turnover of recently assimilated carbon in arctic bryophytes  

Microsoft Academic Search

Carbon (C) allocation and turnover in arctic bryophytes is largely unknown, but their response to climatic change has potentially\\u000a significant impacts on arctic ecosystem C budgets. Using a combination of pulse-chase experiments and a newly developed model\\u000a of C turnover in bryophytes, we show significant differences in C turnover between two contrasting arctic moss species (Polytrichum piliferum and Sphagnum fuscum).

J. A. Subke; M. Sommerkorn; A. Heinemeyer; M. Williams

262

The Genos employee motivation assessment  

Microsoft Academic Search

Purpose – This paper aims to describe a new measure of employee motivational fit, namely the Genos employee motivation assessment (GEMA), its predictive validity and use in learning and organizational development activities. Design\\/methodology\\/approach – Within three different organizations, employees completed GEMA via an online web survey system. Correlation analyses were then performed with a series of job performance and employee

Gilles E. Gignac; Benjamin R. Palmer

2011-01-01

263

Employee Retirement Report August 2008  

E-print Network

1 Employee Retirement Report August 2008 Conducted by #12;Employees Near Retirement As is well, the range in which workers are said to be near retirement. These employees, if not already eligible a retirement age of 65 years. This amount is slightly lower than the 20% of employees in the same age group

Yang, Zong-Liang

264

Voluntary reporting of greenhouse gases 1997  

SciTech Connect

The Voluntary Reporting of Greenhouse Gases Program, required by Section 1605(b) of the Energy Policy Act of 1992, records the results of voluntary measures to reduce, avoid, or sequester greenhouse gas emissions. In 1998, 156 US companies and other organizations reported to the Energy information Administration that, during 1997, they had achieved greenhouse gas emission reductions and carbon sequestration equivalent to 166 million tons of carbon dioxide, or about 2.5% of total US emissions for the year. For the 1,229 emission reduction projects reported, reductions usually were measured by comparing an estimate of actual emissions with an estimate of what emissions would have been had the project not been implemented.

NONE

1999-05-01

265

Doctors' practices and attitudes regarding voluntary euthanasia.  

PubMed

We report the results of a survey of the attitudes and practices of doctors in Victoria with respect to requests for active help in dying from patients who were suffering from a terminal or incurable disease. Questionnaires were sent to 2000 Victorian doctors who had been selected at random, 869 of whom returned completed questionnaires. The survey indicates that a clear majority of those who responded to the questionnaire support active voluntary euthanasia and that many doctors have provided active help in dying. Forty per cent of doctors indicated that they would practise active voluntary euthanasia if it were legal. We compare the results of our survey with a recent telephone survey of British general practitioners. PMID:3380042

Kuhse, H; Singer, P

1988-06-20

266

The impact of pre-employment integrity testing on employee turnover and inventory shrinkage losses  

Microsoft Academic Search

A major home improvement chain located primarily in the western United States initiated the use of thePersonnel Selection Inventory, a written integrity test, as part of its pre-employment hiring process. For two years only, those job applicants who passed this test and other pre-employment criteria were hired by the chain. Following the introduction of the inventory, there was: (1) a

Thomas S. Brown; John W. Jones; William Terris; Brian D. Steffy

1987-01-01

267

Spousal Interdependence in Turnover Decisions: The Case of Israel's Medical Sector Employees  

Microsoft Academic Search

Gender-related labor behavior traditionally has been sensitive to and symptomatic of changes in the labor force and the social structure. Two developments in family life call into question the traditional gender model of work behavior, which posits the family versus job dichotomy: (a) the greater share of economic responsibilities assumed by female spouses, and (b) the greater male involvement in

Rita Mano-Negrin; Alan Kirschenbaum

2000-01-01

268

Telecommunications Mega-Mergers: Impact On Employee Morale And Turnover Intention  

Microsoft Academic Search

The number of mergers and acquisitions grew at record rates in the United States over the past 10 years, and mega telecommunications mergers have been no exception. Three very high-profile telecommunications mergers included MCI and Verizon, Sprint and Nextel, and BellSouth and AT&T. These megamergers have changed the competitive landscape dramatically in the telecom arena. Despite the popularity of mergers

Keisha Chambers; Faculty Mentor; Chair JOHN C. HANNON

2009-01-01

269

Mitigating Greenhouse Gas Emissions: Voluntary Reporting  

NSDL National Science Digital Library

This document, provided by the US Energy Information Agency, summarizes emission data reported for 1995 as part of the Voluntary Reporting of Greenhouse Gases Program. Global warming is caused by increasing quantities of greenhouse gases being emitted into the atmosphere. Such gases include carbon dioxide, methane, nitrous oxide, and toxic pollutants. Estimates of temperature increase range from 2-6.5 degrees Fahrenheit in the next 100 years.

1997-01-01

270

Vail, Colorado, as a Voluntary Culture Region  

E-print Network

by American standards, one that afforded its founders an opportunity to conceive and construct from a nearly blank canvas whatever their hearts? desired. Vail?s story is that of place creation, not re-creation. The dreams of Vail?s founders were, from... is the quintessential postwar voluntary culture region, symbolizing new possibilities afforded in postwar America. America?s Embrace of Recreational Skiing The ski industry was one beneficiary of the postwar tourist boom. According to journalist Richard...

Fertig, Christopher Jost

2008-01-01

271

Dynamics of Adipocyte Turnover in Humans  

SciTech Connect

Obesity is increasing in an epidemic fashion in most countries and constitutes a public health problem by enhancing the risk for cardiovascular disease and metabolic disorders such as type 2 diabetes. Owing to the increase in obesity, life expectancy may start to decrease in developed countries for the first time in recent history. The factors determining fat mass in adult humans are not fully understood, but increased lipid storage in already developed fat cells is thought to be most important. We show that adipocyte number is a major determinant for the fat mass in adults. However, the number of fat cells stays constant in adulthood in lean and obese and even under extreme conditions, indicating that the number of adipocytes is set during childhood and adolescence. To establish the dynamics within the stable population of adipocytes in adults, we have measured adipocyte turnover by analyzing the integration of {sup 14}C derived from nuclear bomb tests in genomic DNA. Approximately 10% of fat cells are renewed annually at all adult ages and levels of body mass index. Neither adipocyte death nor generation rate is altered in obesity, suggesting a tight regulation of fat cell number that is independent of metabolic profile in adulthood. The high turnover of adipocytes establishes a new therapeutic target for pharmacological intervention in obesity.

Spalding, K; Arner, E; Westermark, P; Bernard, S; Buchholz, B; Bergmann, O; Blomqvist, L; Hoffstedt, J; Naslund, E; Britton, T; Concha, H; Hassan, M; Ryden, M; Frisen, J; Arner, P

2007-07-16

272

Mitigating greenhouse gas emissions: Voluntary reporting  

SciTech Connect

The Voluntary Reporting Program, developed pursuant to Section 1605(b) of the Energy Policy Act of 1992, permits corporations, government agencies, households, and voluntary organizations to report on their emissions of greenhouse gases, and on actions taken that have reduced or avoided emissions or sequestered carbon, to the Energy Information Administration (EIA). This, the second annual report of the Voluntary Reporting Program, describes information provided by the participating organizations on their aggregate emissions and emissions reductions, as well as their emissions reduction or avoidance projects, through 1995. This information has been compiled into a database that includes reports from 142 organizations and descriptions of 967 projects that either reduced greenhouse gas emissions or sequestered carbon. Fifty-one reporters also provided estimates of emissions, and emissions reductions achieved, for their entire organizations. The projects described actions taken to reduce emissions of carbon dioxide from energy production and use; to reduce methane and nitrous oxide emissions from energy use, waste management, and agricultural processes; to reduce emissions of halocarbons, such as CFCs and their replacements; and to increase carbon sequestration.

NONE

1997-10-01

273

Voluntary Green Power Market Forecast through 2015  

SciTech Connect

Various factors influence the development of the voluntary 'green' power market--the market in which consumers purchase or produce power from non-polluting, renewable energy sources. These factors include climate policies, renewable portfolio standards (RPS), renewable energy prices, consumers' interest in purchasing green power, and utilities' interest in promoting existing programs and in offering new green options. This report presents estimates of voluntary market demand for green power through 2015 that were made using historical data and three scenarios: low-growth, high-growth, and negative-policy impacts. The resulting forecast projects the total voluntary demand for renewable energy in 2015 to range from 63 million MWh annually in the low case scenario to 157 million MWh annually in the high case scenario, representing an approximately 2.5-fold difference. The negative-policy impacts scenario reflects a market size of 24 million MWh. Several key uncertainties affect the results of this forecast, including uncertainties related to growth assumptions, the impacts that policy may have on the market, the price and competitiveness of renewable generation, and the level of interest that utilities have in offering and promoting green power products.

Bird, L.; Holt, E.; Sumner, J.; Kreycik, C.

2010-05-01

274

Quantitative Interpretation of the Randomness in Single Enzyme Turnover Times  

E-print Network

Quantitative Interpretation of the Randomness in Single Enzyme Turnover Times Seongeun Yang ABSTRACT Fluctuating turnover times of a single enzyme become observable with the advent of modern cutting-edge, single enzyme experimental techniques. Although the conventional chemical kinetics and its modern

Cao, Jianshu

275

Analysis of the Educational Personnel System: IV. Teacher Turnover.  

ERIC Educational Resources Information Center

This report attempts to predict the rates of teacher turnover in the 1970s, which teachers will leave the profession, and what the effects of turnover will be on the educational personnel system. The overall termination rate has varied from six to 11 percent over the last 15 years. An analysis of recent changes in the teaching profession is used…

Keeler, Emmett B.

276

Turnover of Sex Chromosomes in the Stickleback Fishes (Gasterosteidae)  

E-print Network

Turnover of Sex Chromosomes in the Stickleback Fishes (Gasterosteidae) Joseph A. Ross1,2¤ , James R, United States of America Abstract Diverse sex-chromosome systems are found in vertebrates, particularly been proposed for the rapid turnover of sex chromosomes, including the transposition of an existing sex

Shapiro, Mike

277

Predicting Turnover: Validating the Intent to Leave Child Welfare Scale  

ERIC Educational Resources Information Center

A number of proxies have been used in child welfare workforce research to represent actual turnover; however, there have been no psychometric studies to validate a scale specifically designed for this purpose. The Intent to Leave Child Welfare Scale is a proxy for actual turnover that measures workers' intention to leave. This scale was…

Auerbach, Charles; Schudrich, Wendy Zeitlin; Lawrence, Catherine K.; Claiborne, Nancy; McGowan, Brenda G.

2014-01-01

278

CEO pay cuts and forced turnover: Their causes and consequences  

Microsoft Academic Search

We study large discrete decreases in CEO pay and compare them to CEO forced turnover. The determinants are similar, as are the performance improvements after the action. After the pay cut, the CEO pay-for-performance sensitivity is abnormally high, such that the CEO can restore his pay level by reversing the poor performance. After either a pay cut or forced turnover,

Huasheng Gao; Jarrad Harford; Kai Li

2012-01-01

279

Understanding the Impacts of Induction Programs on Beginning Teacher Turnover  

ERIC Educational Resources Information Center

This study examines impacts of mentoring and induction activities on beginning teacher turnover using the School and Staffing Survey (SASS) of 1999-2000 and the Teacher Follow-up Survey (TFS) of 2000-2001. In order to improve understanding of the influence of induction programs on beginning teacher turnover, three models are developed to achieve…

Kang, Seok

2010-01-01

280

41 CFR 60-741.46 - Voluntary affirmative action programs for employees with disabilities.  

...include, developing a job training program focused on the specific needs of individuals with certain disabilities such as traumatic brain injury (TBI) or developmental disabilities and utilizing linkage agreements to recruit program trainees. Successful...

2014-07-01

281

Current State of the Voluntary Renewable Energy Market (Presentation)  

SciTech Connect

This presentation highlights the status of the voluntary green power market in 2012. The voluntary green power market totaled more than 48 million MWh in 2012, with about 1.9 million customers participating. The supply continues to be dominated by wind, though solar is increasing its share of utility green pricing programs. Prices for voluntary renewable energy certificates (RECs) increased to above $1/MWh.

Heeter, J.

2013-09-01

282

Turnover intention and emotional exhaustion "at the top": Adapting the job demands-resources model to leaders of addiction treatment organizations  

PubMed Central

Compared to the large literature on subordinate employees, there are few studies of emotional exhaustion and turnover intention for organizational leaders. There is little research that has extended the job demands-resources (JD-R) model of emotional exhaustion to leaders. In this study, we adapted the JD-R framework in order to analyze data collected from a sample of 410 leaders of addiction treatment organizations. We considered whether two job demands (performance demands and centralization) and two job resources (innovation in decision-making and long-range strategic planning) were associated with emotional exhaustion and turnover intention. We also examined whether emotional exhaustion fully or partially mediated the associations between the job-related measures and turnover intention. The results supported the partially mediated model. Both job demands were positively associated with emotional exhaustion, while the association for long-range strategic planning was negative. Emotional exhaustion was positively associated with turnover intention. Centralization and innovation in decision-making were also directly associated with turnover intention. Future research should continue to examine this theoretical framework among leaders of other types of organizations using more refined measures of demands and resources. PMID:19210050

Knudsen, Hannah K.; Ducharme, Lori J.; Roman, Paul M.

2009-01-01

283

The Cost of a Voluntary Task Switch  

Microsoft Academic Search

ABSTRACT—Task-switching paradigms,are widely used to study executive control. However, standard paradigms may not re- quire active control to switch tasks. We examined,voluntary,task switching by having,subjects choose which,task to perform,on a series of bivalent stimuli. Subjects performed,parity or magni- tude judgments,on single digits. Instructions were to perform,the two tasks equally often and in a random,order. The response-to- stimulus interval (RSI) was

Catherine M. Arrington; Gordon D. Logan

2004-01-01

284

Voluntary euthanasia: ethical concepts and definitions.  

PubMed

Euthanasia is a highly emotive and contentious subject, giving rise to a great deal of debate. However, despite its frequent exposure in public and professional media, there appears to be a lack of clarity about the concepts and definitions used in the euthanasia debate. This suggests that discussions on this subject are inadequately informed and ineffectual. The ethical focus of the euthanasia debate concerns the moral legitimacy of 'voluntary euthanasia'. This article provides an overview and clarification of some of the key ethical issues at the centre of that debate. PMID:17515151

Sanders, K; Chaloner, C

285

Employee Communication: A Bibliography.  

ERIC Educational Resources Information Center

This partially annotated bibliography of several hundred items includes material published since 1965. Entries are listed alphabetically by author. The following subject headings were used in the literature search for this bibliography: communication in management, communication in personnel management, reports to employees, attitude surveys,…

Balachandran, Sarojini

286

RECRUITING AND TRAINING EMPLOYEES  

Microsoft Academic Search

The pig production industry is experiencing changes in employment trends. As operations expand, the need for employees grows as well. The objective of this presentation is to document some of the essentiel recruiting and initial training measures. These measures we have adopted at our farm, and now we are able to put together a better team that is meeting all

Aime Tamba

287

Employee and Family Assistance  

E-print Network

and financial advisory services Sexual harassment or abuse Bereavement call 24 hours a day · 7 days a week and work- health solutions--is contracted to provide and coordinate all services. If counselling to interfere with our effectiveness, happiness or safety--both at work and at home. Our Employee and Family

Seldin, Jonathan P.

288

Training of Operative Employees  

ERIC Educational Resources Information Center

A case study of the Devils Lake Manufacturing Corporation (a successful enterprise between the Brunswick Corporation and the Sioux Indians on the Fort Totten Indian Reservation) is discussed. It shows how the thorough training of operative employees in a minority enterprise has been a factor in the organization's success. (Author/BP)

Watson, John G.; Rowe, Clair D.

1976-01-01

289

Enhancing Employee Skills.  

ERIC Educational Resources Information Center

This document contains four symposium papers on enhancing employee skills. "The Effect of Study Skills Training Intervention on United States Air Force Aeromedical Apprentices" (John C. Griffith) demonstrates how study skills intervention resulted in a significant increase in the end-of-course scores of a sample of 90 randomly selected Air Force…

1999

290

Employee benefits annual checkup.  

PubMed

An annual checkup is a prudent preventive measure for employee benefit plans. It allows plan fiduciaries to assess the overall "health" of the plans they administer and to make proactive corrections. This article lists some of the most important items to consider in evaluating a plan. PMID:11372497

Brossman, M E; Taran, J

2001-06-01

291

Employee perceptions of empowerment  

Microsoft Academic Search

Purpose – This study aims to examine how empowerment is perceived by individuals employed on construction projects. In contrast with previous research which has predominantly been conducted from a management perspective, this paper deals with employee perceptions of empowerment. Design\\/methodology\\/approach – A qualitative approach was adopted for this study employing in-depth interviews on four major construction projects. Findings – The

Kay Greasley; Alan Bryman; Andrew Dainty; Andrew Price; Robby Soetanto; Nicola King

2005-01-01

292

Frontline Employee Confidential Counseling  

E-print Network

? · Action and Attitude · Eating Disorders Awareness MonthAllOne Health Resources Employee Assistance Program #12;Eating Disorders Awareness Month What is an eating disorder? Eating disorders involve serious that may otherwise seem overwhelming. Types of Eating Disorders: 1. Anorexia Nervosa Resistance

Fraden, Seth

293

Employee's Guide to Breastfeeding  

E-print Network

Employee's Guide to Breastfeeding & Working Approaching Your Supervisor Breastfeeding your breastfeeding needs will benefit the company by: ~Missing less workdays due to infant illness how supporting your efforts to breastfeed can help both of you accomplish your goals. http://www.womenshealth.gov/breastfeeding

Lafferriere, Gerardo

294

For NCI Employees & Staff  

Cancer.gov

For NCI Employees & Staff Report an Emergency NIH Bethesda (Main) Campus: From an office phone: 911 From a cell phone: (301)496-9911 Off Campus: From an office phone: 9-911 From a cell phone: 911 Please visit MyNCI.cancer.gov for detailed information

295

A Study of Factors Affecting Job Satisfaction Among University Foodservice Employees  

Microsoft Academic Search

Over eight million individuals are currently employed in the foodservice industry with approximacely one-third, or 2.2 million employed in the institutional (non-commercial) sector (National Restaurant Association, 1989). Additionally, the cost of employee turnover in the United States is estimated to be more than $11 billion annually with the average cost per job at 10 to 20 times the position's weekly

William F. Jafté; Barbara A. Almanza; Chia-Chien Chen

1995-01-01

296

RECRUITING AND RETAINING QUALITY EMPLOYEES  

Microsoft Academic Search

Explores the issues involved in recruiting quality employees, including attributes of the employer, sources of candidates and components of the selection process. Also explores the different issues in retaining quality employees, including compensation, positive reinforcement and work-life balance.

John P. Leed

297

Staff turnover in statewide implementation of ACT: relationship with ACT fidelity and other team characteristics  

PubMed Central

Staff turnover on assertive community treatment (ACT) teams is a poorly understood phenomenon. This study examined annual turnover and fidelity data collected in a statewide implementation of ACT over a 5-year period. Mean annual staff turnover across all observations was 30.0%. Turnover was negatively correlated with overall fidelity at Year 1 and 3. The team approach fidelity item was negatively correlated with staff turnover at Year 3. For 13 teams with 3 years of follow-up data, turnover rates did not change over time. Most ACT staff turnover rates were comparable or better than other turnover rates reported in the mental health and substance abuse literature. PMID:20012481

Rollins, Angela L.; Salyers, Michelle P.; Tsai, Jack; Lydick, Jennifer M.

2010-01-01

298

Religious homogamy and voluntary childlessness in Canada.  

PubMed

The aim of this study was to determine the influence of religious affiliation, religious homogamy, religiosity, and religious marriage on voluntary and temporary childlessness and to compare childlessness patterns among Canadian-born and foreign-born women. Data were obtained from the 1984 Canadian Fertility Survey of 2863 women aged 18-49 years who were married to their first husband or living in consensual unions. The sample included 216 childless women, of whom 98 were voluntarily childless and 91 were temporarily childless. Analysis performed with probit maximum likelihood techniques and bivariate forms revealed that homogamous Catholics were less likely to remain temporarily childless but more likely to be voluntarily childless than non-Catholics. Multivariate analysis found that age, marriage age, education, and husband's income were statistically significantly related to voluntary childlessness. The likelihood of childlessness was also influenced by young age, later marriage, higher education, employment, women with husbands with lower income, and women who attend church services less frequently. Religious homogamous marriage was unrelated to childlessness. Frequent church attendance decreased the odds of deciding not to have children. Neither Catholic homogamy nor non-Catholic homogamy had an important effect after interaction terms for both religiosity and homogamy were included. Childlessness among foreign-born women was significantly more likely among those whose husbands had lower income, nonreligious women, and non-Catholic women who married heterogamously. Canadian women's childlessness was significantly related to education, husband's income, religiosity, and non-Catholic homogamy. PMID:12289962

Krishnan, V

1993-01-01

299

Understanding the factors that determine registered nurses' turnover intentions.  

PubMed

Turnover among registered nurses (RNs) produces a negative impact on the health outcomes of any health care organization. It is also recognized universally as a problem in the nursing profession. Little is known about the turnover intentions and career orientations of RNs working in Calgary, Alberta, Canada. The aim of this study is to contribute to the knowledge of and to advance the discussion on the turnover of nursing professionals. The study population consisted of RNs employed in the five major hospitals in Calgary. There were 193 surveys returned, representing a response rate of 77.2%. The results show that age and education have a negative effect on turnover intention. Education was found to have a significant negative effect on career satisfaction but not on job satisfaction and organizational commitment. Length of service has a significant negative effect on turnover intention. Role ambiguity has significant highly negative effect on career satisfaction. Growth opportunity and supervisor support have a very significant positive effect on job satisfaction, career satisfaction, and organizational commitment. External career opportunities and organizational commitment do not seem to have a significant effect on turnover intention. Career satisfaction, on the other hand, had negative significant effects on turnover intention. PMID:25087326

Osuji, Joseph; Uzoka, Faith-Michael; Aladi, Flora; El-Hussein, Mohammed

2014-01-01

300

Managerial Responsibility for Employee Discipline.  

ERIC Educational Resources Information Center

Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

Hafner, Arthur W.; Kibble-Smith, Brian G.

1988-01-01

301

PROSPECTIVE EMPLOYEE BENEFIT PREVIEW PACKET  

E-print Network

*RETIREMENT All regular employees are required to enroll in a non-contributory (employer paid) retirement plan are not eligible for retirement membership. Non-exempt employees are required to enroll in the Tennessee. Exempt employees have the option to elect the TCRS or Optional Retirement Program (ORP). The ORP

Cui, Yan

302

How to motivate problem employees  

Microsoft Academic Search

The first step in dealing with a problem employee for a supervisor is to ask the question “Is there really a problem employee or does the problem lie with me?” Examples of this can include a supervisor who is intimidated by an employee because that person is more capable. Also a person may seem untouchable since they may be from

Desmond Daly; Brian H. Kleiner

1995-01-01

303

Professional Employees Turn to Unions  

ERIC Educational Resources Information Center

White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

Chamot, Dennis

1976-01-01

304

Amino Acid Recycling in Relation to Protein Turnover 1  

PubMed Central

Methods of measuring amino acid recycling in Lemna minor are described. The extent to which the recycling of individual amino acids may underestimate protein turnover has been measured for a number of amino acids. The methods have been used to study the relationship between protein turnover and amino acid recycling during nitrogen starvation. It is concluded that following the removal of nitrate from the environment, protein turnover is enhanced, the partitioning of amino acids between protein synthesis and amino acid metabolism is relatively constant, but the total amount of amino acids recycling is increased. PMID:16660236

Davies, David D.; Humphrey, Thomas J.

1978-01-01

305

Voluntary Reduction In Time (Career to Limited Status)  

E-print Network

. As a limited employee my benefits will change in the following manner: · I will no longer accrue vacation. · My contribution to Retirement will be based on my actual earnings. Service credit for retirement. ____________________________________________________________ Employee Signature Employee ID # Date cc: Employee Departmental Files Personnel Records @ 8912 (with PAR

Gleeson, Joseph G.

306

Fatty Acids Suppress Autophagic Turnover in ?-Cells*  

PubMed Central

Recent studies have shown that autophagy is essential for proper ?-cell function and survival. However, it is yet unclear under what pathogenic conditions autophagy is inhibited in ?-cells. Here, we report that long term exposure to fatty acids and glucose block autophagic flux in ?-cells, contributing to their toxic effect. INS1 cells expressing GFP-LC3 (an autophagosome marker) were treated with 0.4 mm palmitate, 0.4 mm oleate, and various concentrations of glucose for 22 h. Kinetics of the effect of fatty acids on autophagy showed a biphasic response. During the second phase of autophagy, the size of autophagosomes and the content of autophagosome substrates (GFP-LC3, p62) and endogenous LC3 was increased. During the same phase, fatty acids suppressed autophagic degradation of long lived protein in both INS1 cells and islets. In INS1 cells, palmitate induced a 3-fold decrease in the number and the acidity of Acidic Vesicular Organelles. This decrease was associated with a suppression of hydrolase activity, suppression of endocytosis, and suppression of oxidative phosphorylation. The combination of fatty acids with glucose synergistically suppressed autophagic turnover, concomitantly suppressing insulin secretion. Rapamycin treatment resulted in partial reversal of the inhibition of autophagic flux, the inhibition of insulin secretion, and the increase in cell death. Our results indicate that excess nutrient could impair autophagy in the long term, hence contributing to nutrient-induced ?-cell dysfunction. This may provide a novel mechanism that connects diet-induced obesity and diabetes. PMID:21859708

Las, Guy; Serada, Sam B.; Wikstrom, Jakob D.; Twig, Gilad; Shirihai, Orian S.

2011-01-01

307

21 CFR 20.112 - Voluntary drug experience reports submitted by physicians and hospitals.  

...Voluntary drug experience reports submitted by physicians and hospitals. 20.112 Section 20.112 Food and Drugs FOOD...Voluntary drug experience reports submitted by physicians and hospitals. (a) A voluntary drug experience report to the...

2014-04-01

308

76 FR 2124 - Agency Information Collection Activities; Proposed Collection; Comment Request; Voluntary...  

Federal Register 2010, 2011, 2012, 2013

...Comment Request; Voluntary National Retail Food Regulatory Program Standards AGENCY...collection provisions of the Voluntary National Retail Food Regulatory Program Standards. DATES...information technology. Voluntary National Retail Food Regulatory Program Standards...

2011-01-12

309

75 FR 64951 - Approval and Promulgation of Implementation Plans; Illinois; Voluntary Nitrogen Oxides Controls  

Federal Register 2010, 2011, 2012, 2013

...Implementation Plans; Illinois; Voluntary Nitrogen Oxides Controls AGENCY...granted for implementation of voluntary control of NO X emissions...or other information whose disclosure is restricted by statute...request? III. Illinois' Voluntary Nitrogen Oxides Control...

2010-10-21

310

78 FR 52996 - 60-Day Notice of Proposed Information Collection: Voluntary Disclosures.  

Federal Register 2010, 2011, 2012, 2013

...Proposed Information Collection: Voluntary Disclosures. ACTION: Notice of request...of Information Collection: Voluntary Disclosures OMB Control Number: 1405-0179... Obligation to Respond: Voluntary We are soliciting public...

2013-08-27

311

16 CFR 1031.5 - Criteria for Commission involvement in voluntary standards activities.  

Code of Federal Regulations, 2010 CFR

...consumer products: (a) The likelihood the voluntary standard...voluntary standard. (b) The likelihood that the voluntary standard... (c) Exclusion, to the maximum extent possible, from the...design-restrictive requirements, to the maximum practical extent, in...

2010-01-01

312

12 CFR 563b.660 - What must I include in my voluntary supervisory conversion application?  

Code of Federal Regulations, 2010 CFR

...I include in my voluntary supervisory conversion application? 563b.660 Section...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Voluntary Supervisory Conversion...

2010-01-01

313

12 CFR 563b.670 - Will OTS approve my voluntary supervisory conversion application?  

Code of Federal Regulations, 2010 CFR

...OTS approve my voluntary supervisory conversion application? 563b.670 Section...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Ots Review of the Voluntary...

2010-01-01

314

Corporate governance structure, regulatory regimes and voluntary disclosures  

Microsoft Academic Search

Voluntary disclosures communicated to investors are subject to considerable discretion of the disclosing companies. While regulated disclosure under the IFRS convergence could be a solution to greater transparencey, the benefits of such disclosure is still inconclusive. Hence, it is important to monitor managers voluntary disclosure decisions to be more align with the interests of the investors. Using the annual reports

Roshayani Arshad; Rina Fadhilah Ismail; Nur Adura Ahmad Noruddin; Maslinawati Mohamad

2010-01-01

315

Canada's Voluntary ARET Program: Limited Success Despite Industry Cosponsorship  

ERIC Educational Resources Information Center

The Accelerated Reduction/Elimination of Toxins (ARET) Challenge was a voluntary program initiated in 1994 by the Government of Canada. Unlike the U.S. 33/50 Program, ARET involved industry partners in negotiation and cosponsorship of the program, with the intention that early involvement would yield stronger commitment to voluntary reductions. We…

Antweiler, Werner; Harrison, Kathryn

2007-01-01

316

Myoelectric manifestations of fatigue in voluntary and electrically elicited contractions  

E-print Network

- trically elicited contractions. Voluntary contractions at 20% maximal voluntary contraction (MVC) and at 80% MVC with duration of 20 s were performed at the beginning of each experiment. Tetanic electrical% MVC sus- tained for the same time. human muscle; tibialis anterior; myoelectric signal; electrical

De Luca, Carlo J.

317

A Chain-Retrieval Model for Voluntary Task Switching  

ERIC Educational Resources Information Center

To account for the findings obtained in voluntary task switching, this article describes and tests the chain-retrieval model. This model postulates that voluntary task selection involves retrieval of task information from long-term memory, which is then used to guide task selection and task execution. The model assumes that the retrieved…

Vandierendonck, Andre; Demanet, Jelle; Liefooghe, Baptist; Verbruggen, Frederick

2012-01-01

318

Using voluntary motor commands to inhibit involuntary arm movements.  

PubMed

A hallmark of voluntary motor control is the ability to stop an ongoing movement. Is voluntary motor inhibition a general neural mechanism that can be focused on any movement, including involuntary movements, or is it mere termination of a positive voluntary motor command? The involuntary arm lift, or 'floating arm trick', is a distinctive long-lasting reflex of the deltoid muscle. We investigated how a voluntary motor network inhibits this form of involuntary motor control. Transcranial magnetic stimulation of the motor cortex during the floating arm trick produced a silent period in the reflexively contracting deltoid muscle, followed by a rebound of muscle activity. This pattern suggests a persistent generator of involuntary motor commands. Instructions to bring the arm down voluntarily reduced activity of deltoid muscle. When this voluntary effort was withdrawn, the involuntary arm lift resumed. Further, voluntary motor inhibition produced a strange illusion of physical resistance to bringing the arm down, as if ongoing involuntarily generated commands were located in a 'sensory blind-spot', inaccessible to conscious perception. Our results suggest that voluntary motor inhibition may be a specific neural function, distinct from absence of positive voluntary motor commands. PMID:25253453

Ghosh, Arko; Rothwell, John; Haggard, Patrick

2014-11-01

319

Integrating Voluntary Simplicity of Lifestyle into Home Economics.  

ERIC Educational Resources Information Center

This curriculum guide presents guidelines for teaching concepts of Voluntary Simplicity in home economics in Florida. (Voluntary Simplicity is a lifestyle in which individuals choose to live more simply, considering the limited nature of the world's resources.) It is designed for use as a separate unit within different subject matter areas or as…

Pestle, Ruth E.

320

Savings Estimates for the ENERGY STAR Voluntary Labeling Program  

E-print Network

LBNL-48496 Savings Estimates for the ENERGY STAR ® Voluntary Labeling Program 2001 Status Report, process, or service by its trade name, trademark, manufacturer, or otherwise, does not necessarily;ABSTRACT ENERGY STAR ® is a voluntary labeling program designed to identify and promote energy

321

Voluntary euthanasia under control? Further empirical evidence from The Netherlands  

Microsoft Academic Search

Nineteen ninety-six saw the publication of a major Dutch survey into euthanasia in the Netherlands. This paper outlines the main statistical findings of this survey and considers whether it shows that voluntary euthanasia is under effective control in the Netherlands. The paper concludes that although there has been some improvement in compliance with procedural requirements, the practice of voluntary euthanasia

H Jochemsen; J Keown

1999-01-01

322

Detecting and detering employee theft.  

PubMed

Physician group practices can limit their vulnerability to employee theft by taking steps to detect theft when it occurs and to deter future occurrences. Steps for detecting theft include being wary of an employee's refusal to take earned time off, conducting periodic credit checks on employees, rotating employees' duties, and conducting impromptu reviews of the practice's finances. Steps for detering theft include routing the practice's checks to a lock box; reviewing cash reports; reconciling check with deposit statements; separating employees' duties; reviewing bank, credit card, and ATM statements; setting the tone for prudent financial management; and reporting cases of theft when they occur. PMID:10164881

Stewart, E E

1997-02-01

323

A qualitative evidence synthesis of employees’ views of workplace smoking reduction or cessation interventions  

PubMed Central

Background The need to reduce smoking rates is a recognised public health policy issue in many countries. The workplace offers a potential context for offering smokers’ programmes and interventions to assist smoking cessation or reduction. A qualitative evidence synthesis of employees’ views about such programmes might explain why some interventions appear effective and others not, and can be used to develop evidence-based interventions for this population and setting. Methods A qualitative evidence synthesis of primary research exploring employees’ views about workplace interventions to encourage smoking cessation, including both voluntary programmes and passive interventions, such as restrictions or bans. The method used was theory-based “best fit” framework synthesis. Results Five relevant theories on workplace smoking cessation were identified and used as the basis for an a priori framework. A comprehensive literature search, including interrogation of eight databases, retrieved 747 unique citations for the review. Fifteen primary research studies of qualitative evidence were found to satisfy the inclusion criteria. The synthesis produced an evidence-based conceptual model explaining employees’ experiences of, and preferences regarding, workplace smoking interventions. Conclusion The synthesis suggests that workplace interventions should employ a range of different elements if they are to prove effective in reducing smoking among employees. This is because an employee who feels ready and able to change their behaviour has different needs and preferences from an employee who is not at that stage. Only a multi-faceted intervention can satisfy the requirements of all employees. PMID:24274158

2013-01-01

324

Organisational Commitment and Committee Turnover of Volunteers in Sport.  

ERIC Educational Resources Information Center

A survey of 328 volunteers serving on sports committees in Australia found that organizational commitment was higher in organizations with open decision making, conflict resolution, and attention to group process. Positive, effective committee functioning led to lower turnover. (SK)

Cuskelly, Graham

1998-01-01

325

Starch turnover: pathways, regulation and role in growth.  

PubMed

Many plants store part of their photosynthate as starch during the day and remobilise it to support metabolism and growth at night. Mutants unable to synthesize or degrade starch show strongly impaired growth except in long day conditions. In rapidly growing plants, starch turnover is regulated such that it is almost, but not completely, exhausted at dawn. There is increasing evidence that premature or incomplete exhaustion of starch turnover results in lower rates of plant growth. This review provides an update on the pathways for starch synthesis and degradation. We discuss recent advances in understanding how starch turnover and the use of carbon for growth is regulated during diurnal cycles, with special emphasis on the role of the biological clock. Much of the molecular and genetic research on starch turnover has been performed in the reference system Arabidopsis. This review considers to what extent information gained in this weed species maybe applicable to annual crops and perennial species. PMID:22541711

Stitt, Mark; Zeeman, Samuel C

2012-06-01

326

Repeatability of maximal voluntary force and of surface EMG variables during voluntary isometric contraction of quadriceps muscles in healthy subjects  

Microsoft Academic Search

The repeatability of initial values and rate of change of EMG signal mean spectral frequency (MNF), average rectified values (ARV), muscle fiber conduction velocity (CV) and maximal voluntary contraction (MVC) was investigated in the vastus medialis obliquus (VMO) and vastus lateralis (VL) muscles of both legs of nine healthy male subjects during voluntary, isometric contractions sustained for 50 s at

A Rainoldi; J. E Bullock-Saxton; F Cavarretta; N Hogan

2001-01-01

327

77 FR 48503 - Proposed Information Collection; Comment Request; National Voluntary Laboratory Accreditation...  

Federal Register 2010, 2011, 2012, 2013

...Information Collection; Comment Request; National Voluntary Laboratory Accreditation Program (NVLAP) Information...the attention of Vanda R. White, National Voluntary Laboratory Accreditation Program, National Institute of Standards and...

2012-08-14

328

Target Director Turnover in Acquisitions: A Conceptual Framework  

Microsoft Academic Search

ABSTRACTManuscript Type: ConceptualResearch Question/Issue: Post-acquisition director turnover is a complex and multi-faceted phenomenon that needs to be examined beyond the agency lens. In this article, we examine the likelihood of non-executive director turnover in target firms following an acquisition.Research Findings/Result: Acquisitions present an interesting case where conflict of interests may arise between shareholders and directors. This study proposes that the

Yong Li; Ruth V. Aguilera

2008-01-01

329

Presented by Lisa Castle  

E-print Network

to faculty and staff who terminate their employment relationship with UBC on a voluntary basis by resignation of ages across its workforce. The Okanagan campus has a slightly larger percentage of younger employees by employee group, over three years beginning in 2008. Figure 3: Voluntary Turnover by Employment Group Union

Pulfrey, David L.

330

Turnover of matrix proteins in mammalian mitochondria.  

PubMed Central

In cultured hepatocytes the turnover of several mitochondrial matrix proteins (e.g. acetyl-CoA acetyltransferase) appears to be initiated by CoA-mediated, sequential transformation into CoA-modified forms. This modification favours the notion that intramitochondrial degradation by a matrix-resident ATP-dependent protease may be preceded by a specific modification by CoA. In a mitochondrial matrix fraction the MgATP-dependent decrease in anti-CoA immunoreactivity coincided with both a decrease in the anti-protein immunoreactivity of acetyl-CoA acetyltransferase and/or of 3-ketoacyl-CoA thiolase, and with the appearance of proteolytic fragments. A closer analysis of the degradation pattern revealed, however, a breakdown of the unmodified acetyl-CoA acetyltransferase and of its CoA-modified form, A1, whereas the form that is more highly modified by CoA, A2, proved to be inaccessible towards an ATP-dependent protease. In mammalian mitochondrial matrix, proteins can be degraded selectively by a matrix-resident ATP-dependent protease. The process of CoA modification results finally in the protection of matrix proteins from degradation. In cultured hepatocytes, leupeptin, an inhibitor of lysosomal proteases, did not affect the steady-state level of the mitochondrial matrix protein acetyl-CoA acetyltransferase. However, leupeptin mediated a specific accumulation of mitochondrial matrix proteins in the cytosolic fractions of hepatocytes cultured over a 24 h period. The levels of acetyl-CoA acetyltransferase, 3-ketoacyl-CoA thiolase and glutamate dehydrogenase proteins increased 1.9-, 2.0- and 2.2-fold respectively. Their status as mature, oligomeric, but enzymically inactive enzymes strongly suggests that they originate from a leakage of autophagosomes, a constituent of the non-selective autophagic/lysosomal pathway for degradation of whole mitochondria. PMID:11988101

Huth, Walter; Rolle, Stefan; Wunderlich, Ilona

2002-01-01

331

Daily fluid turnover during preseason training in U.S. college football.  

PubMed

The authors measured 24-h fluid-turnover (FTO) rate during 6 d of preseason training in U.S. college football players. Players, training (T, n = 9, full gear and contact drills) and reference (R, n = 4, conditioning without gear or contact), ingested a deuterium oxide (D(2)O) dose and provided urine samples every 24 h for analysis of D(2)O. During one approximately 2.3-h practice (wet-bulb globe temperature 24.6 degrees C), body-mass change, urine production, and voluntary fluid intake were measured to calculate gross sweat loss (GSL). Average FTO was 10.3 +/- 2.2 L/d for T and 7.0 +/- 1.0 L/d for R. GSL was 3.4 +/- 1.5 L for T and 1.7 +/- 1.3 for R (P > 0.05). By Day 6, body mass decreased significantly in T (-2.4 +/- 1.3 kg, P < 0.05) but not in R (0.38 +/- 0.95 kg). With preseason training under moderate environmental stress, football players had high FTO and sweat rates, which might have contributed to a loss of body mass during preseason football training. PMID:17962709

Stofan, John R; Osterberg, Kris L; Horswill, Craig A; Lacambra, Magie; Eichner, E Randy; Anderson, Scott A; Murray, Robert

2007-08-01

332

WHEN COWORKERS AND MANAGERS QUIT: THE EFFECTS OF TURNOVER AND SHARED VALUES ON PERFORMANCE  

Microsoft Academic Search

We examined the relationship between work unit, direct management, and overall management turnover and performance improvement following an intervention in fifty work units in multiple organizations in eight countries. Direct management turnover was negatively related to performance improvement, while work unit and overall management turnover were not. We also investigated shared values as a moderator of the turnover-performance relationship and

Kristen M. Watrous; Ann H. Huffman; Robert D. Pritchard

2006-01-01

333

Employee health and fitness: the state of the art.  

PubMed

Health care and health promotion measures currently are undergoing critical cost/benefit or cost/effectiveness scrutiny. An employee fitness program offers a convenient means for realizing community goals of lifestyle change but also has the potential to augment worker productivity. The costs of exercise testing and program development for an employee program ($100-$350 per participant year, measured in 1982 U.S. dollars) compare favorably with nonoccupational approaches to the promotion of fitness and a healthy lifestyle. The combined savings from a reduction of appraised age, improvement in lifestyle, decreased use of hospital and physician services, decrease in absenteeism and employee turnover, improved productivity, and decreased need for geriatric care substantially exceed the likely outlay. Given a 20% participation rate, the order of benefit from these factors is over $700 per year for each member of the labor force. In a company employing 1,000 people, a cost of perhaps $40,000 for 200 participants would yield a dividend of $650-$700,000 per year. Arguments continue on the specificity of exercise-induced gains in health and performance, but the burden of proof rests with those who maintain that equal benefits could be obtained from other tactics. PMID:6419221

Shephard, R J

1983-09-01

334

Ecological Research of the Voluntary Disclosure about Listed Companies  

NASA Astrophysics Data System (ADS)

In the paper, the research subject is the ecological relationship between the Small and Medium-sized Enterprises(SMEs) and the Large-scale Enterprises(Les). From the perspective of ecology, setting up the competitive model basic on the Logistic model, and carrying out further analysis about the voluntary information disclosure of listed company, then getting the strategic choice about the voluntary information disclosure and the ecological explanation of false information, and the dynamic mechanism and strategy of the voluntary information disclosure of listed company.

Hu, Jing-Jing; Yan, Guang-Le

335

Acetylcholine turnover in an autoactive molluscan neuron.  

PubMed

We have studied acetylcholine (ACh) turnover at the cholinergic synapse between an identified motoneuron, the salivary burster (SB), and the muscle cells of the salivary duct (SD) in the terrestrial mollusk Limax maximus. Electrophysiological recordings were made of the SB action potentials and the SB-elicited junction potentials (JPs) on the SD. The amplitude of the JP was used as a measure of ACh release by the SB. The SB is an autoactive neuron that discharges 1 to 12 bursts of action potentials per min. During sustained bursting activity, the SB is able to maintain transmitter release for 18 hr even in the absence of exogenous choline. The size of SB-elicited JPs does not vary during 18 hr of activity. If the choline uptake blocker, hemicholinium-3 (HC-3; 20 microM), is present in the saline, transmitter release and JP size are depressed by about 30% after 14 hr of activity. Thus, the SB is partially dependent upon choline reuptake for maintained ACh synthesis and release. In high (9.45 mM)-potassium (K+) saline, the SB fired tonically at twice its average spike frequency. JP amplitude initially increased, then declined to an amplitude which was 60% of the initial level. The addition of 20 microM HC-3 to the high-K+ saline caused a 75 to 100% decrease in JP size within 30 min. Thus, during high-frequency tonic firing, the SB was primarily dependent on choline reuptake for ACh synthesis and release. After JP size had been reduced in high-K+ saline containing HC-3, the SB-SD synapse was returned to normal choline-free saline. The SB resumed bursting activity. JP amplitude gradually increased over the next 30 min. Thus, high-frequency firing in HC-3 had not depleted the SB of its entire endogenous store of choline or ACh. If the synapse was fatigued in high-K+ saline containing HC-3 and then placed in saline enriched with 300 microM choline, JP size increased within minutes. Thus, uptake of choline for ACh synthesis and release may be a more rapid process than mobilization of an endogenous transmitter store. Finally, the SB-SD synapse was fatigued in high-K+ saline containing HC-3. HC-3 was then removed from the saline. The SB maintained high-frequency tonic activity. JP size did not increase unless choline was added to the saline.(ABSTRACT TRUNCATED AT 400 WORDS) PMID:6744367

Barry, S R; Gelperin, A

1984-03-01

336

Substrate Turnover during Prolonged Exercise in Man  

PubMed Central

Arterial concentrations and substrate exchange across the leg and splanchnic vascular beds were determined for glucose, lactate, pyruvate, glycerol, individual acidic and neutral amino acids, and free fatty acids (FFA) in six subjects at rest and during 4 h of exercise at approximately 30% of maximal oxygen uptake. FFA turnover and regional exchange were evaluated using 14C-labeled oleic acid. The arterial glucose concentration was constant for the first 40 min of exercise, but fell progressively thereafter to levels 30% below basal. The arterial insulin level decreased continuously, while the arterial glucagon concentration had risen fivefold after 4 h of exercise. Uptake of glucose and FFA by the legs was markedly augmented during exercise, the increase in FFA uptake being a consequence of augmented arterial levels rather than increased fractional extraction. As exercise was continued beyond 40 min, the relative contribution of FFA to total oxygen metabolism rose progressively to 62%. In contrast, the contribution from glucose fell from 40% to 30% between 90 and 240 min. Leg output of alanine increased as exercise progressed. Splanchnic glucose production, which rose 100% above basal levels and remained so throughout exercise, exceeded glucose uptake by the legs for the first 40 min but thereafter failed to keep pace with peripheral glucose utilization. Total estimated splanchnic glucose output was 75 g in 4 h, sufficient to deplete approximately 75% of liver glycogen stores. Splanchnic uptake of gluconeogenic precursors (lactate, pyruvate, glycerol, alanine) had increased 2- to 10-fold after 4 h of exercise, and was sufficient to account for 45% of glucose release at 4 h as compared to 20-25% at rest and at 40 min of exercise. In the case of alanine and lactate, the increase in precursor uptake was a consequence of a rise in splanchnic fractional extraction. It is concluded that during prolonged exercise at a low work intensity (a) blood glucose levels fall because hepatic glucose output fails to keep up with augmented glucose utilization by the exercising legs; (b) a large portion of hepatic glycogen stores is mobilized and an increasing fraction of the splanchnic glucose output is derived from gluconeogenesis; (c) blood-borne substrates in the form of glucose and FFA account for a major part of leg muscle metabolism, the relative contribution from FFA increasing progressively; and (d) augmented secretion of glucagon may play an important role in the metabolic adaptation to prolonged exercise by its stimulatory influence on hepatic glycogenolysis and gluconeogenesis. PMID:4815076

Ahlborg, Gunvor; Felig, Philip; Hagenfeldt, Lars; Hendler, Rosa; Wahren, John

1974-01-01

337

Diabetes, Biochemical Markers of Bone Turnover, Diabetes Control, and Bone  

PubMed Central

Diabetes mellitus is known to have late complications including micro vascular and macro vascular disease. This review focuses on another possible area of complication regarding diabetes; bone. Diabetes may affect bone via bone structure, bone density, and biochemical markers of bone turnover. The aim of the present review is to examine in vivo from humans on biochemical markers of bone turnover in diabetics compared to non-diabetics. Furthermore, the effect of glycemic control on bone markers and the similarities and differences of type 1- and type 2-diabetics regarding bone markers will be evaluated. A systematic literature search was conducted using PubMed, Embase, Cinahl, and SveMed+ with the search terms: “Diabetes mellitus,” “Diabetes mellitus type 1,” “Insulin dependent diabetes mellitus,” “Diabetes mellitus type 2,” “Non-insulin dependent diabetes mellitus,” “Bone,” “Bone and Bones,” “Bone diseases,” “Bone turnover,” “Hemoglobin A Glycosylated,” and “HbA1C.” After removing duplicates from this search 1,188 records were screened by title and abstract and 75 records were assessed by full text for inclusion in the review. In the end 43 records were chosen. Bone formation and resorption markers are investigated as well as bone regulating systems. T1D is found to have lower osteocalcin and CTX, while osteocalcin and tartrate-resistant acid are found to be lower in T2D, and sclerostin is increased and collagen turnover markers altered. Other bone turnover markers do not seem to be altered in T1D or T2D. A major problem is the lack of histomorphometric studies in humans linking changes in turnover markers to actual changes in bone turnover and further research is needed to strengthen this link. PMID:23482417

Starup-Linde, Jakob

2012-01-01

338

Employee Perceived Training Effectiveness Relationship to Employee Attitudes  

ERIC Educational Resources Information Center

Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

Sahinidis, Alexandros G.; Bouris, John

2008-01-01

339

401(a) Investment Provider Change Form Employee Name Employee ID #  

E-print Network

401(a) Investment Provider Change Form Employee Name Employee ID # Address City State Zip Code Home The University of Utah to direct all my future 401(a) Defined Contribution Retirement Plan contributions: · I authorize the University to send my retirement contributions to the Investment Providers as set

Provancher, William

340

Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs  

Microsoft Academic Search

Employees often have ideas, information, and opinions for constructive ways to improve work and work organizations. Sometimes these employees exercise voice and express their ideas, information, and opinions; and other times they engage in silence and withhold their ideas, information, and opinions. On the surface, expressing and withholding behaviours might appear to be polar opposites because silence implies not speaking

Linn Van Dyne; Isabel C. Botero

2003-01-01

341

Chapter 06 Employee Orientation 6.01 Classified Employee Orientation  

E-print Network

expectations, work unit structure and functions, department work rules, and reasonable accommodation requests death or dismemberment, dental, income continuation, and life insurance; payroll deductions for bonds members in case of personal or work-related problems. o Employee Handbook: The new employee is issued a UW

Sheridan, Jennifer

342

Turnover of recently assimilated carbon in arctic bryophytes.  

PubMed

Carbon (C) allocation and turnover in arctic bryophytes is largely unknown, but their response to climatic change has potentially significant impacts on arctic ecosystem C budgets. Using a combination of pulse-chase experiments and a newly developed model of C turnover in bryophytes, we show significant differences in C turnover between two contrasting arctic moss species (Polytrichum piliferum and Sphagnum fuscum). (13)C abundance in moss tissues (measured up to 1 year) and respired CO(2) (traced over 5 days) were used to parameterise the bryophyte C model with four pools representing labile and structural C in photosynthetic and stem tissue. The model was optimised using an Ensemble Kalman Filter to ensure a focus on estimating the confidence intervals (CI) on model parameters and outputs. The ratio of aboveground NPP:GPP in Polytrichum piliferum was 23% (CI 9-35%), with an average turnover time of 1.7 days (CI 1.1-2.5 days). The aboveground NPP:GPP ratio in Sphagnum fuscum was 43% (CI 19-65%) with an average turnover time of 3.1 days (CI 1.6-6.1 days). These results are the first to show differences in C partitioning between arctic bryophyte species in situ and highlight the importance of modelling C dynamics of this group separately from vascular plants for a realistic representation of vegetation in arctic C models. PMID:21499905

Street, L E; Subke, J A; Sommerkorn, M; Heinemeyer, A; Williams, M

2011-10-01

343

Counselor emotional exhaustion and turnover intention in therapeutic communities.  

PubMed

Counselor turnover is a significant problem facing substance abuse treatment agencies. Understanding the role of organizational culture in predicting burnout and turnover intention may yield important information on how to address turnover in treatment organizations. Using data collected from 817 counselors employed in a national sample of 253 therapeutic communities (TCs), structural equation modeling was used to estimate the associations between emotional exhaustion, turnover intention, and three measures of organizational culture: centralized decision making, distributive justice, and procedural justice. The model controlled for counselor demographics, credentials, and earnings. Counselors' emotional exhaustion scores were higher in TCs with greater centralized decision making (p < .01) but lower in TCs where greater distributive justice (p < .05) and procedural justice (p < .001) were reported. Likewise, turnover intention was positively associated with centralized decision making (p < .05) and inversely associated with the workplace justice measures (p < .001). These data suggest that management practices in TCs and perhaps in other types of substance abuse treatment facilities likely play a substantial role in counselors' well-being and in their decisions to leave their jobs. Because these practices are not structural features of organizations, they may be targeted for intervention and change. PMID:16919745

Knudsen, Hannah K; Ducharme, Lori J; Roman, Paul M

2006-09-01

344

77 FR 50584 - Voluntary Licensing of Amateur Rocket Operations  

Federal Register 2010, 2011, 2012, 2013

...Voluntary Licensing of Amateur Rocket Operations AGENCY: Federal...that conduct certain amateur rocket launches an opportunity to...the FAA notes that amateur rocket operators would incur costs...RFA) establishes ``as a principle of regulatory issuance...

2012-08-22

345

DOD Procurement: Use and Administration of DOD's Voluntary Disclosure Program.  

National Technical Information Service (NTIS)

In response to your request, we developed information on the Department of Defense's (DOD) Voluntary Disclosure Program, a program to encourage defense contractors to voluntarily disclose potential civil or criminal procurement fraud to the government. Mo...

1996-01-01

346

Opportunity to Counterargue and Voluntary Exposure to Counterattitudinal Message.  

National Technical Information Service (NTIS)

The opportunity to counterargue in response to a counterattitudinal message may prompt an individual's voluntary exposure to that communication increase his resistance to persuasion. It was predicted that those subjects who were encouraged to counterargue...

R. S. Wellins, E. McGinnies

1975-01-01

347

Improving Voluntary Environmental Management Programs: Facilitating Learning and Adaptation  

NASA Astrophysics Data System (ADS)

Environmental planners and managers face unique challenges understanding and documenting the effectiveness of programs that rely on voluntary actions by private landowners. Programs, such as those aimed at reducing nonpoint source pollution or improving habitat, intend to reach those goals by persuading landowners to adopt behaviors and management practices consistent with environmental restoration and protection. Our purpose with this paper is to identify barriers for improving voluntary environmental management programs and ways to overcome them. We first draw upon insights regarding data, learning, and adaptation from the adaptive management and performance management literatures, describing three key issues: overcoming information constraints, structural limitations, and organizational culture. Although these lessons are applicable to a variety of voluntary environmental management programs, we then present the issues in the context of on-going research for nonpoint source water quality pollution. We end the discussion by highlighting important elements for advancing voluntary program efforts.

Genskow, Kenneth D.; Wood, Danielle M.

2011-05-01

348

75 FR 32140 - Voluntary Surrender of Certificate of Registration  

Federal Register 2010, 2011, 2012, 2013

...surrenders a Certificate of Registration for cause. The effect of these proposed changes would make it clear that a voluntary surrender of a registration for cause by a registrant has the legal effect of immediately terminating the...

2010-06-07

349

Voluntary Associations and Their Involvement in Collaborative Forest Management  

E-print Network

. This dissertation was aimed at gaining a better understanding of outdoor recreation and environmental voluntary associations and their involvement in collaborative forest management. Five objectives guided this study: (1) assessing the organizational characteristics...

Lu, Jiaying

2012-02-14

350

44 CFR 332.4 - Termination or modifying voluntary agreements.  

Code of Federal Regulations, 2013 CFR

44 Emergency Management and Assistance 1 2013-10-01 2013-10-01...voluntary agreements. 332.4 Section 332.4 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2013-10-01

351

44 CFR 332.2 - Developing voluntary agreements.  

Code of Federal Regulations, 2013 CFR

44 Emergency Management and Assistance 1 2013-10-01 2013-10-01...voluntary agreements. 332.2 Section 332.2 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2013-10-01

352

44 CFR 332.3 - Carrying out voluntary agreements.  

Code of Federal Regulations, 2010 CFR

44 Emergency Management and Assistance 1 2010-10-01 2010-10-01...voluntary agreements. 332.3 Section 332.3 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2010-10-01

353

44 CFR 332.2 - Developing voluntary agreements.  

Code of Federal Regulations, 2012 CFR

44 Emergency Management and Assistance 1 2012-10-01 2011-10-01...voluntary agreements. 332.2 Section 332.2 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2012-10-01

354

44 CFR 332.3 - Carrying out voluntary agreements.  

Code of Federal Regulations, 2012 CFR

44 Emergency Management and Assistance 1 2012-10-01 2011-10-01...voluntary agreements. 332.3 Section 332.3 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2012-10-01

355

44 CFR 332.2 - Developing voluntary agreements.  

Code of Federal Regulations, 2011 CFR

44 Emergency Management and Assistance 1 2011-10-01 2011-10-01...voluntary agreements. 332.2 Section 332.2 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2011-10-01

356

44 CFR 332.2 - Developing voluntary agreements.  

Code of Federal Regulations, 2010 CFR

44 Emergency Management and Assistance 1 2010-10-01 2010-10-01...voluntary agreements. 332.2 Section 332.2 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2010-10-01

357

44 CFR 332.3 - Carrying out voluntary agreements.  

Code of Federal Regulations, 2011 CFR

44 Emergency Management and Assistance 1 2011-10-01 2011-10-01...voluntary agreements. 332.3 Section 332.3 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2011-10-01

358

44 CFR 332.4 - Termination or modifying voluntary agreements.  

Code of Federal Regulations, 2012 CFR

44 Emergency Management and Assistance 1 2012-10-01 2011-10-01...voluntary agreements. 332.4 Section 332.4 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2012-10-01

359

44 CFR 332.3 - Carrying out voluntary agreements.  

Code of Federal Regulations, 2013 CFR

44 Emergency Management and Assistance 1 2013-10-01 2013-10-01...voluntary agreements. 332.3 Section 332.3 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY...

2013-10-01

360

Voluntary GHG reduction in the US electric industry  

SciTech Connect

The report is a study of efforts by members of the industry to voluntarily reduce their greenhouse gas emission. Dozens of US utilities are leveraging voluntary greenhouse gas (GHG) emissions reduction programs to help develop cost-effective plans for responding to future potential regulation. Many of these utilities are taking aggressive steps to reduce their GHG emissions and positioning themselves as leaders. They are participating in voluntary programs for reasons ranging from pressure by environmental groups and investors to a desire for a stronger voice in shaping climate change policy. The report takes a comprehensive look at what is driving these voluntary efforts, what government and industry help is available to support them, and what specific activities are being undertaken to reduce GHG emissions. It explains the features of the most prominent voluntary utility programs to help companies determine which might best suit their needs. 1 app.

NONE

2005-11-15

361

Fact File: Voluntary Support of Higher Education, 1987-88.  

ERIC Educational Resources Information Center

Tables showing voluntary sources of financial support for public and private institutions are presented. Purposes of support, sources of support, forms of giving, alumni giving, gifts of property, and corporations' matching gifts are listed. (MLW)

Chronicle of Higher Education, 1989

1989-01-01

362

Influence of food restriction combined with voluntary running on bone morphology and strength in male rats.  

PubMed

Athletes, in particular endurance athletes and dancers, are chronically exposed to a state of low energy availability due to insufficient dietary energy intake and massive exercise energy expenditure. Low energy availability sometimes causes bone fragility, thereby increasing the risk of bone disorders. Although the decrease in energy availability shows no sexual dimorphism, epidemiological studies have reported that bone disorders are less frequent in male athletes than in female athletes. We hypothesized that bone tissue was not affected by low energy availability in males. The purpose of this study was to examine the influence of food restriction combined with voluntary running training on bone morphology and strength in adult male rats. Fourteen-week-old male Sprague-Dawley rats were divided randomly into four groups: control (C) group, food restriction (R) group, exercise (Ex) group, and food restriction plus exercise (REx) group. For the R and REx groups, 30 % food restriction was carried out in comparison with the C group. Bone strength, bone mineral density (BMD), bone architecture, and bone turnover rate were measured after a 13-week experimental period. Bone strength was not significantly lower in the REx group compared with the C group. BMD and trabecular bone volume showed no difference among groups. These findings indicate that bone morphology and strength were little affected by food restriction combined with exercise training in adult male rats. PMID:24002179

Hattori, Satoshi; Park, Jong-Hoon; Agata, Umon; Akimoto, Takayuki; Oda, Masaya; Higano, Michito; Aikawa, Yuki; Nabekura, Yoshiharu; Yamato, Hideyuki; Ezawa, Ikuko; Omi, Naomi

2013-12-01

363

REV 13April2012 EMPLOYEE SEPARATION POLICY  

E-print Network

Separating Employee The employee should provide at least two weeks' notice when resigning from a position the completed Employee Exit Checklist in the department's files. Forward the employee's termination noticeREV 13April2012 EMPLOYEE SEPARATION POLICY The University of Central Florida (UCF) administers

Wu, Shin-Tson

364

Determinants of voluntary executive stock option disclosure in Brazil  

Microsoft Academic Search

This study investigates whether the governance attributes of Brazilian companies are associated with voluntary executive stock\\u000a option (ESO) disclosure. Results show that Brazilian companies voluntarily disclose very little about their ESO plans, and\\u000a that board size, presence of a compensation committee, and auditing by a Big 4 firm are significantly related to the degree\\u000a of voluntary ESO disclosure. We also

Eduardo Schiehll; Paulo Renato Soares Terra; Fernanda Gomes Victor

365

The Voluntary and the Involunatry in Aristotle's Nichomachean Ethics  

E-print Network

and is a sometime agent, may act involuntarily due to compulsion if, when compelled, he is not exercising his capacity to act? This in unintelligible. More intelligible is the view that Aristotle is saying in all compelled actions the person compelled...THE VOLUNTARY AND THE INVOLUNTARY IN ARISTOTLE'S NICOMACHEAN ETHICS Robert Hadley Hall In what follows I shall be concerned with Aristotle's voluntary/involuntary distinction as it is presented in the Nicomachean Ethics. In particular, I...

Hall, Robert Hadley

1977-11-01

366

Comparison of maximal unilateral versus bilateral voluntary contraction force  

Microsoft Academic Search

The aim of the present study was to determine whether the difference in maximal voluntary contraction (MVC) forces between\\u000a unilateral (UL) and bilateral (BL) contractions could be due to a difference in the timing of MVC peak force production between\\u000a legs during BL MVC, or due to the maximal voluntary activation level (VAL) in each leg between UL and BL

Boris Matkowski; Alain Martin; Romuald Lepers

367

Voluntary euthanasia under control? Further empirical evidence from The Netherlands.  

PubMed Central

Nineteen ninety-six saw the publication of a major Dutch survey into euthanasia in the Netherlands. This paper outlines the main statistical findings of this survey and considers whether it shows that voluntary euthanasia is under effective control in the Netherlands. The paper concludes that although there has been some improvement in compliance with procedural requirements, the practice of voluntary euthanasia remains beyond effective control. PMID:10070633

Jochemsen, H; Keown, J

1999-01-01

368

Voluntary Anonymous Reporting of Medical Errors for Neonatal Intensive Care  

Microsoft Academic Search

Objectives. Medical errors cause signifi- cant morbidity and mortality in hospitalized patients. Specialty-based, voluntary reporting of medical errors by health care providers is an important strategy that may enhance patient safety. We developed a voluntary, anon- ymous, Internet-based reporting system for medical er- rors in neonatal intensive care, evaluated its feasibility, and identified errors that affect high-risk neonates and their

Gautham Suresh; Jeffrey D. Horbar; Paul Plsek; James Gray; William H. Edwards; Patricia H. Shiono; Robert Ursprung

2010-01-01

369

The development of predictors of nonadherence to voluntary exercise programs  

E-print Network

THE DEVELOPMENT OF PREDICTORS OF NONADHERENCE TO VOLUNTARY EXERCISE PROGRAMS A Thesis by LINDA LOUISE MARX HOSEA Submitted to the Graduated College of Texas A&M University in partial fulfillment of the requirements for the degree of MASTER... OF SCIENCE August 1984 Major Subject: Psychology THE DEVELOPMENT OF PREDICTORS OF NONADHERENCE TO VOLUNTARY EXERCISE PROGRAMS A Thesis by LINDA LOUISE MARX HOSEA Approved as to style and content by eff ey M. Kern ai n of Committee) Arnold . Le...

Hosea, Linda Louise Marx

2012-06-07

370

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2010 CFR

...Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued...AND HEALTH PROGRAMS AND RELATED MATTERS Training § 1960.59 Training of employees and employee...

2010-07-01

371

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2012 CFR

...Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued...AND HEALTH PROGRAMS AND RELATED MATTERS Training § 1960.59 Training of employees and employee...

2012-07-01

372

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2011 CFR

...Training of employees and employee representatives. 1960.59 Section 1960.59 Labor Regulations Relating to Labor (Continued...AND HEALTH PROGRAMS AND RELATED MATTERS Training § 1960.59 Training of employees and employee...

2011-07-01

373

75 FR 75373 - Conduct of Employees and Former Employees; Exemption From Post-Employment Restrictions for...  

Federal Register 2010, 2011, 2012, 2013

...Employees and Former Employees; Exemption From Post- Employment Restrictions for Communications...period the former employee is subject to post- employment restrictions set forth in...period the former employee is subject to post-employment restrictions set forth...

2010-12-03

374

An Analysis of Employee Motivation  

Microsoft Academic Search

This article presents the results of a survey that was designed to measure the attitude of employees toward the various phases of industrial quality motivation programs. This study was conducted with three categories of employees (engineers, factory workers, and supervisors), and the data are analyzed to determine the group attitudes as well as where and why significant differences in attitudes

Jerry L. Holman

1969-01-01

375

Community College Employee Wellness Programs  

Microsoft Academic Search

This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information regarding funding, activities offered, program administration, participation rates, and incentives. The results

L. Jay Thornton; Sharon Johnson

2010-01-01

376

Public Sector Employee Assistance Programs.  

ERIC Educational Resources Information Center

This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…

Kemp, Donna R.; Verlinde, Beverly

377

Cultural Dimensions Among Malaysian Employees  

Microsoft Academic Search

This study explores the similarities and differences of cultural values among the Malay, Chinese, and Indian management employees in Malaysia, mainly via a case study of Nestlé in Malaysia, one of the major multinational organisations in the country. Qualitative approach was taken where 13 management employees were interviewed. This study shows several new patterns of cultural values emerging among the

DAHLIA ZAWAWI

2008-01-01

378

Exit Interview Questionnaire Employee's Name  

E-print Network

: Termination Date: Reason for Departure: Resignation Retirement End of Contract Other Reason (specify) CouldExit Interview Questionnaire Employee's Name: Department/Unit: Position Title: Date Hired, Signature of Employee: Do you have any further comments or suggestions of a general nature? Comments

Oyet, Alwell

379

Health Resources Employee Assistance Program  

E-print Network

· Exercise Mental - Cognitive Stress · Meditation · Hatha Yoga · Deep Breathing with Visualization · ActiveHealth Resources Employee Assistance Program Managing Stress Useful Information For Employees encourage you to call Health Resources EAP at 800-451-1834 for further assistance in reducing stress. #12

Fraden, Seth

380

Turnover reinterpreted CNAs talk about why they leave.  

PubMed

This study's purpose was to contribute to the development of a theory of turnover by understanding how CNAs employed in long-term care facilities conceptualize the factors that cause them to leave their jobs. Using grounded dimensional analysis, the authors conducted in-depth interviews with CNAs currently and formerly employed by three nursing homes. The CNAs' perception that they are unappreciated and undervalued by the organizations for which they work contributes significantly to turnover. The origins of this perception lie in policies and practices that lead, CNAs to feel personally and professionally dismissed. The authors suggest how long-term care facilities might change their staffing and personnel policies to better demonstrate respect and appreciation, thus reducing turnover and enhancing the quality of work and care. PMID:12683306

Bowers, Barbara J; Esmond, Sarah; Jacobson, Nora

2003-03-01

381

Hypothesis: cyclic AMP turnover in S49 cells  

SciTech Connect

The fractional turnover constant (ke) of cAMP in S49 lymphoma cells stimulated by epinephrine was essentially identical to the decay constant for cAMP in these cells. This was in sharp distinction to the situation in the human diploid lung fibroblast WI-38, in which ke was much lower in hormone stimulated cells. In this study we report a new method for the determination of cAMP turnover. The method was based on the assumption that for tritium label to be incorporated into cAMP on treatment of cells with (/sup 3/H)-adenine, the label must first pass through ATP. An equation relating the rate of change in cAMP specific radioactivity with cAMP and ATP specific radioactivities was thereby determined. The equation was expressed in a form that gave a linear graphical plot with the fractional turnover constant as the slope of the line.

Barber, R.; Goka, T.J.

1981-01-01

382

Light-stimulated inositolphospholipid turnover in Samanea saman leaf pulvini  

SciTech Connect

Leaflets of Samanea saman open and close rhythmically, driven by an endogenous circadian clock. Light has a rapid, direct effect on the movements and also rephases the rhythm. The authors investigated whether light signals might be mediated by increased inositolphospholipid turnover, a mechanism for signal transduction that is widely utilized in animal systems. Samanea motor organs (pulvini) labeled with (/sup 3/H)inositol were irradiated briefly (5-30 sec) with white light, and membrane-localized phosphatidylinositol phosphates and their aqueous breakdown products, the inositol phosphates, were examined. After a 15-sec or longer light pulse, labeled phosphatidylinositol 4-phosphate and phosphatidylinositol 4,5-bisphosphate decreased and their labeled metabolic products inositol 1,4-biphosphate and inositol 1,4,5-trisphosphate increased changes characteristic of inositolphospholipid turnover. The authors conclude that inositolphospholipid turnover may act as a phototransduction mechanism in Samanea pulvini in a manner that is similar to that reported in animal systems.

Morse, M.J.; Crain, R.C.; Satter, R.L.

1987-10-01

383

Soman-induced seizures impair norepinephrine-stimulated phosphoinositide turnover  

SciTech Connect

Seizure activity increases turnover of phosphoinositide bisphosphate (PIP2). Turnover of PIP2 is thought to be modulated by neurotransmitter interactions. The effect of soman-induced seizures on neurotransmitter-stimulated PIP 2 turnover was examined in rats. Thirty minutes after induction of seizure activity, rats were euthanized and slices prepared from the hippocampus or cerebral cortex were incubated with myo-(2-3H) inositol for incorporation into phospholipids. Hydrolysis of phosphoinositides was determined by measuring the accumulation of (3H) inositol-l-phosphate (IP1) in the presence of LiCl. Carbachol, norepinephrine (NE) and high K+ increased accumulation of IP1 in slices from control rats. GABA was without effect on IP1 accumulation but potentiated the stimulation of PIP, hydrolysis by NE. NE-stimulated IP1 accumulation in slices from rats undergoing seizures was significantly reduced. GABA potentiation of the NE-stimulated hydrolysis was also reduced.

Filbert, M.G.; Phann, S.; Forster, J.; Ballough, G.P.; Cann, F.J.

1993-05-13

384

What do employees really want?  

PubMed

Each person who works in your medical practice is unique and has different goals, values, dreams, and perceptions. This uniqueness means that you can't make assumptions about what your employees want. By learning what makes the people working in your practice tick, you will be able to develop meaningful rewards and incentives and eliminate some nagging practice management problems once and for all. This article suggests a simple exercise that enables staff members to rank 10 job features in order of importance. It shares the results of original research indicating common complaints medical office employees have about their doctor-bosses. It cautions readers not to solicit employee opinions unless they can live with the truth and keep from becoming bitter, defensive, or retaliatory. The article also offers two hands-on tools for helping practice managers find out what their employees really want: a ready-to-use staff morale survey and an employee suggestion program. PMID:15293660

Hills, Laura Sachs

2004-01-01

385

Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support  

Microsoft Academic Search

This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life

Alma McCarthy; Jeanette N. Cleveland; Sam Hunter; Colette Darcy; Geraldine Grady

2012-01-01

386

Human turnover dynamics during sleep: Statistical behavior and its modeling  

NASA Astrophysics Data System (ADS)

Turnover is a typical intermittent body movement while asleep. Exploring its behavior may provide insights into the mechanisms and management of sleep. However, little is understood about the dynamic nature of turnover in healthy humans and how it can be modified in disease. Here we present a detailed analysis of turnover signals that are collected by accelerometry from healthy elderly subjects and age-matched patients with neurodegenerative disorders such as Parkinson's disease. In healthy subjects, the time intervals between consecutive turnover events exhibit a well-separated bimodal distribution with one mode at ?10 s and the other at ?100 s, whereas such bimodality tends to disappear in neurodegenerative patients. The discovery of bimodality and fine temporal structures (?10 s) is a contribution that is not revealed by conventional sleep recordings with less time resolution (?30 s). Moreover, we estimate the scaling exponent of the interval fluctuations, which also shows a clear difference between healthy subjects and patients. We incorporate these experimental results into a computational model of human decision making. A decision is to be made at each simulation step between two choices: to keep on sleeping or to make a turnover, the selection of which is determined dynamically by comparing a pair of random numbers assigned to each choice. This decision is weighted by a single parameter that reflects the depth of sleep. The resulting simulated behavior accurately replicates many aspects of observed turnover patterns, including the appearance or disappearance of bimodality and leads to several predictions, suggesting that the depth parameter may be useful as a quantitative measure for differentiating between normal and pathological sleep. These findings have significant clinical implications and may pave the way for the development of practical sleep assessment technologies.

Yoneyama, Mitsuru; Okuma, Yasuyuki; Utsumi, Hiroya; Terashi, Hiroo; Mitoma, Hiroshi

2014-03-01

387

Prediction of bone loss using biochemical markers of bone turnover  

Microsoft Academic Search

Summary  The association between baseline levels of eleven bone turnover markers and 5-year rate of bone density change was prospectively\\u000a studied in a population-based sample of 601 75-year-old women. Several bone formation and resorption markers as well as urinary\\u000a osteocalcin were modestly correlated to rate of bone density change.\\u000a \\u000a \\u000a \\u000a Introduction  Prediction of bone loss by bone turnover markers (BTMs) has been investigated

J. Lenora; K. K. Ivaska; K. J. Obrant; P. Gerdhem

2007-01-01

388

Normative and microeconomic models of voluntary childlessness.  

PubMed

This paper employs microeconomic and normative variables rather than the more commonly used social psychological modesl to examine voluntary childlessness. The author uses religion, race, ruban versus sural residence, education, and region of residence as normative determinants of fertility; he hypothesizes that fewer Catholics will be childless and that urban dwellers, the well-educated, and those from the West, Midwest, and Northeast will be most likely to remain childless. Microeconomic theory, emphasizing the costs of children, assumes that income and fertility are directly related and that income and childlessness are inversely related. Because loss of wife's income is a greater factor than the direct costs of a child, childlessness should be more common when the wife's earning potential, or opportunity costs, is highest. In the microeconomic model, education is the most important determinant in the wife's opportunity costs. The findings indicate that husband's income is directly related to the first birth, and that wife's education (and opportunity costs) reduces the chances of a first birth. Microeconomic theory suggests that differences in child costs or in tastes could produce urban-rural, regional, or racial differences in childlessness. Demographic variables such as age, age at marriage, and marital duration also influence the likelihood of a first birth. The author uses data for 2182 intentionally childless black and white women, aged 20-34, from the 1965 National Fertility Survey to test his models. Study findings indicate that 1) marital duration greater than 15 years is the only significant demographic control variable, 2) normative variables generally meet expectations; only the coefficient for Catholicism is significant, and 3) financial satisfaction is positively associated with childlessness; husband's income is the only significant variable. Future research should 1) examine how Catholicism acts to discourage childlessness, 2) employ normative and microeconomic theories, and 3) examine data representative of the general population, even though childlessness in the samples may be rare. PMID:12339938

Dietz, T

1984-01-01

389

Employee Resources 03/15/2012  

E-print Network

Management Workplace Behavior Consultations Employee/Supervisor Communications Reasonable Accommodations.Smith@ColoState.EDU Office of Equal Opportunity All Employees and Students Information on discrimination, harassment, for discrimination, harassment and retaliation. Evaluation and designation of disability status for employees

390

28 CFR 105.24 - Employee's rights.  

...Employee's rights. 105.24 Section 105.24 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) CRIMINAL HISTORY BACKGROUND CHECKS Private Security Officer Employment § 105.24 Employee's rights. An employee is entitled...

2014-07-01

391

Human Resource Management: Employee Compensation Guide  

E-print Network

Employee compensation is important to successful employee recruitment, retention, motivation, performance, feedback and satisfaction. This publication explains the many alternatives employers have for creating compensation packages....

Fogleman, Sarah L.; McCorkle, Dean

2009-04-08

392

Differences in Bone Quality between High versus Low Turnover Renal Osteodystrophy  

SciTech Connect

Abnormal bone turnover is common in chronic kidney disease (CKD), but its effects on bone quality remain unclear. This study sought to quantify the relationship between abnormal bone turnover and bone quality. Iliac crest bone biopsies were obtained from CKD-5 patients on dialysis with low (n=18) or high (n=17) turnover, and from volunteers (n=12) with normal turnover and normal kidney function. Histomorphometric methods were used to quantify the microstructural parameters; Fourier transform infrared spectroscopy and nanoindentation were used to quantify the material and mechanical properties in bone. Reduced mineral-to-matrix ratio, mineral crystal size, stiffness and hardness were observed in bone with high turnover compared to bone with normal or low turnover. Decreased cancellous bone volume and trabecular thickness were seen in bone with low turnover compared to bone with normal or high turnover. Bone quality, as defined by its microstructural, material, and mechanical properties, is related to bone turnover. These data suggest that turnover related alterations in bone quality may contribute to the known diminished mechanical competence of bone in CKD patients, albeit from different mechanisms for bone with high (material abnormality) vs. low (microstructural alteration) turnover. The present findings suggest that improved treatments for renal osteodystrophy should seek to avoid low or high bone turnover and aim for turnover rates as close to normal as possible.

Porter, Daniel S. [University of Kentucky, Lexington; Pienkowski, David [University of Kentucky, Lexington; Faugere, Marie-Claude [Albert B. Chandler Medical Center; Malluche, Hartmut H. [Albert B. Chandler Medical Center

2012-01-01

393

An Investigation into Teacher Turnover in International Schools  

ERIC Educational Resources Information Center

This study explored expatriate teacher turnover in international schools. Two hundred and eighty-one international teachers completed a questionnaire identifying which variables influenced their decision to leave at the end of their first contract. Using both quantitative and qualitative data, this study revealed that three causal factors were…

Odland, Glenn; Ruzicka, Mary

2009-01-01

394

The High Cost of Teacher Turnover. Policy Brief  

ERIC Educational Resources Information Center

In 2007, the National Commission on Teaching and America's Future (NCTAF) completed an 18-month study of the costs of teacher turnover in five school districts. The selected districts varied in size, location, and demographics enabling exploration of how these variations affected costs. Costs of recruiting, hiring, processing, and training…

National Commission on Teaching and America's Future, 2007

2007-01-01

395

Turnover at the Top: Superintendent Vacancies and the Urban School  

ERIC Educational Resources Information Center

The leadership turnover in America's largest school districts has increased so rapidly that the average urban superintendent tenure is only about two years. In fact, many urban superintendents are hired knowing that they will either be terminated or forced to resign in a short period of time. This cycle has created a class of superintendents who…

Buchanan, Bruce

2006-01-01

396

CARBON TURNOVER AND ACCUMULu..TION BY CORAL REEFS  

E-print Network

CARBON TURNOVER AND ACCUMULu..TION BY CORAL REEFS A DISSERTATION SUBMITTED TO THE GRADUATE GIVIS the other sites. There is great operational unifor~ity in coral reef metabolism apparentiy re- gardless ism is great, probably at all latitudes at which coral reefs are found. Unperturbed systems

Luther, Douglas S.

397

Quantifying Assemblage Turnover and Species Contributions at Ecologic Boundaries  

PubMed Central

Not all boundaries, whether stratigraphical or geographical, are marked by species-level changes in community composition. For example, paleodata for some sites do not show readily discernible glacial-interglacial contrasts. Rather, the proportional abundances of species can vary subtly between glacials and interglacials. This paper presents a simple quantitative measure of assemblage turnover (assemblage turnover index, ATI) that uses changes in species' proportional abundances to identify intervals of community change. A second, functionally-related index (conditioned-on-boundary index, CoBI) identifies species contributions to the total assemblage turnover. With these measures we examine benthonic foraminiferal assemblages to assess glacial/interglacial contrasts at abyssal depths. Our results indicate that these measures, ATI and CoBI, have potential as sequence stratigraphic tools in abyssal depth deposits. Many peaks in the set of values of ATI coincide with terminations at the end of glaciations and delineate peak-bounded ATI intervals (PATIs) separated by boundaries that approximate to glacial terminations and to transgressions at neritic depths. These measures, however, can be used to evaluate the assemblage turnover and composition at any defined ecological or paleoecological boundary. The section used is from Ocean Drilling Program (OPD) Hole 994C, drilled on the Blake Ridge, offshore SE USA. PMID:24130679

Hayek, Lee-Ann C.; Wilson, Brent

2013-01-01

398

Turnover of deans of medicine during the last five decades.  

PubMed

This report uses published information on the tenures of the 862 U.S. medical school deans who served from 1940-41 through 1990-91 to ascertain whether the turnover of deans has increased historically. The data confirm the wide-spread impression that there has been increasing instability of medical school leadership in recent decades. The proportion of deans who survive to a specific tenure in office has diminished, and the proportion of schools with new deans has increased, although with marked yearly fluctuations. Furthermore, the frequency of deans' turnover has not been evenly distributed among medical schools. Some schools have had large numbers of short-tenured deans, while other schools have had only a few deans over the five decades studied. The authors speculate that the rise in the turnover of deans may be related to the criteria used for their selection and/or because American academic medical centers have grown in size and are increasing in organizational complexity. The authors urge that future research that explores the causes of recent deans' turnover should incorporate modern management and statistical techniques and consider organizational variables as well as the personal and professional characteristics of deans. PMID:8285989

Banaszak-Holl, J; Greer, D S

1994-01-01

399

Chinese Teachers' Work Stress and Their Turnover Intention  

ERIC Educational Resources Information Center

This survey study employed qualitative dominant mixed research to explore the sources of teacher stress in China and the possible reasons for Chinese teachers' turnover intention. The data were collected in Jilin Province of China, and 510 teachers participated in the survey. Quantitatively, 40.4% of the surveyed teachers reported that they…

Liu, Shujie; Onwuegbuzie, Anthony J.

2012-01-01

400

CEO turnover in insider-dominated boards: The Italian case  

Microsoft Academic Search

We investigate CEO turnover in relationship to performance, ownership concentration and CEO ownership in a sample of 60 private companies listed on the Italian Stock Exchanges over the 9-year period 1988–1996. Concentrated ownership, family control, limited institutional investors activism, and lack of main bank monitoring make Italy a corporate governance environment dominated by insiders. As a result, boards of directors

Giorgio Brunello; Clara Graziano; Bruno M. Parigi

2003-01-01

401

An Investigation of Chief Administrator Turnover in International Schools  

ERIC Educational Resources Information Center

This article explores chief administrator turnover in international schools. Quantitative and qualitative data from the 83 chief administrators who participated in the study suggests that the average tenure of an international school chief administrator is 3.7 years and that the main reason chief administrators leave international schools is…

Benson, John

2011-01-01

402

Uptake and turnover of acetate in hypersaline environments  

Microsoft Academic Search

Acetate uptake and turnover rates were determined for the heterotrophic community in hypersaline environments (saltern crystallizer ponds, the Dead Sea) dominated by halpphilic Archaea. Acetate was formed from glycerol, which is potentially the major available carbon source for natural communities of halophilic Archaea. Values of [Kt + Sn] (the sum of the substrate affinity and the substrate concentration present in

Aharon Oren

1995-01-01

403

Organizational Turnover: Correlates, Satisfaction, Opportunity, and Length of Service.  

ERIC Educational Resources Information Center

In a study of turnover in a midwest trucking firm, the files of 199 terminated drivers were used in a statistical analysis of 19 variables that might have been correlated to length of service. A series of interviews with drivers and key management personnel supplemented the statistical data. It was found that previously identified biographical…

Bavendam, James M.; Harper, Nancy L.

404

Proactive personality, social capital, helping, and turnover intentions  

Microsoft Academic Search

Purpose – Proactive personality is believed to relate to greater interpersonal helping and lower turnover intentions. Accrued social capital should play a mediating role in this relationship. This paper seeks to address these issues. Design\\/methodology\\/approach – The authors used structural equation modeling to analyze the longitudinal data collected from 174 individuals at three points in time. Two dimensions of social

Jixia Yang; Yaping Gong; Yuanyuan Huo

2011-01-01

405

Nitrogen turnover on organic and conventional mixed farms  

Microsoft Academic Search

Separate focus on crop fertilization or feeding practices inadequately describes nitrogen (N) loss from mixed dairy farms because of (1) interaction between animal and crop production and between the production system and the manager, and (2) uncertainties of herd N production and crop N utilization. Therefore a systems approach was used to study N turnover and N efficiency on 16

N. Halberg; E. Steen Kristensen; I. Sillebak Kristensen

1995-01-01

406

The Influence of Classroom Characteristics on High School Teacher Turnover  

Microsoft Academic Search

This paper examines the effect of class load and other factors on teacher turnover. Unlike previous studies, class load characteristics--class size, number of classes taught, and percentage of class time spent in areas outside a teacher's certification area--are included along with salary, personal characteristics, and district characteristics in a discrete time hazard model to simulate the effects of changing classroom

Daniel Mont; Daniel I. Rees

1996-01-01

407

Redefining RECs: Additionality in the voluntary Renewable Energy Certificate market  

NASA Astrophysics Data System (ADS)

In the United States, electricity consumers are told that they can "buy" electricity from renewable energy projects, versus fossil fuel-fired facilities, through participation in a voluntary green power program. The marketing messages communicate to consumers that their participation and premium payments for a green label will cause additional renewable energy generation and thereby allow them to claim they consume electricity that is absent pollution as well as reduce pollutant emissions. Renewable Energy Certificates (RECs) and wind energy are the basis for the majority of the voluntary green power market in the United States. This dissertation addresses the question: Do project developers respond to the voluntary REC market in the United States by altering their decisions to invest in wind turbines? This question is investigated by modeling and probabilistically quantifying the effect of the voluntary REC market on a representative wind power investor in the United States using data from formal expert elicitations of active participants in the industry. It is further explored by comparing the distribution of a sample of wind power projects supplying the voluntary green power market in the United States against an economic viability model that incorporates geographic factors. This dissertation contributes the first quantitative analysis of the effect of the voluntary REC market on project investment. It is found that 1) RECs should be not treated as equivalent to emission offset credits, 2) there is no clearly credible role for voluntary market RECs in emissions trading markets without dramatic restructuring of one or both markets and the environmental commodities they trade, and 3) the use of RECs in entity-level GHG emissions accounting (i.e., "carbon footprinting") leads to double counting of emissions and therefore is not justified. The impotence of the voluntary REC market was, at least in part, due to the small magnitude of the REC price signal and lack of long-term contracts that would reduce the risk of relying on revenue the voluntary green power market. Although no simple solutions are identified, a proposal for integrating RECs into a load based cap-and-trade system is presented. Keywords: Renewable Energy Certificate (REC); Renewable Portfolio Standard (RPS); emission offset; additionality; attributes

Gillenwater, Michael Wayne

408

Giving Reasons for Terminating Employees  

Microsoft Academic Search

The legal review presented in this article, the writer says, should help administrators feel more comfortable with the task of formally evaluating teachers. He believes the practice of giving reasons for terminating employees will enhance the credibility of administrators.

J. P. Mahon

1979-01-01

409

Employee Motivation and Communication Methods  

E-print Network

and discussion forums; and training, necessary to free employees from a pre-Embargo approach to manufacturing. Current technical literature is full of information on how to reduce energy use. Consider energy management systems, waste heat recovery or heat pumps...

Heller, D. M.

1982-01-01

410

Implementing an Employee Assistance Program.  

ERIC Educational Resources Information Center

Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

Gam, John; And Others

1983-01-01

411

Work environments for employee creativity.  

PubMed

Innovative organisations need creative employees who generate new ideas for product or process innovation. This paper presents a conceptual framework for the effect of personal, social-organisational and physical factors on employee creativity. Based on this framework, an instrument to analyse the extent to which the work environment enhances creativity is developed. This instrument was applied to a sample of 409 employees and support was found for the hypothesis that a creative work environment enhances creative performance. This paper illustrates how the instrument can be used in companies to select and implement improvements. STATEMENT OF RELEVANCE: The ergonomics discipline addresses the work environment mainly for improving health and safety and sometimes productivity and quality. This paper opens a new area for ergonomics: designing work environments for enhancing employee creativity in order to strengthen an organisation's capability for product and process innovation and, consequently, its competitiveness. PMID:21181585

Dul, Jan; Ceylan, Canan

2011-01-01

412

Stress, health and well-being: the mediating role of employee and organizational commitment.  

PubMed

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally. PMID:24157512

Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-01

413

Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment  

PubMed Central

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally. PMID:24157512

Jain, Ajay K.; Giga, Sabir I.; Cooper, Cary L.

2013-01-01

414

The effects of midwives' job satisfaction on burnout, intention to quit and turnover: a longitudinal study in Senegal  

PubMed Central

Background Despite working in a challenging environment plagued by persistent personnel shortages, public sector midwives in Senegal play a key role in tackling maternal mortality. A better understanding of how they are experiencing their work and how it is affecting them is needed in order to better address their needs and incite them to remain in their posts. This study aims to explore their job satisfaction and its effects on their burnout, intention to quit and professional mobility. Methods A cohort of 226 midwives from 22 hospitals across Senegal participated in this longitudinal study. Their job satisfaction was measured from December 2007 to February 2008 using a multifaceted instrument developed in West Africa. Three expected effects were measured two years later: burnout, intention to quit and turnover. Descriptive statistics were reported for the midwives who stayed and left their posts during the study period. A series of multiple regressions investigated the correlations between the nine facets of job satisfaction and each effect variable, while controlling for individual and institutional characteristics. Results Despite nearly two thirds (58.9%) of midwives reporting the intention to quit within a year (mainly to pursue new professional training), only 9% annual turnover was found in the study (41/226 over 2?years). Departures were largely voluntary (92%) and entirely domestic. Overall the midwives reported themselves moderately satisfied; least contented with their “remuneration” and “work environment” and most satisfied with the “morale” and “job security” facets of their work. On the three dimensions of the Maslach Burnout Inventory, very high levels of emotional exhaustion (80.0%) and depersonalization (57.8%) were reported, while levels of diminished personal accomplishment were low (12.4%). Burnout was identified in more than half of the sample (55%). Experiencing emotional exhaustion was inversely associated with “remuneration” and “task” satisfaction, actively job searching was associated with being dissatisfied with job “security” and voluntary quitting was associated with dissatisfaction with “continuing education”. Conclusions This study found that although midwives seem to be experiencing burnout and unhappiness with their working conditions, they retain a strong sense of confidence and accomplishment in their work. It also suggests that strategies to retain them in their positions and in the profession should emphasize continuing education. PMID:22546053

2012-01-01

415

Neurons Controlling Voluntary Vocalization in the Macaque Ventral Premotor Cortex  

PubMed Central

The voluntary control of phonation is a crucial achievement in the evolution of speech. In humans, ventral premotor cortex (PMv) and Broca's area are known to be involved in voluntary phonation. In contrast, no neurophysiological data are available about the role of the oro-facial sector of nonhuman primates PMv in this function. In order to address this issue, we recorded PMv neurons from two monkeys trained to emit coo-calls. Results showed that a population of motor neurons specifically fire during vocalization. About two thirds of them discharged before sound onset, while the remaining were time-locked with it. The response of vocalization-selective neurons was present only during conditioned (voluntary) but not spontaneous (emotional) sound emission. These data suggest that the control of vocal production exerted by PMv neurons constitutes a newly emerging property in the monkey lineage, shedding light on the evolution of phonation-based communication from a nonhuman primate species. PMID:22073201

Coude, Gino; Ferrari, Pier Francesco; Roda, Francesca; Maranesi, Monica; Borelli, Eleonora; Veroni, Vania; Monti, Fabio; Rozzi, Stefano; Fogassi, Leonardo

2011-01-01

416

When the Going Gets Tough: Direct, Buffering and Indirect Effects of Social Support on Turnover Intention  

ERIC Educational Resources Information Center

We examined the role of social support in turnover intention among new teachers. First, we tested and found evidence for a direct negative relationship between social support and turnover intention. Second, we tested the social support buffer hypothesis, and found that teachers with higher social support had lower turnover intention in the face of…

Pomaki, Georgia; DeLongis, Anita; Frey, Daniela; Short, Kathy; Woehrle, Trish

2010-01-01

417

Nursing Home Staff Turnover and RetentionAn Analysis of National Level Data  

Microsoft Academic Search

The goals of this study are to provide national estimates of turnover and retention for registered nurses, licensed practical nurses, and certified nursing assistants in nursing homes, and to examine the associations between management tenure, organizational characteristics, local economic conditions, turnover, and retention. The 2004 National Nursing Home Survey is used as the primary source of data. The annualized turnover

Christopher Donoghue

2010-01-01

418

Disentangling the Effects of CEO Turnover and Succession on Organizational Capabilities: A Social Network Perspective  

Microsoft Academic Search

rior reviews of the CEO turnover and succession literature suggest that empirical findings on organizational implications continue to be equivocal. In this paper, we develop a conceptual framework for examining the impact of CEO turnover and succession on organizational capabilities. Using the social network perspective as a theoretical lens, we identify conditions in which CEO turnover is expected to influence

Qing Cao; Likoebe M. Maruping; Riki Takeuchi

2006-01-01

419

Employee Ownership Plans. Background Paper No. 34.  

ERIC Educational Resources Information Center

Employee ownership through employee stock ownership plans (ESOPs) was first mentioned in federal legislation in the Regional Rail Reorganization Act of 1973. Since then, at least 19 pieces of federal legislation have been enacted that deal with employee ownership in some way, including the Employee Retirement Income Security Act (ERISA) and tax…

Stern, Robert N.

420

Florida State University Online New Employee Orientation  

E-print Network

Services (OPS) Terminations #12;Florida State University Employee and Labor Relations Office of Human for termination is not required. Layoff rights do not apply. · Eligible OPS employees are covered underFlorida State University Online New Employee Orientation Office of Human Resources Employee

Weston, Ken

421

REQUEST FOR EMPLOYEE TERMINATION CLEARANCE SUPERVISOR'S RESPONSIBILITY  

E-print Network

REQUEST FOR EMPLOYEE TERMINATION CLEARANCE PROCESS SUPERVISOR'S RESPONSIBILITY: Before an employeeClearance@caltech.edu. The following departments will be notified prior to the employee's termination date: � Athenaeum � Bursar � Telecommunications � Travel Audit The following departments will be notified after the employee's termination date

Faraon, Andrei

422

Retirement Program Guidelines for Temporary Employees  

E-print Network

Retirement Program Guidelines for Temporary Employees 1 Retirement Program Guidelines for Temporary Employees Temporary employees are offered the right to opt out of participation in the retirement program Benefit Authority (PEBA) Retirement Programs. As a temporary employee, you may opt out of enrolling

Almor, Amit

423

Office of Human Resources Employee Information  

E-print Network

Retirement System (PERS) Status Employee Signature Signature Date HR USE ONLY copy to benefits if PERSOffice of Human Resources Employee Information Employee Data PLEASE NOTE: IRS regulation, as well as the Federal Employer's Tax Guide requires that each employee's payroll name & number must exactly match

Lafferriere, Gerardo

424

Minimizing retail shrinkage due to employee theft  

Microsoft Academic Search

Purpose – Employee theft is a major component of retail shrinkage. The purpose of this paper is to analyze the use of two methods, internal control and random inspections of the locations at which employees work, to deter employee theft. An inspection strategy is designed in which retailers try to minimize their costs while trying to prevent employees from stealing.

Birendra K. Mishra; Ashutosh Prasad

2006-01-01

425

Evaluation of Classified Employees. Research into Practice  

ERIC Educational Resources Information Center

Evaluation is an important tool to develop and retain skilled employees. It should be used to recognize employees that are performing well, to identify areas for growth and to provide employees with clear, explicit feedback about their performance. An agreed upon appraisal system lets employees know what is expected, what is recognized and…

Williamson, Ronald

2012-01-01

426

LGBT Employee Groups: Goals and Organizational Structures  

Microsoft Academic Search

The problem and the solution. Lesbian, gay, bisexual, and transgender (LGBT) employees oftentimes face isolation, difficult workplace climates, and inequitable benefits and policies. LGBT employee groups offer a space for social support and provide an organized platform from which employees can advocate for changes within their workplaces.We provide a social and historical background on LGBT employee groups and provide a

Rod P. Githens; Steven R. Aragon

2009-01-01

427

About HR Compensation Employee Retirement and  

E-print Network

PPP-05 Pay Procedures PPP-06 Resignation and/or Termination PPP-07 Outside Employment & ExtraHOME About HR Compensation Employment Employee Retirement and Benefits Employee Relations Employee Development Job Descriptions Training Prospective Employees Employment Opportunities eJobs for Applicants e

Karsai, Istvan

428

Stayers, Leavers, and Switchers Among Certified Nursing Assistants in Nursing Homes: A Longitudinal Investigation of Turnover Intent, Staff Retention, and Turnover  

PubMed Central

Purpose:?Studies of certified nursing assistant (CNA) turnover in nursing homes are typically cross-sectional and include full-time and part-time workers. We conducted a longitudinal study to evaluate the job factors and work attitudes associated with just full-time staying or leaving. For those who did not stay, we assessed reasons for leaving and satisfaction following job transition.?Design and Methods:?A random sample of CNAs identified through the Pennsylvania Department of Health's CNA registry, working?30 hr weekly in a nursing facility was surveyed by telephone at baseline and 1 year later.?Results:?Of the 620 responding to both surveys, 532 (85.8%) remained (stayers), 52 (8.4%) switched to another facility (switchers), and 36 (5.8%) left the industry (leavers). At baseline, switchers reported higher turnover intentions and fewer benefits compared with stayers and left for new opportunities. Leavers had lower job satisfaction and emotional well-being and left for health reasons. Turnover intentions were predicted by low job satisfaction and low emotional well-being. Actual turnover was predicted only by turnover intentions and by the absence of health insurance. Pay was not a predictor of turnover intent or turnover.?Implications:?There are two distinct groups of CNAs contributing to turnover. Attitudinal factors, such as job satisfaction and emotional well-being, are mediated via turnover intentions to effect actual turnover. Even accounting for methodological differences, this turnover rate is lower than previous studies, which use alternative methods and include part-time workers. This study should help nursing home administrators better understand the work-related factors associated with staff turnover. PMID:21498629

Rosen, Jules

2011-01-01

429

Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.  

PubMed

In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors. PMID:21132939

Hoxsey, Dann

2010-01-01

430

77 FR 66777 - Time Limit for Completion of Voluntary Self-Disclosures and Revised Notice of the Institution of...  

Federal Register 2010, 2011, 2012, 2013

...may only be considered a voluntary disclosure if the information ``is...must maintain open files on voluntary disclosures for extended periods of time...mitigating impact of the voluntary disclosure. The 180-day...

2012-11-07

431

Causes and consequences of voluntary anorexia during the parental care period of wild male smallmouth bass (Micropterus dolomieu)  

E-print Network

Causes and consequences of voluntary anorexia during the parental care period of wild male Swimming performance Voluntary anorexia By definition, parental care behaviors increase offspring survival activity indicating that voluntary anorexia is possibly reinforced by receptor insensitivity to appetite

Cooke, Steven J.

432

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Will an employee's identity be kept confidential if the employee... § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a...

2010-01-01

433

Carbon turnover in pore spaces - CIPS model approach  

NASA Astrophysics Data System (ADS)

The CIPS (Carbon turnover In Pore Spaces) model has been developed to overcome the constraints of conceptual pools and to get a better insight into the nature of carbon stabilization in soil (KUKA, 2007). This pure carbon turnover model was implemented in CANDY (CArbon and Nitrogen Dynamics) model system (Franko, 1995). The CIPS model did overcome the empirical pools taking into account soil structure effects. It is based on quality driven primary stabilisation mechanism (recalcitrance of SOM) and process driven secondary stabilisation mechanism (place of turnover) of SOM in soil. In addition to the division of SOM in the qualitative pools on the basis of chemical measurability, a dependence of the turnover conditions from the location of SOM in pore space is implemented taking into account different turnover conditions in the particular pore space and the accessibility for microbial biomass. The main assumption of the CIPS model is that the biological activity is not evenly distributed through the whole pore space. The pore space classes - micro, meso and macro pores - used in the model are marked by wilting point, field capacity and pore volume as a first approach. Because of the poor aeration in the micro pores they show very low biological activity leading to a strong protection of the carbon localized in this pore space. The biological active time (BAT) concept of the CANDY model was adapted to the CIPS model in order to calculate the distribution of biological activity for each pore space class. The reduction functions of the turnover active time concept of CANDY model, related to soil temperature, soil moisture, soil texture, relative air volume and distance to the soil surface are multiplied by the step width of calendar time producing the transformed time step as total BAT (BATtot). The calculated BATtot corresponds to the time that would be required under optimal conditions in the laboratory to perform the same turnover result as under the given suboptimal conditions. The qualitative pools in CIPS model are fresh organic matter (FOM), microbial biomass (AOM), dissolved organic matter (DOM) and residue organic matter (ROM) which are measurable. FOM pool is split in a soluble (S), labile (L) and resistant (R) part. The FOML and FOMR are only available for the AOM pool in meso or macro pores, because it is assumed that micro pores are too small for these organic matter particles. The FOMS directly feeds the DOM pool, that itself is available to all pore space classes providing a vehicle for matter exchange between them Beside a validation of the CIPS model for long term experiments representing a wide range of soils and site conditions shows that the conceptual pool of inert SOM was an empirical representation of to the amount of carbon situated in micro pores. Franko, U.; Oelschlagel, B. & Schenk, S. (1995). Simulation of temperature-, water- and nitrogen dynamics using the model CANDY. Ecological Modelling 81, 213-222 Kuka, K., Franko, U., Rühlmann, J. (2007) Modelling the impact of pore space distribution on carbon turnover Ecol.Modell. 208 (2-4), 295-306

Kuka, Katrin

2010-05-01

434

13 CFR 108.585 - Voluntary decrease in NMVC Company's Regulatory Capital.  

Code of Federal Regulations, 2011 CFR

...in NMVC Company's Regulatory Capital. 108.585 Section 108...SMALL BUSINESS ADMINISTRATION NEW MARKETS VENTURE CAPITAL (âNMVCâ) PROGRAM Managing...Voluntary Decrease in Regulatory Capital § 108.585 Voluntary...

2011-01-01

435

13 CFR 108.585 - Voluntary decrease in NMVC Company's Regulatory Capital.  

Code of Federal Regulations, 2012 CFR

...in NMVC Company's Regulatory Capital. 108.585 Section 108...SMALL BUSINESS ADMINISTRATION NEW MARKETS VENTURE CAPITAL (âNMVCâ) PROGRAM Managing...Voluntary Decrease in Regulatory Capital § 108.585 Voluntary...

2012-01-01

436

75 FR 4833 - National Protection and Programs Directorate; Assessment Questionnaire-Voluntary Chemical...  

Federal Register 2010, 2011, 2012, 2013

...and Programs Directorate; Assessment Questionnaire--Voluntary Chemical Assessment Tool...new collection request, Assessment Questionnaire--Voluntary Chemical Assessment Tool...be prompted with the VCAT Assessment questionnaire and will answer various questions...

2010-01-29

437

27 CFR 4.32a - Voluntary disclosure of major food allergens.  

Code of Federal Regulations, 2013 CFR

... Voluntary disclosure of major food allergens. 4.32a Section 4.32a Alcohol... Voluntary disclosure of major food allergens. (a) Definitions . For purposes...meanings indicated. (1) Major food allergen . Major food allergen means any...

2013-04-01

438

27 CFR 5.32a - Voluntary disclosure of major food allergens.  

Code of Federal Regulations, 2013 CFR

... Voluntary disclosure of major food allergens. 5.32a Section 5.32a Alcohol... Voluntary disclosure of major food allergens. (a) Definitions. For purposes...meanings indicated. (1) Major food allergen. Major food allergen means any...

2013-04-01

439

27 CFR 7.22a - Voluntary disclosure of major food allergens.  

Code of Federal Regulations, 2013 CFR

... Voluntary disclosure of major food allergens. 7.22a Section 7.22a Alcohol... Voluntary disclosure of major food allergens. (a) Definitions. For purposes...meanings indicated. (1) Major food allergen. Major food allergen means any...

2013-04-01

440

78 FR 48413 - Proposed Information Collection; Comment Request; Voluntary Self-Disclosure of Violations of the...  

Federal Register 2010, 2011, 2012, 2013

...Information Collection; Comment Request; Voluntary Self- Disclosure of Violations of the Export Administration...and to reach a settlement with violators. Voluntary self-disclosure of EAR violations strengthens BIS's...

2013-08-08

441

75 FR 28780 - Proposed Information Collection; Comment Request; Procedure for Voluntary Self-Disclosure of...  

Federal Register 2010, 2011, 2012, 2013

...Collection; Comment Request; Procedure for Voluntary Self-Disclosure of Violations of the Export Administration...and to reach a settlement with violators. Voluntary self-disclosure of EAR violations strengthens BIS's...

2010-05-24

442

75 FR 70961 - 30-Day Notice of Proposed Information Collection: Voluntary Disclosures  

Federal Register 2010, 2011, 2012, 2013

...30-Day Notice of Proposed Information Collection: Voluntary Disclosures ACTION: Notice of request for public comment...of 1995. Title of Information Collection: Voluntary Disclosures. OMB Control Number: 1405-0179....

2010-11-19

443

75 FR 52796 - 60-Day Notice of Proposed Information Collection: Voluntary Disclosures  

Federal Register 2010, 2011, 2012, 2013

...60-Day Notice of Proposed Information Collection: Voluntary Disclosures ACTION: Notice of request for public comments...of 1995. Title of Information Collection: Voluntary Disclosures. OMB Control Number: 1405-0179....

2010-08-27

444

13 CFR 108.585 - Voluntary decrease in NMVC Company's Regulatory Capital.  

Code of Federal Regulations, 2010 CFR

...108.585 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION NEW MARKETS VENTURE CAPITAL (âNMVCâ) PROGRAM Managing the Operations of a NMVC Company Voluntary Decrease in Regulatory Capital § 108.585 Voluntary decrease in NMVC...

2010-01-01

445

7 CFR 4290.585 - Voluntary decrease in RBIC's Regulatory Capital.  

Code of Federal Regulations, 2010 CFR

...BUSINESS-COOPERATIVE SERVICE AND RURAL UTILITIES SERVICE, DEPARTMENT OF AGRICULTURE RURAL BUSINESS INVESTMENT COMPANY (âRBICâ) PROGRAM Managing the Operations of a RBIC Voluntary Decrease in Regulatory Capital § 4290.585 Voluntary decrease in RBIC's...

2010-01-01

446

RESEARCH ARTICLE Fatigue in high-versus low-force voluntary and evoked  

E-print Network

contraction (MVC), and (4) low-force voluntary contrac- tions (20% MVC). Short (5s) trains of 10, 20, 30, 40 voluntary contractions of 35% MVC versus contractions of 65% MVC that induced the same reductions in maximal

Griffin, Lisa

447

29 CFR 1608.3 - Circumstances under which voluntary affirmative action is appropriate.  

Code of Federal Regulations, 2012 CFR

...Circumstances under which voluntary affirmative action is appropriate. 1608.3...EMPLOYMENT OPPORTUNITY COMMISSION AFFIRMATIVE ACTION APPROPRIATE UNDER TITLE VII...Circumstances under which voluntary affirmative action is appropriate. (a)...

2012-07-01

448

29 CFR 1608.3 - Circumstances under which voluntary affirmative action is appropriate.  

...Circumstances under which voluntary affirmative action is appropriate. 1608.3...EMPLOYMENT OPPORTUNITY COMMISSION AFFIRMATIVE ACTION APPROPRIATE UNDER TITLE VII...Circumstances under which voluntary affirmative action is appropriate. (a)...

2014-07-01

449

29 CFR 1608.3 - Circumstances under which voluntary affirmative action is appropriate.  

Code of Federal Regulations, 2010 CFR

...Circumstances under which voluntary affirmative action is appropriate. 1608.3...EMPLOYMENT OPPORTUNITY COMMISSION AFFIRMATIVE ACTION APPROPRIATE UNDER TITLE VII...Circumstances under which voluntary affirmative action is appropriate. (a)...

2010-07-01

450

29 CFR 1608.3 - Circumstances under which voluntary affirmative action is appropriate.  

Code of Federal Regulations, 2013 CFR

...Circumstances under which voluntary affirmative action is appropriate. 1608.3...EMPLOYMENT OPPORTUNITY COMMISSION AFFIRMATIVE ACTION APPROPRIATE UNDER TITLE VII...Circumstances under which voluntary affirmative action is appropriate. (a)...

2013-07-01

451

29 CFR 1608.3 - Circumstances under which voluntary affirmative action is appropriate.  

Code of Federal Regulations, 2011 CFR

...Circumstances under which voluntary affirmative action is appropriate. 1608.3...EMPLOYMENT OPPORTUNITY COMMISSION AFFIRMATIVE ACTION APPROPRIATE UNDER TITLE VII...Circumstances under which voluntary affirmative action is appropriate. (a)...

2011-07-01

452

77 FR 19357 - Federal Participation in the Development and Use of Voluntary Consensus Standards and in...  

Federal Register 2010, 2011, 2012, 2013

...Voluntary Consensus Standards and in Conformity Assessment Activities ACTION: Request...regarding Federal agencies' standards and conformity assessment related activities. Input...Voluntary Consensus Standards and in Conformity Assessment Activities). In...

2012-03-30

453

26 CFR 31.3401(a)-3 - Amounts deemed wages under voluntary withholding agreements.  

Code of Federal Regulations, 2010 CFR

...under voluntary withholding agreements. 31.3401(a)-3 Section 31.3401(a)-3 Internal Revenue INTERNAL REVENUE SERVICE...Collection of Income Tax at Source § 31.3401(a)-3 Amounts deemed wages under voluntary...

2010-04-01

454

26 CFR 31.3401(a)-3 - Amounts deemed wages under voluntary withholding agreements.  

Code of Federal Regulations, 2013 CFR

...under voluntary withholding agreements. 31.3401(a)-3 Section 31.3401(a)-3 Internal Revenue INTERNAL REVENUE SERVICE...Collection of Income Tax at Source § 31.3401(a)-3 Amounts deemed wages under voluntary...

2013-04-01

455

26 CFR 31.3401(a)-3 - Amounts deemed wages under voluntary withholding agreements.  

Code of Federal Regulations, 2011 CFR

...under voluntary withholding agreements. 31.3401(a)-3 Section 31.3401(a)-3 Internal Revenue INTERNAL REVENUE SERVICE...Collection of Income Tax at Source § 31.3401(a)-3 Amounts deemed wages under voluntary...

2011-04-01

456

26 CFR 31.3401(a)-3 - Amounts deemed wages under voluntary withholding agreements.  

...under voluntary withholding agreements. 31.3401(a)-3 Section 31.3401(a)-3 Internal Revenue INTERNAL REVENUE SERVICE...Collection of Income Tax at Source § 31.3401(a)-3 Amounts deemed wages under voluntary...

2014-04-01

457

26 CFR 31.3401(a)-3 - Amounts deemed wages under voluntary withholding agreements.  

Code of Federal Regulations, 2012 CFR

...under voluntary withholding agreements. 31.3401(a)-3 Section 31.3401(a)-3 Internal Revenue INTERNAL REVENUE SERVICE...Collection of Income Tax at Source § 31.3401(a)-3 Amounts deemed wages under voluntary...

2012-04-01

458

12 CFR 563b.690 - Who may not acquire additional shares after the voluntary supervisory conversion?  

Code of Federal Regulations, 2010 CFR

...shares after the voluntary supervisory conversion? 563b.690 Section 563b.690...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Post-Conversion §...

2010-01-01

459

12 CFR 563b.625 - When is a savings association eligible for a voluntary supervisory conversion?  

Code of Federal Regulations, 2010 CFR

...eligible for a voluntary supervisory conversion? 563b.625 Section 563b.625...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Eligibility § 563b.625...

2010-01-01

460

12 CFR 563b.605 - How may I conduct a voluntary supervisory conversion?  

Code of Federal Regulations, 2010 CFR

...may I conduct a voluntary supervisory conversion? 563b.605 Section 563b.605...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions § 563b.605 How may I conduct...

2010-01-01

461

12 CFR 563b.610 - Do my members have rights in a voluntary supervisory conversion?  

Code of Federal Regulations, 2010 CFR

...have rights in a voluntary supervisory conversion? 563b.610 Section 563b.610...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions § 563b.610 Do my members...

2010-01-01

462

12 CFR 563b.650 - What must I include in my plan of voluntary supervisory conversion?  

Code of Federal Regulations, 2010 CFR

...include in my plan of voluntary supervisory conversion? 563b.650 Section 563b.650...SUPERVISION, DEPARTMENT OF THE TREASURY CONVERSIONS FROM MUTUAL TO STOCK FORM Voluntary Supervisory Conversions Plan of Supervisory Conversion...

2010-01-01

463

Enterprise performance and management turnover in the Czech Republic  

Microsoft Academic Search

We study the effect of management turnover on changes in enterprise performance, using a cross-section of 706 Czech firms over the 1993–1997 period. Controlling for initial conditions, equity holdings by managers, and firm- and sector-specific effects, we find that the appointment of new managers is associated with improvements in profit margins and labor productivity, particularly if those managers were selected

Stijn Claessens; Simeon Djankov

1999-01-01

464

Understanding Closed-End Fund Puzzles A Stochastic Turnover Perspective  

Microsoft Academic Search

This paper presents a dynamic equilibrium model to study the pricing of most closed-end funds and their tendency to sell at discounts from the value of their assets. Based on the institutional structure of closed-end funds, our model demonstrates the importance of a stochastic turnover fac- tor in determining both the levels and the dynamics of closed-end fund discounts. For

Yexiao Xu

465

Turnover of messenger RNA: Polysome statistics beyond the steady state  

Microsoft Academic Search

The interplay between turnover or degradation and ribosome loading of messenger RNA (mRNA) is studied theoretically using a stochastic model that is motivated by recent experimental results. Random mRNA degradation affects the statistics of polysomes, i.e., the statistics of the number of ribosomes per mRNA as extracted from cells. Since ribosome loading of newly created mRNA chains requires some time

A. Valleriani; Z. Ignatova; A. Nagar; R. Lipowsky

2010-01-01

466

Peptidoglycan turnover and recycling in Gram-positive bacteria  

Microsoft Academic Search

Bacterial cells are protected by an exoskeleton, the stabilizing and shape-maintaining cell wall, consisting of the complex\\u000a macromolecule peptidoglycan. In view of its function, it could be assumed that the cell wall is a static structure. In truth,\\u000a however, it is steadily broken down by peptidoglycan-cleaving enzymes during cell growth. In this process, named cell wall\\u000a turnover, in one generation

Jan Reith; Christoph Mayer

467

Biochemical Measurements of Bone Turnover in Children and Adolescents  

Microsoft Academic Search

:   Biochemical measurements of bone turnover are helpful in the study of the pathophysiology of skeletal metabolism and growth.\\u000a However, interpretation of their results is difficult because they depend on age, pubertal stage, growth velocity, mineral\\u000a accrual, hormonal regulation, nutritional status, circadian variation, day-to-day variation, method of expression of results\\u000a of urinary markers, specificity for bone tissue, sensitivity and specificity

P. Szulc; E. Seeman; P. D. Delmas

2000-01-01

468

Pattern and process in Amazon tree turnover, 1976-2001.  

PubMed Central

Previous work has shown that tree turnover, tree biomass and large liana densities have increased in mature tropical forest plots in the late twentieth century. These results point to a concerted shift in forest ecological processes that may already be having significant impacts on terrestrial carbon stocks, fluxes and biodiversity. However, the findings have proved controversial, partly because a rather limited number of permanent plots have been monitored for rather short periods. The aim of this paper is to characterize regional-scale patterns of 'tree turnover' (the rate with which trees die and recruit into a population) by using improved datasets now available for Amazonia that span the past 25 years. Specifically, we assess whether concerted changes in turnover are occurring, and if so whether they are general throughout the Amazon or restricted to one region or environmental zone. In addition, we ask whether they are driven by changes in recruitment, mortality or both. We find that: (i) trees 10 cm or more in diameter recruit and die twice as fast on the richer soils of southern and western Amazonia than on the poorer soils of eastern and central Amazonia; (ii) turnover rates have increased throughout Amazonia over the past two decades; (iii) mortality and recruitment rates have both increased significantly in every region and environmental zone, with the exception of mortality in eastern Amazonia; (iv) recruitment rates have consistently exceeded mortality rates; (v) absolute increases in recruitment and mortality rates are greatest in western Amazonian sites; and (vi) mortality appears to be lagging recruitment at regional scales. These spatial patterns and temporal trends are not caused by obvious artefacts in the data or the analyses. The trends cannot be directly driven by a mortality driver (such as increased drought or fragmentation-related death) because the biomass in these forests has simultaneously increased. Our findings therefore indicate that long-acting and widespread environmental changes are stimulating the growth and productivity of Amazon forests. PMID:15212092

Phillips, O L; Baker, T R; Arroyo, L; Higuchi, N; Killeen, T J; Laurance, W F; Lewis, S L; Lloyd, J; Malhi, Y; Monteagudo, A; Neill, D A; Vargas, P Nunez; Silva, J N M; Terborgh, J; Martinez, R Vasquez; Alexiades, M; Almeida, S; Brown, S; Chave, J; Comiskey, J A; Czimczik, C I; Di Fiore, A; Erwin, T; Kuebler, C; Laurance, S G; Nascimento, H E M; Olivier, J; Palacios, W; Patino, S; Pitman, N C A; Quesada, C A; Saldias, M; Lezama, A Torres; Vinceti, B

2004-01-01

469

Belowground carbon turnover in a temperate ombrotrophic bog  

Microsoft Academic Search

To examine belowground carbon (C) turnover in peatlands, we measured fluxes of carbon dioxide (CO2) and methane (CH4) by chamber measurements, estimated respiration by in situ incubations of peat, and in situ production of dissolved carbon (CO2; CH4; and dissolved organic carbon, DOC) by pore water modeling at an ombrotrophic temperate bog. Ecosystem respiration (ER) averaged 205 mmol m-2 d-1

Christian Blodau; Nigel T. Roulet; Tobias Heitmann; Heather Stewart; Julia Beer; Peter Lafleur; Tim R. Moore

2007-01-01

470

Belowground carbon turnover in a temperate ombrotrophic bog  

Microsoft Academic Search

To examine belowground carbon (C) turnover in peatlands, we measured fluxes of carbon dioxide (CO2) and methane (CH4) by chamber measurements, estimated respiration by in situ incubations of peat, and in situ production of dissolved carbon (CO2; CH4; and dissolved organic carbon, DOC) by pore water modeling at an ombrotrophic temperate bog. Ecosystem respiration (ER) averaged 205 mmol m?2 d?1

Christian Blodau; Nigel T. Roulet; Tobias Heitmann; Heather Stewart; Julia Beer; Peter Lafleur; Tim R. Moore

2007-01-01

471

Turnover and dispersal of prairie falcons in southwestern Idaho  

USGS Publications Warehouse

We studied Prairie Falcon (Falco mexicanus) breeding dispersal, natal dispersal, and turnover at nesting areas in the Snake River Birds of Prey National Conservation Area (NCA) from 1971- 95. Of 61 nesting areas where falcons identified one year were known to be present or absent the following year, 57% had a different falcon. This turnover rate was 2-3 times higher than that reported elsewhere for large falcons, and may have been related to high nesting densities in the NCA. Turnover at nesting areas was independent of nesting success in the previous year, but was significantly higher for females nesting on large cliffs. Mean distance between natal and breeding locations for 26 falcons banded as nestlings and later encountered as nesting adults was 8.9 km. Natal dispersal distances were similar for males and females, but more than twice as many males marked as nestlings were later encountered nesting in the NCA. Fourteen adult falcons found on different nesting areas in successive years moved an average of 1.5 km between nesting areas; males dispersed significantly farther than females. Natal and breeding dispersal distances in the NCA were lower than those reported for Prairie Falcons in other study areas. Only four falcons banded as nestlings were found outside NCA boundaries during the breeding period, and only one of these birds was known to be occupying a nesting area. We encountered no falcons banded outside the NCA occupying nesting areas in the NCA during this study.

Lehman, Robert N.; Steenhof, Karen; Carpenter, L. B.; Kochert, Michael N.

2000-01-01

472

Forced and voluntary exercise differentially affect brain and behavior  

Microsoft Academic Search

The potential of physical exercise to decrease body weight, alleviate depression, combat aging and enhance cognition has been well-supported by research studies. However, exercise regimens vary widely across experiments, raising the question of whether there is an optimal form, intensity and duration of exertion that would produce maximal benefits. In particular, a comparison of forced and voluntary exercise is needed,

J. L. Leasure; M. Jones

2008-01-01

473

The Voluntary Reading Interests of Jamaican 6th Graders.  

ERIC Educational Resources Information Center

Describes a nationwide survey of the voluntary reading interests and habits of Jamaican children to discover the specific reading interests of sixth graders relative to the known reading interests of their peers in North America and the United Kingdom. Discusses the role of gender and geography. (Author/LRW)

Shelley-Robinson, Cherrell

2001-01-01

474

Compliance with a Voluntary Hepatitis B Vaccination Program.  

ERIC Educational Resources Information Center

Three years after the introduction of a voluntary hepatitis B vaccination program, the Harvard School of Dental Medicine has achieved a high vaccination rate among predoctoral students and a moderate rate among postdoctoral students and faculty. However, an unexpectedly low immunity was achieved, even among vaccinated individuals. (MSE)

Rowe, Todd K.; Douglass, Chester W.

1988-01-01

475

Study of the Voluntary Public School Choice Program. Final Report  

ERIC Educational Resources Information Center

The Voluntary Public School Choice (VPSC) Program supports the emergence and growth of choice initiatives across the country, by assisting states and local school districts in developing innovative strategies to expand public school choice options for students. This report contains the final assessment of the first five years of the VPSC Program…

Yin, Robert K.; Ahonen, Pirkko S.

2008-01-01

476

Voluntary Control of Human Jaw Stiffness Douglas M. Shiller,1  

E-print Network

related to the stiff- ness of the jaw. If the nervous system uses stiffness control as a means to regulateVoluntary Control of Human Jaw Stiffness Douglas M. Shiller,1 Guillaume Houle,1 and David J. Ostry1, Douglas M., Guillaume Houle, and David J. Ostry. Vol- untary control of human jaw stiffness. J

477

Continuing Professional Education Programs of Voluntary Health Agencies.  

ERIC Educational Resources Information Center

Organizational objectives and professional continuing education programs of ten voluntary health agencies--Allergy Foundation of America, American Cancer Society, American Heart Association, Arthritis Foundation, National Association for Mental Health, National Foundation for Infantile Paralysis, National Society for the Prevention of Blindness,…

American Medical Association, Chicago, IL.

478

Differential cortical activation during voluntary and reflexive saccades in man  

Microsoft Academic Search

A saccade involves both a step in eye position and an obligatory shift in spatial attention. The traditional division of saccades into two types, the “reflexive” saccade made in response to an exogenous stimulus change in the visual periphery and the “voluntary” saccade based on an endogenous judgement to move gaze, is supported by lines of evidence which include the

Dominic J Mort; Richard J Perry; Sabira K Mannan; Timothy L Hodgson; Elaine Anderson; Rebecca Quest; Donald McRobbie; Alan McBride; Masud Husain; Christopher Kennard

2003-01-01

479

Board ownership, audit committees’ effectiveness, and corporate voluntary disclosures  

Microsoft Academic Search

Purpose – The aim of the paper is to examine the linkages between board ownership, audit committees' (ACs) effectiveness in terms of the proportion of independent non-executive directors (INED) and expert members on the AC and corporate voluntary disclosures. Design\\/methodology\\/approach – The paper is based on a sample of 124 public listed companies in Malaysia for studying differences in corporate

M. Akhtaruddin; Hasnah Haron

2010-01-01

480

Board ownership, audit committees' effectiveness and corporate voluntary disclosures  

Microsoft Academic Search

Purpose – The aim of this paper is to examine the linkages between board ownership, audit committees' effectiveness in terms of the proportion of independent non-executive directors (INED) and expert members on the audit committee and corporate voluntary disclosures. Design\\/methodology\\/approach – The paper is based on a sample of 124 public listed companies in Malaysia for studying differences in corporate

M. Akhtaruddin; Hasnah Haron

2010-01-01

481

Role of stretch reflex in voluntary movements. [of human foot  

NASA Technical Reports Server (NTRS)

The stretch reflex is often described as a spinal servomechanism, a device for assisting in the regulation of muscle length. Observation of the EMG response to mechanical interruption of voluntary movements fails to demonstrate a significant role for spinal reflexes at 40 msec latency. Two functional responses with latencies of 120 msec and 200 msec, implying supraspinal mediation, are observed.

Gottlieb, G. L.; Agarwal, G. C.

1975-01-01

482

Voluntary Product Standard PS 72-76: Toy Safety.  

ERIC Educational Resources Information Center

The purpose of this voluntary product standard is to establish nationally recognized safety requirements and test methods for toys intended for use by children in age groups through 14 years. The standard relates to possible hazards that may not be readily recognized and which may be encountered in,normal use or after reasonably foreseeable abuse.…

National Bureau of Standards (DOC), Washington, DC.

483

Can Influenza Epidemics Be Prevented by Voluntary Vaccination?  

E-print Network

Can Influenza Epidemics Be Prevented by Voluntary Vaccination? Raffaele Vardavas, Romulus Breban the vaccination coverage level necessary for preventing influenza epidemics, but have not shown whether individual-level decisions. By including the effects of adaptive decision-making within an epidemic model, we

Blower, Sally

484

Voluntary Household Travel Behaviour Change - Theory and Practice  

Microsoft Academic Search

Abstract Since the late 1990s, there have been examples of travel behaviour change programs using what are termed ‘voluntary behaviour change methods’ –primarily in Europe and Australia. At the same time, in the attempt to reduce greenhouse gas emissions in water, energy and

Elizabeth Ampt; Steer Davies Gleave

2003-01-01

485

Voluntary Export Restraints on Automobiles: Evaluating a Trade Policy  

Microsoft Academic Search

The authors evaluate the voluntary export restraint that was initially placed on exports of automobiles from Japan in 1981. They evaluate the impact this policy had on U.S. consumer welfare, firm profits, and foregone tariff revenue from its initiation through 1990.

Steven Berry; James Levinsohn; Ariel Pakes

1999-01-01

486

Date: NVLAP Lab Code: NATIONAL VOLUNTARY LABORATORY ACCREDITATION PROGRAM  

E-print Network

Date: NVLAP Lab Code: NATIONAL VOLUNTARY LABORATORY ACCREDITATION PROGRAM ON-SITE ASSESSMENT - TEST to assess the laboratory's ability to conduct the specific test methods for which it has applied and preparation, procedure review, observation of actual testing, environmental control check, equipment review

487

Teacher and Parent Scaffolding of Voluntary Summer Reading  

ERIC Educational Resources Information Center

The authors designed and implemented a voluntary reading program that was intended to reduce loss in reading achievement over the summer months, particularly for low-income and ethnic minority children. The program had two major components: (1) providing eight books that were well matched to each child's reading level and interests; and (2)…

White, Thomas G.; Kim, James S.

2008-01-01

488

Voluntary Online-Teaching Standards Come Amid Concerns over Quality  

ERIC Educational Resources Information Center

As learning over the Internet grows in both popularity and controversy, experts are hoping that a new set of national standards for online teaching may help bring clarity and credibility to an industry that some analysts say sorely needs both. The voluntary standards, released February 21 by the North American Council for Online Learning, or…

Trotter, Andrew

2008-01-01

489

Environmental Concern and Involvement of Individuals in Selected Voluntary Associations  

ERIC Educational Resources Information Center

The authors examined environmental concern and involvement of individuals in two voluntary associations, the International Mountain Bicycling Association (IMBA) and National Off-Highway Vehicle Conservation Council, Inc. (NOHVCC). Environmental concerns were assessed using the New Environmental Paradigm (NEP). When compared, results from 10 of 12…

Schuett, Michael A.; Ostergren, David.

2003-01-01

490

Is Greener Whiter? Voluntary Environmental Performance of Western Ski Areas  

Microsoft Academic Search

This study analyzes the initial implementation of the Sustainable Slopes Program a voluntary envi- ronmental initiative established by the U.S. National Ski Areas Association in partnership with federal and state government agencies. Our findings indicate that participation of western ski areas in the Sustainable Slopes Program is related to institutional pressures in the form of enhanced federal over- sight and

Jorge Rivera; Peter de Leon

2004-01-01

491

The voluntary contributions mechanism with uncertain group payoffs  

Microsoft Academic Search

This paper reports the results of an experimental study which introduces an endogenous probability of public good provision into the voluntary contributions mechanism. Specifically, the two treatments allow for nonprovision even with positive contributions. In one treatment, the provision probability rises with increased contributions (while preserving the dominant strategy equilibrium of zero contributions). The results show that uncertainty per se

David L. Dickinson

1998-01-01

492

75 FR 72751 - Voluntary Mergers of Federal Home Loan Banks  

Federal Register 2010, 2011, 2012, 2013

...to merge with another Bank with the approval of...approval of voluntary Bank mergers. DATES: Written...John P. Foley, Senior Financial Analyst, Policy and...address, on the FHFA Internet Web site at http...The Federal Home Loan Bank System The twelve...

2010-11-26

493

Alexithymic Trait and Voluntary Control in Healthy Adults  

PubMed Central

Background Alexithymia is a personality trait characterized by deficiency in understanding, processing, or describing emotions. Recent studies have revealed that alexithymia is associated with less activation of the anterior cingulate cortex, a brain region shown to play a role in cognitive and emotional processing. However, few studies have directly investigated the cognitive domain in relation to alexithymia to examine whether alexithymic trait is related to less efficient voluntary control. Methodology/ Principal Findings We examined the relationship between alexithymic trait and voluntary control in a group of healthy volunteers. We used the 20-item Toronto Alexithymia Scale (TAS-20) to measure alexithymic trait. Additionally, we examined state and trait voluntary control using the revised Attention Network Test (ANT-R) and the Adult Temperament Questionnaire (ATQ), respectively. Alexithymic trait was positively correlated with the overall reaction time of the ANT-R, and negatively correlated with the Effortful Control factor of the ATQ. Conclusions/Significance Our results suggest that alexithymic trait is associated with less efficient voluntary control. PMID:19002254

Gu, Xiaosi; Liu, Xun; Guise, Kevin G.; Fossella, John; Wang, Kai; Fan, Jin

2008-01-01

494

National voluntary laboratory accreditation program: Energy efficient lighting products. Handbook  

Microsoft Academic Search

The purpose of this handbook is to set out procedures and technical requirements for the National Voluntary Laboratory Accreditation Program (NVLAP) accreditation of laboratories which perform test methods covered by the Energy Efficient Lighting (EEL) Products program. It complements and supplements the NVLAP programmatic procedures and general requirements found in NIST Handbook 150 (PB94-178225). The interpretive comments and additional requirements

L. S. Galowin; W. Hall; W. J. Rossiter

1994-01-01

495

CITY OF MILWAUKEE VOLUNTARY AIR TOXICS REDUCTION PROJECT  

EPA Science Inventory

Development and coordination of a broad-based stakeholder workgroup that will meet to discuss, review and recommend strategies to USEPA on practical, cost-effective and voluntary methods for achieving air toxics reductions within a specified neighborhood, locale or region within ...

496

Hormonal regulatory adjustments during voluntary diving in Weddell seals  

Microsoft Academic Search

Subadult male Weddell seals were instrumented with microcomputer-based backpacks and were then monitored during voluntary diving and recovery periods in McMurdo Sound, Antarctica. Depth and duration of diving, swim speed, and dive pattern were routinely monitored. An indwelling venous catheter was used to collect plasma samples at various time periods before and following diving episodes, so that changes in plasma

P. W. Hochachka; G. C. Liggins; G. P. Guyton; R. C. Schneider; K. S. Stanek; W. E. Hurford; R. K. Creasy; D. G. Zapol; W. M. Zapol

1995-01-01

497

Effect of light condition on voluntary fish transport  

Microsoft Academic Search

The effect of different light intensities (0, 15 and 200 lux) over a fish tank and a voluntary fish transport canal was studied. The experiments were carried out in an experimental plant where the fish tanks are connected to a transport canal with gates located at the bottom of the fish tanks. By using different light intensities over the fish

O. I. Lekang; S. O. Fjæra

1995-01-01

498

The example of Christ and voluntary active euthanasia  

Microsoft Academic Search

The Christian church's aversion to suicide need not inform its position on voluntary active euthanasia any more than it informs its understanding of the role Jesus played in securing his own death. When the ontological polarity of freedom and destiny is kept in balance and is in agreement spontaneously and independently, culpability for the death of Jesus should be assigned

W. Royce Clark

1986-01-01

499

Bioethics and Political Ideology: The Case of Active Voluntary Euthanasia  

Microsoft Academic Search

In different countries responses to important bioethical issues are different, as exemplified by the attitudes towards the voluntary and active forms of medical euthanasia. But why is this the case? My suggestion is that the roots of the variety are, to a considerable degree, ideological.The most important present-day political ideologies all have their roots in the prevailing doctrines of moral

Heta Häyry

1997-01-01

500

Carbon Code Requirements for voluntary carbon sequestration projects  

E-print Network

Woodland Carbon Code Requirements for voluntary carbon sequestration projects ® Version 1.2 July trademark 10 3. Carbon sequestration 11 3.1 Units of carbon calculation 11 3.2 Carbon baseline 11 3.3 Carbon leakage 12 3.4 Project carbon sequestration 12 3.5 Net carbon sequestration 13 4. Environmental quality 14