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1

Voluntary turnover among non-supervisory casino employees  

Microsoft Academic Search

As gaming is expanding nationally and internationally, existing gaming operations are facing increased competition for employees with gaming experience. This study investigates the factors related to employee turnover in the gaming industry. Workers of six casinos in Reno, Nevada were surveyed concerning their work attitudes and turnover intentions, resulting in a sample of 492 observations. The sample represents all non-supervisory

Yvonne Stedham; Merwin C. Mitchell

1996-01-01

2

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

E-print Network

influencing employee voluntary turnover. The results suggest that training and development participation contributes more significantly to employee retention than salary and job title promotions to the firm’s ability to retain sales professionals...

Kane-Sellers, Marjorie Laura

2009-05-15

3

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

4

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

5

The effects of autonomy and empowerment on employee turnover: test of a multilevel model in teams.  

PubMed

Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data collected from 817 employees on 115 teams indicates that psychological empowerment mediates the main effect of autonomy orientation and the interactive effect of autonomy support and its differentiation on a team member's voluntary turnover. The findings have meaningful implications for the turnover and self-determination literatures as well as for managers who endeavor to prevent voluntary turnover in teams. PMID:21744939

Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W

2011-11-01

6

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

Code of Federal Regulations, 2011 CFR

...2011-04-01 2009-04-01 true Membership in a voluntary employees' beneficiary...Organizations § 1.501(c)(9)-2 Membership in a voluntary employees' beneficiary...voluntary association of employees. (a) Membership —(1) In general....

2011-04-01

7

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

Code of Federal Regulations, 2010 CFR

...2010-04-01 2010-04-01 true Membership in a voluntary employees' beneficiary...Organizations § 1.501(c)(9)-2 Membership in a voluntary employees' beneficiary...voluntary association of employees. (a) Membership —(1) In general....

2010-04-01

8

Employee Turnover: Evidence from a Case Study.  

ERIC Educational Resources Information Center

Patterns of employee turnover from a medium-sized law firm in Australia were examined in regard to theories of worker mobility (matching, sectoral shift, and incentive). Results support a role for matching effects, but personnel practices affect the timing of turnover. Matching and incentive-based theories do not explain the high rates of turnover

Borland, Jeff

1997-01-01

9

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

10

Predicting Employee Turnover from Communication Networks.  

ERIC Educational Resources Information Center

Investigates three social network models of employee turnover: a structural equivalence model, a social influence model, and an erosion model. Administers a communication network questionnaire to all 170 employees of an organization. Finds support for all three models of turnover, with the erosion model explaining more of the variance than do the…

Feeley, Thomas H.; Barnett, George A.

1997-01-01

11

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

12

Developmental Climate: A Cross-level Analysis of Voluntary Turnover and Job Performance.  

PubMed

This research investigates the influence of shared perceptions of developmental climate on individual-level perceptions of organizational commitment, engagement, and perceived competence, and whether these attitudes mediate the relationship between developmental climate and both individual voluntary turnover and supervisor-rated job performance. Survey data were collected from 361 intact employee-supervisory mentoring dyads and matched with employee turnover data collected one year later to test the proposed framework using multilevel modeling techniques. As expected, shared perceptions of developmental climate were significantly and positively related to all three individual work attitudes. In addition, both organizational commitment and perceived competence were significant mediators of the positive relationship between shared perceptions of developmental climate and voluntary turnover, as well as shared perceptions of developmental climate and supervisor-rated job performance. By contrast, no significant mediating effects were found for engagement. Theoretical implications, limitations, and future research are discussed. PMID:24748681

Spell, Hannah B; Eby, Lillian T; Vandenberg, Robert J

2014-06-01

13

Employee Turnover: An Empirical and Methodological Assessment.  

ERIC Educational Resources Information Center

Reviews research on the prediction of employee turnover. Groups predictor variables into five general categories: attitudinal (job satisfaction), biodata, work-related, personal, and test-score predictors. Consistent relationships between common predictor variables and turnover were found for four categories. Eight methodological problems/issues…

Muchinsky, Paul M.; Tuttle, Mark L.

1979-01-01

14

Commitment Profiles and Employee Turnover  

ERIC Educational Resources Information Center

We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

Stanley, Laura; Vandenberghe, Christian; Vandenberg, Robert; Bentein, Kathleen

2013-01-01

15

Occupational stress and employee turnover.  

PubMed

Questionnaire data captured in January-March 2007 were examined in relation to turnover in males and females during the next five years. In general, most of the workplace stressors (such as role conflict or peer support) were not antecedents of turnover in any group. Junior personnel with psychological strain in 2007 had an increased risk of turnover in the next five years. Low commitment to the service in 2007 increased the odds of turnover in male and female juniors and in female officers. Female juniors with less effective skills for coping with stress and who exercised less frequently on a weekly basis were more likely to leave. An incidental finding was that the odds of turnover were three times greater in female officers with children than in female officers with no children. Stress management interventions focusing on effective coping and sports and exercise participation which are targeted appropriately may improve retention. PMID:24047248

Bridger, Robert S; Day, Andrea J; Morton, Kate

2013-01-01

16

Employee Safety Training VOLUNTARY USE OF FILTERING FACEPIECE RESPIRATORS  

E-print Network

Employee Safety Training VOLUNTARY USE OF FILTERING FACEPIECE RESPIRATORS Review each, respirator training and fit testing. OSHA requires that all employees voluntarily wearing filtering of the following points with the employee (have employee initial boxes): 1. FILTERING FACEPIECE RESPIRATORS

Slatton, Clint

17

A Ministudy of employee turnover in US hospitals.  

PubMed

A ministudy was conducted to collect self-reported employee turnover rates in US hospitals. The results indicate many hospitals are struggling with high employee turnover rates. Widespread variances in ratings were observed across hospitals, which may be due to lack of consistency in how they each calculate their employee turnover. This makes benchmarking for the purposes of performance improvement challenging. PMID:25627851

Collins, Sandra K; McKinnies, Richard C; Matthews, Eric P; Collins, Kevin S

2015-01-01

18

Employee Turnover among Full-time Public Librarians.  

ERIC Educational Resources Information Center

A study of employee turnover in 31 public libraries in the American Midwest established baseline turnover rates and examined the relationship of gender to turnover behavior. Findings showed that: turnover rates are low compared to other occupations; and turnover rates of males and females are similar. (28 references) (Author/MES)

Rubin, Richard

1989-01-01

19

Employee turnover: a study of private clubs in the USA  

Microsoft Academic Search

High employee turnover in hourly positions has been widely accepted, and documented, in the hospitality industry. This study examined annual turnover rates in private clubs and the reasons that employees left their jobs, as perceived by management. Members of the Club Managers Association of America were randomly selected and surveyed. The analysis compared turnover and managers’ perceptions of reasons for

Catherine M. Gustafson

2002-01-01

20

Addressing employee turnover and retention: keeping your valued performers.  

PubMed

Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line. PMID:21808181

McConnell, Charles R

2011-01-01

21

Strategies for adapting to high rates of employee turnover.  

PubMed

For many organizations facing high rates of employee turnover, strategies for increasing employee retention may not be practical because employees leave for reasons beyond the control of management or the costs of reducing turnover exceed the benefits to be derived. In this situation managers need to consider strategies that can minimize or buffer the organization from the negative consequences that often follow from turnover. Strategies organizations can use to adapt to uncontrollably high employee turnover rates are presented in this article. In addition, suggestions are made for how managers should make choices among the alternative strategies. PMID:10270679

Mowday, R T

1984-01-01

22

Dynamic aspects of voluntary turnover: an integrated approach to curvilinearity in the performance-turnover relationship.  

PubMed

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 downward performance change may increase the likelihood of organizational separation. Drawing on decision theory, we propose and test an integrative framework. This approach incorporates both of these earlier models. Specifically, we argue that individuals are most likely to voluntarily exit when they are below-average performers who are also experiencing a downward performance change. Furthermore, the interaction between this downward change and performance partially accounts for the curvilinear relationship proposed by the push-pull model. Findings from a longitudinal field study supported this integrative theory. PMID:20853945

Becker, William J; Cropanzano, Russell

2011-03-01

23

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

24

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

25

A Structural Relationship Analysis of Hotel Employees' Turnover Intention  

Microsoft Academic Search

Since human resources management has become more important in the hospitality industry, managers and academics have shown interest in studies related to human resources such as job satisfaction, organizational commitment, relationship quality, and so on. Recently, the turnover rate of hotel employees has increased rapidly. Therefore, this study will examine the key factors directly and indirectly influencing turnover intention. The

Kyuhwan Choi

2006-01-01

26

How Multiple Interventions Influenced Employee Turnover: A Case Study.  

ERIC Educational Resources Information Center

A 3-year study of 46 textile industry workers identified causes of employee turnover (supervision, training, organizational communication) using performance analysis. A study of multiple interventions based on the analysis resulted in changes in orientation procedures, organizational leadership, and climate, reducing turnover by 24%. (SK)

Hatcher, Timothy

1999-01-01

27

The effect of employee turnover on hotel profits: A test across multiple hotels  

Microsoft Academic Search

Employee turnover is generally recognized as a costly phenomenon, and hotel companies consequently have initiated various turnover-reduction programs. Despite many studies, however, it remains difficult to assess exactly what effect turnover has on operating profits—and thus to assess the return on investment for initiatives designed to reduce turnover. An analysis of gross operating profits and employee turnover rates at 98

Tony Simons; Timothy Hinkin

2001-01-01

28

78 FR 57818 - Commission Participation and Commission Employee Involvement in Voluntary Standards Activities  

Federal Register 2010, 2011, 2012, 2013, 2014

...allow Commission employees to accept leadership positions in voluntary standard development...participate as voting members and to accept leadership positions in voluntary standard development...voting and precludes staff from holding leadership positions in voluntary standards...

2013-09-20

29

Employee Development and Turnover Intention: Theory Validation  

ERIC Educational Resources Information Center

Purpose: This study aims to examine the pattern of behavior of turnover intentions in developing countries "vis-a-vis" the one in advanced countries through the empirical data from public universities in Khyber Pakhtunkhwa, Pakistan. The study provides empirical evidence from academia in Pakistan, thereby enriching the understanding of…

Rahman, Wali; Nas, Zekeriya

2013-01-01

30

Does perceived support in employee development affect personnel turnover?  

Microsoft Academic Search

This article focuses on whether it is beneficial for firms to invest in the general skills of their workforce or whether these training investments merely encourage personnel turnover. Estimation results derived from a sample of 2833 Dutch pharmacy assistants show that participation in general training does not induce employees' intention to quit, as predicted by human capital theory. We find

Fleur Koster; Andries de Grip; Didier Fouarge

2011-01-01

31

Some Determinants of Employee Turnover in a Psychiatric Facility.  

ERIC Educational Resources Information Center

Used research from illness-prevention and job-enrichment approaches to enhancing quality of work environments to create instruments assessing number of job stressors and level of task interest on psychiatric hospital units. Instruments successfully predicted employee turnover during one year. Job stress and interaction between job stress and task…

Zautra, Alex J.; And Others

1987-01-01

32

The Problem of Employee Turnover: Can Training Help?  

Microsoft Academic Search

Training is an essential part of any industrial complex and is vital for the success of any operation. But it is the properly executed training program that will yield satisfied employees who intend to remain with the company. The reduction of a high turnover rate is discussed in this article.

W. Lewis Robinson

1974-01-01

33

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

34

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

35

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.

36

The Effects of Autonomy and Empowerment on Employee Turnover: Test of a Multilevel Model in Teams  

ERIC Educational Resources Information Center

Extending research on voluntary turnover in the team setting, this study adopts a multilevel self-determination theoretical approach to examine the unique roles of individual and social-contextual motivational precursors, autonomy orientation and autonomy support, in reducing team member voluntary turnover. Analysis of multilevel time-lagged data…

Liu, Dong; Zhang, Shu; Wang, Lei; Lee, Thomas W.

2011-01-01

37

26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.  

Code of Federal Regulations, 2014 CFR

...shareholders, or highly compensated employees will not be considered disproportionate...prohibited inurement. A voluntary employees' beneficiary association...in the association, after satisfaction of all liabilities to existing...shareholders, or highly compensated employees of the employer....

2014-04-01

38

26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.  

Code of Federal Regulations, 2010 CFR

...shareholders, or highly compensated employees will not be considered disproportionate...prohibited inurement. A voluntary employees' beneficiary association...in the association, after satisfaction of all liabilities to existing...shareholders, or highly compensated employees of the employer....

2010-04-01

39

26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.  

Code of Federal Regulations, 2011 CFR

...shareholders, or highly compensated employees will not be considered disproportionate...prohibited inurement. A voluntary employees' beneficiary association...in the association, after satisfaction of all liabilities to existing...shareholders, or highly compensated employees of the employer....

2011-04-01

40

26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.  

Code of Federal Regulations, 2012 CFR

...shareholders, or highly compensated employees will not be considered disproportionate...prohibited inurement. A voluntary employees' beneficiary association...in the association, after satisfaction of all liabilities to existing...shareholders, or highly compensated employees of the employer....

2012-04-01

41

26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.  

Code of Federal Regulations, 2013 CFR

...shareholders, or highly compensated employees will not be considered disproportionate...prohibited inurement. A voluntary employees' beneficiary association...in the association, after satisfaction of all liabilities to existing...shareholders, or highly compensated employees of the employer....

2013-04-01

42

An exploratory study of employee turnover indicators as predictors of customer satisfaction  

Microsoft Academic Search

Purpose – The service profit chain postulates that higher employee satisfaction levels lead to high customer satisfaction, and ultimately affect consumer loyalty and profitability. One construct that has largely been ignored in most of this research has been the role of employee turnover. This paper proposes that employee turnover can also be a powerful predictor of employee sentiment and resulting

Robert F. Hurley; Hooman Estelami

2007-01-01

43

The effects of polychronic-orientation upon retail employee satisfaction and turnover  

Microsoft Academic Search

Keeping front-line retail employees satisfied, and subsequently reducing their turnover, is important in retail management. This study introduces polychronic-orientation, or an employee's preference for switching between multiple tasks within the same time-block, as an employee trait with important implications for retail employee turnover. It demonstrates empirically that a polychronic-orientation has both direct (employee fit) and indirect (through fairness perceptions) effects

Aaron Arndt; Todd J. Arnold; Timothy D. Landry

2006-01-01

44

Constructing a decision support system for management of employee turnover risk  

Microsoft Academic Search

In the time of knowledge economy, competency among enterprises is focused on the competency of human resources. Employee turnover\\u000a risk is becoming an important facet influencing the stability and development of enterprises. After analyzing employee turnover\\u000a risk factors that could threaten enterprise production and operations, we proposed a multi-level model of the evaluation system\\u000a for employee turnover risk based on

Xin WangHong; Hong Wang; Li Zhang; Xiongfei Cao

2011-01-01

45

Intermediate linkages in the relationship between job satisfaction and employee turnover  

Microsoft Academic Search

The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction–turnover relationship. Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction–turnover relationship, is presented. Previous

William H. Mobley

1977-01-01

46

Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective  

ERIC Educational Resources Information Center

This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

Peterson, Shari L.

2004-01-01

47

Effects of culinary employees’ role stress on burnout and turnover intention in hotel industry: moderating effects on employees’ tenure  

Microsoft Academic Search

The purpose of this study is to understand interrelationships among culinary employees’ perception of role stress, burnout, and turnover intent in a deluxe hotel. A total of 316 employees in Korea participated in the study. The results showed a positive relationship between employees’ perceptions of role stress and burnout. Participants who reported a high level of burnout were more likely

Hyo Sun Jung; Hye Hyun Yoon; Young Joong Kim

2011-01-01

48

Effects of culinary employees’ role stress on burnout and turnover intention in hotel industry: moderating effects on employees’ tenure  

Microsoft Academic Search

The purpose of this study is to understand interrelationships among culinary employees’ perception of role stress, burnout, and turnover intent in a deluxe hotel. A total of 316 employees in Korea participated in the study. The results showed a positive relationship between employees’ perceptions of role stress and burnout. Participants who reported a high level of burnout were more likely

Hyo Sun Jung; Hye Hyun Yoon; Young Joong Kim

2012-01-01

49

The impacts of benefit plans on employee turnover: a firm-level analysis approach on Taiwanese manufacturing industry  

Microsoft Academic Search

Employee turnover is a serious problem and the question of how to retain highly talented and valued people is very important. Previous employee turnover studies were mostly focused on the individual level but rarely from the standpoint of the business or firm. This study examines the impacts of four kinds of benefit plans on firm-level employee turnover issues, namely, retirement

Chun-Hsien Lee; Mu-Lan Hsu; Nai-Hwa Lien

2006-01-01

50

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

Code of Federal Regulations, 2014 CFR

...2014-07-01 false Voluntary affirmative action programs for employees with...DEPARTMENT OF LABOR 741-AFFIRMATIVE ACTION AND NONDISCRIMINATION OBLIGATIONS...INDIVIDUALS WITH DISABILITIES Affirmative Action Program § 60-741.46...

2014-07-01

51

Development of a Global Measure of Job Embeddedness and Integration Into a Traditional Model of Voluntary Turnover  

Microsoft Academic Search

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

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

2007-01-01

52

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

- 43 - ANTHEM LIFE INSURANCE COMPANY - VOLUNTARY TERM LIFE Our voluntary Employee-paid term life insurance plan can be designed to meet the needs of each individual or family. This insurance allows you to add protection, above the Basic Term Life Insurance coverage. Employee Benefit You may enroll

53

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

54

The influence of ethical fit on employee satisfaction, commitment and turnover  

Microsoft Academic Search

This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction.

Randi L. Sims; K. Galen Kroeck

1994-01-01

55

The relationship between employees' turnover rate and industrial firm performance: A literature review  

Microsoft Academic Search

As a widespread phenomenon in modern industrial firms, turnover is exerting much stronger effect on industrial firms performance, which has received much attention from scholars all over the world. The paper provides a summary on the studies on the relationship between employees' turnover rate and organizational performance. According to the review, there are four different results on the relationship between

Zhang Changzheng; Gan Kai

2010-01-01

56

Employee voice and employee retention.  

PubMed

This study investigates the relationship between the extent to which employees have opportunities to voice dissatisfaction and voluntary turnover in 111 short-term, general care hospitals. Results show that, whether or not a union is present, high numbers of mechanisms for employee voice are associated with high retention rates. Implications for theory and research as well as management practice are discussed. PMID:10278801

Spencer, D G

1986-09-01

57

Employee Demography, Organizational Commitment, and Turnover Intentions in China: Do Cultural Differences Matter?  

Microsoft Academic Search

This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC.

Zhen Xiong Chen; Anne Marie Francesco

2000-01-01

58

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover  

Microsoft Academic Search

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6584 nursing home employees from 76 nursing homes in a midwestern state

B. Karsh; B. C. Booske; F. Sainfort

2005-01-01

59

Comparing the Effects of Determinants of Turnover Intentions between Taiwanese and U.S. Hospital Employees  

ERIC Educational Resources Information Center

This research assesses how the direct effects of career satisfaction and job satisfaction on turnover intentions and the indirect effects through organizational commitment differ between Taiwanese and U.S. hospital employees. Using data collected from 179 Taiwanese and 144 U.S. hospital employees, the test results find the following differences:…

Ding, Cherng G.; Lin, Chieh-Peng

2006-01-01

60

Predicting employee turnover from performance, satisfaction, and leader-member exchange  

Microsoft Academic Search

As part of a study of the role of supervision in, predicting turnover, 105 nurses provided confidential data on leader-member exchange and satisfaction with supervision, while their supervisors provided performance evaluation information. Although results reaffirmed an inverse correlation between employee performance and turnover (r=?.23p<.05), only directional support was obtained for the hypothesis that performance moderates the relationship between satisfaction with

Robert P. Vecchio; William R. Norris

1996-01-01

61

Reviewing employee turnover: focusing on proximal withdrawal states and an expanded criterion.  

PubMed

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, involuntary quits) and multiple types of staying. Guided by the premise that "everyone eventually leaves; no one stays with an organization forever," we also suggest considering where leavers end up-or post-exit destinations, such as another job, full-time parenting, or educational pursuits. We propose "proximal withdrawal states" that motivate members to participate or withdraw from organizations as an expanded criterion. These motivational states precede turnover and are derived from 2 overarching dimensions: desired employment status (whether employees want to stay or leave) and perceived volitional control (whether quit or stay decisions are completely up to them or at least partially under external regulation). Crossing these dimensions yields 4 prime states: enthusiastic leavers and stayers and reluctant leavers and stayers. We further subdivide these mind-sets into subtypes by differentiating employer from other forms of external control (e.g., family). Focusing on more common subtypes, we explain how they arise from particular motivational forces and profile how they differ by attitudes, behaviors, and turnover speed and destinations. We further discuss ways to measure this expanded criterion and proximal states (and subtypes) and investigate the latter's profiled differences. Finally, we discuss scientific and practical implications and future research directions. PMID:22925138

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

2012-09-01

62

Testing the Generalizability of a Career Commitment Measure and Its Impact on Employee Turnover.  

ERIC Educational Resources Information Center

Tested generalizability of career commitment measure and its impact on employee turnover using longitudinally tracked sample of bank tellers (N=133). Found career commitment could be reliably operationalized and was distinct from job involvement and organizational commitment. Discusses findings in terms of identifying threshold level for…

Blau, Gary

1989-01-01

63

The Impact of Employee Engagement Factors and Job Satisfaction on Turnover Intent  

ERIC Educational Resources Information Center

The current literature review examined a proposed relationship between the antecedent-employee engagement factors--and the outcome variable turnover intent mediated by job satisfaction. Kahn's Personal Engagement Theory, Equity Theory, and Herzberg's Two-Factor Theory of Job Satisfaction were used as the theoretical underpinnings for the review.…

Berry, Mary Lynn; Morris, Michael L.

2008-01-01

64

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

65

A study of relationship between job stress, quality of working life and turnover intention among hospital employees.  

PubMed

Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL. PMID:22040944

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2011-11-01

66

The threat of litigation and voluntary partner\\/manager turnover in big six firms  

Microsoft Academic Search

In debates over tort reform, various sources (e.g., Berton 1991, p. A1, 1994, p. A1; Dalton et al. 1994, p. 56) have asserted that the threat of litigation contributes to the voluntary departure of partners and managers from the Big Six public accounting firms, possibly detracting from their auditing capabilities. Others have countered that increased legal liability would improve audit

Dan R. Dalton; John W. Hill; Robert J. Ramsay

1997-01-01

67

41 CFR 301-70.703 - If we grant an exemption, does that prevent the employee from using the card on a voluntary basis?  

Code of Federal Regulations, 2011 CFR

...that prevent the employee from using the card on a voluntary basis? 301-70.703...Government Contractor-Issued Travel Charge Card for Official Travel § 301-70.703...that prevent the employee from using the card on a voluntary basis? No, an...

2011-07-01

68

41 CFR 301-70.703 - If we grant an exemption, does that prevent the employee from using the card on a voluntary basis?  

Code of Federal Regulations, 2010 CFR

...that prevent the employee from using the card on a voluntary basis? 301-70.703...Government Contractor-Issued Travel Charge Card for Official Travel § 301-70.703...that prevent the employee from using the card on a voluntary basis? No, an...

2010-07-01

69

41 CFR 301-70.703 - If we grant an exemption, does that prevent the employee from using the card on a voluntary basis?  

Code of Federal Regulations, 2012 CFR

...that prevent the employee from using the card on a voluntary basis? 301-70.703...Government Contractor-Issued Travel Charge Card for Official Travel § 301-70.703...that prevent the employee from using the card on a voluntary basis? No, an...

2012-07-01

70

41 CFR 301-70.703 - If we grant an exemption, does that prevent the employee from using the card on a voluntary basis?  

Code of Federal Regulations, 2013 CFR

...that prevent the employee from using the card on a voluntary basis? 301-70.703...Government Contractor-Issued Travel Charge Card for Official Travel § 301-70.703...that prevent the employee from using the card on a voluntary basis? No, an...

2013-07-01

71

41 CFR 301-70.703 - If we grant an exemption, does that prevent the employee from using the card on a voluntary basis?  

Code of Federal Regulations, 2014 CFR

...that prevent the employee from using the card on a voluntary basis? 301-70.703...Government Contractor-Issued Travel Charge Card for Official Travel § 301-70.703...that prevent the employee from using the card on a voluntary basis? No, an...

2014-07-01

72

Predicting Customer Service Employees’ Job Satisfaction and Turnover Intentions: The Roles of Customer Interactional Injustice and Interdependent Self-Construal  

Microsoft Academic Search

Research has primarily examined supervisors and coworkers as sources of unfair interpersonal treatment (i.e., interactional\\u000a injustice) in the workplace. Unfair treatment, however, can also originate with customers. Using a cross-sectional, correlational\\u000a research design (N = 172), we examined the associations among customer injustice, employee job satisfaction, and turnover intentions. Drawing\\u000a on relational theories of fairness, we also examined whether employees who more

Camilla M. Holmvall; Jasleen Sidhu

2007-01-01

73

Factors Related to Job Satisfaction and Intent to Turnover for Part-Time Student Employees in University Dining Services  

Microsoft Academic Search

Job satisfaction in the hospitality industry is important for retaining employees. The purpose of this study was to determine the relationship between work-related factors and job satisfaction, and between job satisfaction and intent to turnover for part-time student employees in university dining services. A written questionnaire was developed to determine perceptions related to work-related characteristics (orientation and training, supervision, and

Woo-Sik Choi; Jeannie Sneed

74

Cognitive-behavioural training to change attributional style improves employee well-being, job satisfaction, productivity, and turnover  

Microsoft Academic Search

We report, for the first time in the literature, a cognitive-behavioural training waiting-list controlled study that changed employees’ attributional style, reduced turnover, increased productivity, and improved a number of individual differences measures of well-being. One hundred and sixty-six financial services sales agents (98% male, mean age 36.2±9 years) were randomly assigned to either (a) a seven-week cognitive-behavioural training program or

Judith G. Proudfoot; Philip J. Corr; David E. Guest; Graham Dunn

2009-01-01

75

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

E-print Network

be influenced by employee fit. Consequently, this study builds upon earlier theory to examine a broader range of factors that may shape employee value congruence, including public service motivation, employee reward satisfaction, human capital investments...

Stazyk, Edmund C.

2009-06-22

76

The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector  

Microsoft Academic Search

This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as

Alexander Newman; Rani Thanacoody; Wendy Hui

2011-01-01

77

A comparison of the relationship of commitment to turnover in recent hires and tenured employees  

Microsoft Academic Search

Hypothesized that tenure in the organization moderates the relationship between organizational commitment and turnover. 209 nurses (mean age 36 yrs) were surveyed about moral commitment and organizational tenure, and 9 mo later information about organization staying or leaving by Ss was obtained from participating institutions. Results show no relationship between commitment and turnover with Ss who had been employed less

James D. Werbel; Sam Gould

1984-01-01

78

Are you interested? A meta-analysis of relations between vocational interests and employee performance and turnover.  

PubMed

A common belief among researchers is that vocational interests have limited value for personnel selection. However, no comprehensive quantitative summaries of interests validity research have been conducted to substantiate claims for or against the use of interests. To help address this gap, we conducted a meta-analysis of relations between interests and employee performance and turnover using data from 74 studies and 141 independent samples. Overall validity estimates (corrected for measurement error in the criterion but not for range restriction) for single interest scales were .14 for job performance, .26 for training performance, -.19 for turnover intentions, and -.15 for actual turnover. Several factors appeared to moderate interest-criterion relations. For example, validity estimates were larger when interests were theoretically relevant to the work performed in the target job. The type of interest scale also moderated validity, such that corrected validities were larger for scales designed to assess interests relevant to a particular job or vocation (e.g., .23 for job performance) than for scales designed to assess a single, job-relevant realistic, investigative, artistic, social, enterprising, or conventional (i.e., RIASEC) interest (.10) or a basic interest (.11). Finally, validity estimates were largest when studies used multiple interests for prediction, either by using a single job or vocation focused scale (which tend to tap multiple interests) or by using a regression-weighted composite of several RIASEC or basic interest scales. Overall, the results suggest that vocational interests may hold more promise for predicting employee performance and turnover than researchers may have thought. PMID:21744941

Van Iddekinge, Chad H; Roth, Philip L; Putka, Dan J; Lanivich, Stephen E

2011-11-01

79

High employee turnover is costly for most employers and dairy managers are no exception.  

E-print Network

and goals ­ Employees want to know what their job is and what specifically is expected of them. Management employees fresh and enthusiastic about what they are doing. Rotate jobs so that the most dif- ficult tasks with equipment or for organizing tasks and projects, match the employee's interests with specific jobs to enhance

Walter, M.Todd

80

Investigation of perceived environment, perceived outcome, and person variables in relationship to voluntary development activity by employees.  

PubMed

The authors examined perceived environment, perceived incentive and outcome, and person constructs for relationships with interest and participation in voluntary learning and development activity by nonmanagement employees. All 3 groups of constructs were related to development activity. In relationships with development activity, perceived outcome and environment variables interacted with workers' personal values relevant to aspects of a development setting, illustrating the potentially important role that differences in values may play in a development setting, illustrating the potentially important role that differences in values may play in a development context. Additionally, small relationships were observed between several demographic variables and values within a development setting. Results provide implications for the design and implementation of successful development programs and highlight the need to carefully consider individual differences in this context when targeting many different types of employees for participation. PMID:8200872

Maurer, T J; Tarulli, B A

1994-02-01

81

Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover  

Microsoft Academic Search

Investigated the validity of the M. Mobley et al simplified turnover model in a predictive design with data gathered from 2 independent military samples totaling 460 US National Guard members. The Job Descriptive Index and other measures of job satisfaction, thoughts of quitting, intention to search for an alternate job, intention to quit, age, tenure, and perceptions of job opportunities

Howard E. Miller; Ralph Katerberg; Charles L. Hulin

1979-01-01

82

Causes and consequences of collective turnover: a meta-analytic review.  

PubMed

Given growing interest in collective turnover (i.e., employee turnover at unit and organizational levels), the authors propose an organizing framework for its antecedents and consequences and test it using meta-analysis. Based on analysis of 694 effect sizes drawn from 82 studies, results generally support expected relationships across the 6 categories of collective turnover antecedents, with somewhat stronger and more consistent results for 2 categories: human resource management inducements/investments and job embeddedness signals. Turnover was negatively related to numerous performance outcomes, more strongly so for proximal rather than distal outcomes. Several theoretically grounded moderators help to explain average effect-size heterogeneity for both antecedents and consequences of turnover. Relationships generally did not vary according to turnover type (e.g., total or voluntary), although the relative absence of collective-level involuntary turnover studies is noted and remains an important avenue for future research. PMID:23668597

Heavey, Angela L; Holwerda, Jacob A; Hausknecht, John P

2013-05-01

83

Patient-Centered But Employee Delivered: Patient Care Innovation, Turnover, and Organizational Outcomes in Hospitals  

Microsoft Academic Search

Hospitals are increasingly experimenting with workplace innovations designed to improve the quality of patient care, alleviate financial pressures, and retain staff. The authors examine one such innovation, patient-centered care (PCC), and its effects on clinical and employee outcomes in hospitals in the United Kingdom. Employing PCC entails a shift from an institutional and physician focus to one that emphasizes patients’

Ariel C Avgar; Rebecca Kolins Givan; Mingwei Liu

2011-01-01

84

Do employees participating in voluntary health promotion programs incur lower health care costs?  

Microsoft Academic Search

SUMMARY During the past two decades there has been a rapid increase in the number of wellness activities within public and private companies. A rationale for implementing worksite wellness programs has been the assumption that wellness programming can contain health-related costs. This investi- gation examined the relationship between health insurance costs and employee wellness program participation using a sample of

GEORGE HAYNES; TIM DUNNAGAN; VINCE SMITH

1999-01-01

85

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

86

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

E-print Network

500 - 1 March 2014 500.1 General Policy on Employee Separations Purpose To explain the process of an employee for reasons such as resignation or retirement. An Involuntary Separation refers to the termination of an employee for cause, such as misconduct, unsatisfactory performance or unsatisfactory attendance

Linhardt, Robert J.

87

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

88

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

89

The Delta Dental PPO Plus Premier Incented Voluntary Plan is an employee-paid dental plan, that will enable you and your family to enjoy the benefits of quality, affordable dental care from dentists in Massachusetts and across the country.  

E-print Network

The Delta Dental PPO Plus Premier Incented Voluntary Plan is an employee-paid dental plan participate in the Delta Dental PPO or Delta Dental Premier networks is shown below. Any limitations that may the backside of this document for information about how to use your plan. Delta Dental PPO Plus Premier

Dennett, Daniel

90

Voluntary Request to Change Current Appointment Status Return this document to the Office of Human Resources Employee Relations and Development.  

E-print Network

certification on file with the Office of Human Resources or the employee must have a medical practitioner's note is made; 5) Changes usually become effective at the beginning of the next pay period, but the actual

Oklahoma, University of

91

Voluntary use of respirators.  

PubMed

Allowing voluntary use of respirators can provide workers with an added level of comfort and relief from nuisance levels of particulates, gases, or vapors. But misuse can result in illness or injury to the worker. Understanding and following OSHA's guidelines on voluntary use of respirators is one of the many ways you help provide a safe workplace and ensure your employees stay healthy. PMID:19927871

Feiner, Lynn

2009-11-01

92

A Case Study into the Benefits of Management Training Programs: Impacts on Hotel Employee Turnover and Satisfaction Level  

Microsoft Academic Search

Demonstrating the effectiveness of human resources (HR) programs has been a dilemma for HR professionals for years. This study addresses that problem and takes a step in closing the gap in the lodging industry. The researchers reviewed the effects of rigorous management training programs that focused on frontline leaders and their relationship with the employees who interact with guests. Data

Youngsoo Choi; Duncan R. Dickson

2009-01-01

93

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

Code of Federal Regulations, 2014 CFR

...for Commission involvement in voluntary standards activities. 1031.5 Section 1031...COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031...for Commission involvement in voluntary standards activities. The Commission...

2014-01-01

94

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

Code of Federal Regulations, 2011 CFR

...for Commission involvement in voluntary standards activities. 1031.5 Section 1031...COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031...for Commission involvement in voluntary standards activities. The Commission...

2011-01-01

95

Employees.  

ERIC Educational Resources Information Center

This first chapter of "The Yearbook of School Law, 1986" summarizes and analyzes over 250 state and federal court decisions handed down in 1985 affecting the legal rights of employees of public schools and state education agencies. Among the topics examined are discrimination on the basis of race, religion, sex, national origin, age, and handicap;…

Sorenson, Gail Paulus

96

Voluntary turnover: knowledge management – friend or foe?  

Microsoft Academic Search

The onset of the knowledge era has affected all industries. Without exception, the Canadian financial services industry has transformed itself due to the knowledge-intensive structure it possesses. However, high competition and career-minded professionals have created a situation in which leading financial services firms are losing key human capital each day – capital that can and will be used against them

Meaghan Stovel; Nick Bontis

2002-01-01

97

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

Code of Federal Regulations, 2013 CFR

...involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial...COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031...involvement in the development of voluntary standards. (a) The extent of...

2013-01-01

98

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

Code of Federal Regulations, 2014 CFR

...involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial...COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031...involvement in the development of voluntary standards. (a) The extent of...

2014-01-01

99

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

Code of Federal Regulations, 2012 CFR

...involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial...COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031...involvement in the development of voluntary standards. (a) The extent of...

2012-01-01

100

Building employee commitment in the hospitality industry  

Microsoft Academic Search

Purpose – Employee turnover has lately considerably increased in the Lithuanian hospitality industry. Given the fact that organizational commitment is negatively related to employee turnover, the research aim is to determine the level of employee organizational commitment as well as their empowerment, which can be viewed as a possible means of stimulating employee commitment, as well as the interrelationship between

Ruta Kazlauskaite; Ilona Buciuniene; Linas Turauskas

2006-01-01

101

Turnover: strategies for staff retention.  

PubMed

This discussion has focused on a number of areas where organizations may find opportunities for more effectively managing employee retention. Given the multitude of causes and consequences, there is no one quick fix. Effective management of employee retention requires assessment of the entire human resources process, that is, recruitment, selection, job design, compensation, supervision, work conditions, etc. Regular and systematic diagnosis of turnover and implementation of multiple strategies and evaluation are needed (Mobley, 1982). PMID:10106673

SnowAntle, S

1990-01-01

102

Understanding Prosocial Behavior, Sales Performance, and Turnover: A Group-Level Analysis in a Service Context  

Microsoft Academic Search

Theoretical justification for viewing prosocial behavior and voluntary turnover at the group level of analysis is provided. It was hypothesized that group cohesiveness and leaders' positive mood would be positively related to the incidence of prosocial behavior in work groups and negatively related to the groups' voluntary turnover rates. In addition, the emphasis placed on prosocial behavior during initial socialization

Jennifer M. George; Kenneth Bettenhausen

1990-01-01

103

The importance of work conditions and health for voluntary job mobility: a two-year follow-up  

PubMed Central

Background Changing jobs is part of modern working life. Within occupational health, job mobility has mainly been studied in terms of employees’ intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility. Methods The study was based on questionnaire data from 792 civil servants. The data were analysed using logistic regressions. Results Low variety and high autonomy were associated with increased voluntary job mobility. However, the associations between health and voluntary job mobility did not reach significance. Possible explanations for the null results may be that the population was homogeneous, and that the instruments for measuring global health are too coarse for a healthy, working population. Conclusions Voluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts. PMID:22909352

2012-01-01

104

Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives.  

PubMed

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models. PMID:21142342

Swider, Brian W; Boswell, Wendy R; Zimmerman, Ryan D

2011-03-01

105

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

106

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

107

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

108

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

109

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

110

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

111

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

Code of Federal Regulations, 2014 CFR

... 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

112

5 CFR 630.1014 - Movement between voluntary leave bank programs.  

Code of Federal Regulations, 2014 CFR

... 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

113

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

114

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

115

5 CFR 734.504 - Contributions to political action committees through voluntary payroll allotments prohibited.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Contributions to political action committees through voluntary...CIVIL SERVICE REGULATIONS (CONTINUED) POLITICAL ACTIVITIES OF FEDERAL EMPLOYEES ...President § 734.504 Contributions to political action committees through voluntary...

2010-01-01

116

Predicting Organizational Actual Turnover Rates in the U.S. Federal Government  

Microsoft Academic Search

This study expands the level of analysis on turnover in public administration, especially in the U.S. federal government, from the individual level to the organizational level by using organizational actual turnover rates. Some scholars argue that public employees' turnover intention generally reflects actual turnover. However, very little empirical evidence supporting this argument has been provided in public administration, especially in

Chan Su Jung

2010-01-01

117

The effect of culture on the curvilinear relationship between performance and turnover.  

PubMed

Although researchers have theorized that there exists a curvilinear relationship between job performance and voluntary turnover, their research has been tested in the United States or culturally similar Switzerland. Through a study of the performance-turnover relationship from a multinational service-oriented organization in 24 countries, we demonstrate that the general relationship between performance and turnover is similar across countries but the details of that relationship change across countries. Using 4 cultural dimensions--in-group collectivism, power distance, uncertainty avoidance, and performance orientation--we find that cultural factors alter the overall probability of voluntary turnover and influence the degree of curvilinearity in the performance-turnover relationship. Our findings have implications for research on the performance-turnover relationship, turnover research, and practice. PMID:22023074

Sturman, Michael C; Shao, Lian; Katz, Jan H

2012-01-01

118

Further Clarifying Proximal Withdrawal States and the Turnover Criterion Space: Comment on Hom, Mitchell, Lee, and Griffeth (2012)  

ERIC Educational Resources Information Center

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area…

Maertz, Carl P., Jr.

2012-01-01

119

How much does labour turnover cost? : A case study of Australian four- and five-star hotels  

Microsoft Academic Search

Purpose – Employee turnover is a significant challenge for human resource management (HRM) strategies and organisational performance. This study seeks to present findings drawn from an extensive survey of labour turnover in the Australian accommodation sector. A particular focus is placed on turnover rates and costs. Design\\/methodology\\/approach – Based on labour turnover literature and an industry panel, an online survey

Michael C. G. Davidson; Nils Timo; Ying Wang

2010-01-01

120

A Review of the Literature on Administrator Turnover: Why They Move on or Are Displaced.  

ERIC Educational Resources Information Center

Employee turnover contributes to lost production, disrupts normal business practices, and is expensive. This literature review examines turnover of three administrator positions: the school superintendent, the executive director of nonprofit agencies, and the chief executive officer of for-profit corporations. The most cited reason for turnover of…

Shields, Bruce A.

121

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

122

Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives  

ERIC Educational Resources Information Center

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

2011-01-01

123

Relationships between Emotional Labor, Job Performance, and Turnover  

ERIC Educational Resources Information Center

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.…

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

2011-01-01

124

Soft Skills Will Produce Hard Results Through Reduced Staff Turnover  

Microsoft Academic Search

Summary In the war for talent between Project Management Organisations (PMOs), it shall be those that successfully implement employer of choice best practices that retain their valued employees and reduce the costs of staff turnover which directly undermine the return on project investment. These costs are conservatively estimated at 25% of a departing employee's compensation amount, and potentially the equivalent

N. V. Watts

125

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

126

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

PubMed

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

127

76 FR 60531 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Employee...  

Federal Register 2010, 2011, 2012, 2013, 2014

...commissions for the benefit of employee benefit plans whose assets...from certain prohibitions in Employee Retirement Income Security...requirements on fiduciaries of employee benefit plans that effect or...practices, and a portfolio turnover ratio; and (6) a...

2011-09-29

128

Predicting nurses' turnover and internal transfer behavior.  

PubMed

This research examined the predictability of internal job transfer and turnover behavior from nurses' career plans, work values, and job satisfaction. Values and career plans rather than job satisfaction were found to discriminate between persons who remained in their jobs, accepted internal transfers, or turned over within a one-year research period. Results raise doubts about nurses' use of internal transfer as a substitute for turnover and support the importance of employees' expectations about future satisfaction as a major determinant of job movement. PMID:3847876

Taylor, M S; Covaleski, M A

1985-01-01

129

The satisfaction and retention of frontline employees : A customer satisfaction measurement approach  

Microsoft Academic Search

Argues that employee turnover is highest among employees who are not satisfied with their jobs. Because qualified employees are becoming more scarce and difficult to retain, organizations need to focus on increasing employee satisfaction. Suggests that one useful approach for increasing employee satisfaction is to view workers as customers. Based on the notion of employee as customer, illustrates how a

Roland T. Rust; Greg L. Stewart; Heather Miller; Debbie Pielack

1996-01-01

130

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

131

Enhancing Precision in the Prediction of Voluntary Turnover and Retirement  

ERIC Educational Resources Information Center

The present research examines the differential validity of the facets of organizational commitment and job embeddedness to predict who will reenlist or retire from a branch of the armed services. We tested hypotheses with survey data from 1839 enlisted personnel in the U.S. Air Force. For personnel facing the decision to reenlist or separate,…

Smith, Daryl R.; Holtom, Brooks C.; Mitchell, Terence R.

2011-01-01

132

The Development of Quality Managers in the Hospitality Industry: Do Employee Development Programs Make Cents?  

Microsoft Academic Search

Employee development is the process of providing employees with opportunities to grow within an organization. While there is much research conducted on the value of training, there is little scholarship conducted on developing employees to prepare them for positions of greater responsibility. Given the high turnover prevalent in the hospitality industry, and the cost of this turnover, it is imperative

Wanda M. Costen; Misty M. Johanson; Donetta K. Poisson

2010-01-01

133

An emotion-centered model of voluntary work behavior  

Microsoft Academic Search

We present a model that integrates findings from several areas to explain in parallel the voluntary acts of counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). CWB is behavior, such as aggression or sabotage, intended to hurt the organization or its employees. OCB is prosocial behavior intended to help. A variety of job\\/organizational conditions (constraints on performance, job stressors,

Paul E Spector; Suzy Fox

2002-01-01

134

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

135

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

136

New Employee Checklist EMPLOYEE INFORMATION  

E-print Network

) Mandatory Training & Benefits ­ to be completed by the new employee within 31 days of hire Attend the New Training (Career employees only) Enroll in Employee Benefits on the At Your Service website Plan for Next1 New Employee Checklist EMPLOYEE INFORMATION Employee Name: (First, Last, Middle Initial) Employee

Leistikow, Bruce N.

137

Quarantine Stressing Voluntary Compliance  

PubMed Central

A 1-day table-top exercise in San Diego, California, in December 2004 emphasized voluntary compliance with home quarantine to control an emerging infectious disease outbreak. The exercise heightened local civilian-military collaboration in public health emergency management. Addressing concerns about lost income by residents in quarantine was particularly challenging. PMID:16318738

Bowen, Nancy; Ginsberg, Michele; Giles, Gregory

2005-01-01

138

Quarantine stressing voluntary compliance.  

PubMed

A 1-day table-top exercise in San Diego, California, in December 2004 emphasized voluntary compliance with home quarantine to control an emerging infectious disease outbreak. The exercise heightened local civilian-military collaboration in public health emergency management. Addressing concerns about lost income by residents in quarantine was particularly challenging. PMID:16318738

DiGiovanni, Cleto; Bowen, Nancy; Ginsberg, Michele; Giles, Gregory

2005-11-01

139

THE IMPACT OF INCREASED EMPLOYEE RETENTION UPON PERFORMANCE IN A CUSTOMER CONTACT CENTER  

E-print Network

by low employee job satisfaction, as evidenced by high turnover, referred to as churn [11]. There is good employee job satisfaction, can improve performance. The employees we are thinking of are customer serviceTHE IMPACT OF INCREASED EMPLOYEE RETENTION UPON PERFORMANCE IN A CUSTOMER CONTACT CENTER by Ward

Whitt, Ward

140

Perceived supervisor support: Contributions to perceived organizational support and employee retention  

Microsoft Academic Search

Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased

Robert Eisenberger; Florence Stinglhamber; Christian Vandenberghe; Ivan L. Sucharski; Linda Rhoades

2002-01-01

141

A Qualitative Study of the Effects of Employee Retention on the Organization  

ERIC Educational Resources Information Center

The purpose of this phenomenological study was to explore the lived experiences and perceptions of 20 customer service agents regarding employee turnover. Building upon the Herzberg 2-factor theory, research was conducted to identify factors contributing to employee turnover. Data were collected through participant interviews and explored using…

Davis, Tara Lynn

2013-01-01

142

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

143

Accidents, turnover, and use of a preemployment screening inventory.  

PubMed

This study examined the rates of work-related accidents and turnover among two contrasted groups of employees in a resort hotel/conference center environment. For each variable, measures were obtained for the year prior to the inclusion of a preemployment inventory in the organization's selection process and for each of two years subsequent to the start of inventory use. Analysis indicated the rates of work-related accidents and turnover were significantly lower in the years subsequent to the start of inventory use. Some possible design artifacts and cost/benefit implications are discussed. PMID:8115557

Borofsky, G L; Bielema, M; Hoffman, J

1993-12-01

144

Employee Retention at ABC & Co. Northwest Arkansas. Research Findings.  

ERIC Educational Resources Information Center

A 7-month research project was conducted by graduate students at a garment manufacturing plant in Fayetteville, Arkansas, to gain information about high employee turnover. Information also was gathered about the employment situation in northwest Arkansas in general, union-labor relationships, and how other companies handled turnover. Data were…

Hatcher, Timothy; And Others

145

Turnover Among Hispanic and Non-Hispanic Blue-Collar Workers in the U.S. Navy's Civilian Work Force  

Microsoft Academic Search

Turnover rates and factors related to job turnover among Hispanic and non-Hispanic blue-collar employees in the U.S. Navy's civilian work force were investigated. When the subjects started their jobs they were administered a questionnaire assessing possible predictors of turnover, such as acculturation level, method of recruitment, importance of job-related factors, and geographic location considerations. The Hispanic subjects were classified into

Stephanie Booth-Kewley; Paul Rosenfeld; Jack E. Edwards

1993-01-01

146

EMPLOYEE NAME: _____________________________________ Employee Address: _____________________________________  

E-print Network

by blood or marriage, the relationship should be inserted, e.g., husband, wife, son, daughter, father FORM POLICY # 115327 LIFE INSURANCE PRIMARY BENEFICIARY (IES): NAME RELATIONSHIP TO EMPLOYEE BENEFIT to include their name, Social Security number, their relationship to you and what percent you want

Adali, Tulay

147

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

148

Substance use disorder counselors' job performance and turnover after 1 year: linear or curvilinear relationship?  

PubMed

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

2013-07-01

149

Further clarifying proximal withdrawal states and the turnover criterion space: Comment on Hom, Mitchell, Lee, and Griffeth (2012).  

PubMed

In "Reviewing Employee Turnover: Focusing on Proximal Withdrawal States and an Expanded Criterion," Hom, Mitchell, Lee, and Griffeth (2012) brought together many of the most important content and process factors in the employee turnover literature. In this paper, I attempt to clarify the true contributions of this framework for the turnover area and at the same time explain why improved prediction is not among these contributions. I then enumerate 3 theoretically problematic aspects of the proposed framework, which limit its contribution. Finally, I suggest 3 directions that researchers should pursue in order to test and extend the framework. PMID:22925139

Maertz, Carl P

2012-09-01

150

Voluntary Simplicity: A Lifestyle Option.  

ERIC Educational Resources Information Center

This guide provides practical ideas for incorporating the concept of voluntary simplicity into home economics classes. Discussed in the first chapter are the need to study voluntary simplicity, its potential contributions to home economics, and techniques and a questionnaire for measuring student attitudes toward the concept. The remaining…

Pestle, Ruth E.

151

National Voluntary Laboratory Accreditation Program  

E-print Network

by the schedule and requested by management. Such audits shall be carried out by trained and qualified personnel and Management Reviews #12;National Voluntary Laboratory Accreditation Program Pre-assessment... · A laboratory;National Voluntary Laboratory Accreditation Program Pre-assessment... · A laboratory's management review

152

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

153

The Role of Pay Satisfaction in Instructor Satisfaction  

ERIC Educational Resources Information Center

Voluntary employee turnover is a major factor affecting adventure education (AE) organizations (Garret, 2003). Voluntary turnover often is dysfunctional for both employees and organizations (Birmingham, 1989; Podsakoff, LePine, & LePine, 2007). Turnover can result in increased employee and organizational costs (e.g., McKinney, Bartlett, &…

Wilson, Jackson

2009-01-01

154

Organizational Commitment for Knowledge Workers: The Roles of Perceived Organizational Learning Culture, Leader-Member Exchange Quality, and Turnover Intention  

ERIC Educational Resources Information Center

This article investigates the impact of perceived organizational learning culture and leader-member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive…

Joo, Baek-Kyoo

2010-01-01

155

Service Worker Burnout and Turnover Intentions: Roles of Person-Job Fit, Servant Leadership, and Customer Orientation  

Microsoft Academic Search

This study examines the effects of customer orientation and servant leadership on frontline employees' burnout and, subsequently, on their turnover intentions. Also investigated in the study is the intervening role of person-job fit in the process. Data collected from 530 frontline bank employees in New Zealand serve as the study setting. Results show that both customer orientation and servant leadership

Emin Babakus; Ugur Yavas; Nicholas J. Ashill

2010-01-01

156

Employee training, incentives boost conservation programs  

Microsoft Academic Search

Hotel energy managers are finding that a cooperative and trained staff is a major factor in the success of conservation projects. Some managers go beyond training to offer cash bonus and other incentives. Training must be continuous because of the high turnover in personnel. Most of the training is geared to increasing employee awareness of conservation basics, such as turning

1982-01-01

157

Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry  

Microsoft Academic Search

The importance of enhancing employee organizational commitment (EOC) is highlighted by the extensive literature revealing its positive impact on employees' job performance, reducing absenteeism and turnover rates, and improving employees' adaptability to organizational change. This study provides an insight into how EOC levels can be enhanced by examining the contextual factors that can influence EOC. Specifically, the study examines the

Sophia Su; Kevin Baird; Bill Blair

2009-01-01

158

76 FR 60707 - Supplemental Standards for Ethical Conduct for Employees of the Department of the Treasury  

Federal Register 2010, 2011, 2012, 2013, 2014

...employs a data analyst and such employee has access to business confidential...holdings, changes frequently. Employee last had access to such data...and, because of portfolio turnover, there is no risk of compromising...their employment by OFR, such employee would not be prohibited...

2011-09-30

159

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

160

75 FR 34768 - Division of Federal Employees' Compensation; Proposed Collection; Comment Request  

Federal Register 2010, 2011, 2012, 2013, 2014

...variety of voluntary Customer Satisfaction Surveys of regulated/non-regulated...11, 1993. These Customer Satisfaction Surveys provide information...addition to conducting Customer Satisfaction Surveys, the Department...collection. The Federal Employees' Compensation Act...

2010-06-18

161

Employee attitudes and employee performance  

Microsoft Academic Search

An examination is made of the empirical literature bearing upon the relationships between employee attitudes and employee performance. A discussion of methodological questions includes considerations of sampling, of criterion measures, and of general problems of analysis and design. Theoretical considerations include the employee's outside environment, and both union and company structures. Two conclusions are inferred from the literature reviewed: 1.

Arthur H. Brayfield; Walter H. Crockett

1955-01-01

162

STUDENT EMPLOYEE Student Employee Handbook  

E-print Network

Disciplinary Policy Dress Code Performance Review Performance Review Policies and Procedures for SupervisorsSTUDENT EMPLOYEE HANDBOOK 2010-2011 #12;Student Employee Handbook 2010-2011 Developed by: Student Employees How do I apply for Student Employment? Application Process Interview Process Employment Offer

Yang, Eui-Hyeok

163

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis  

Microsoft Academic Search

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction- engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction- engagement and these business-unit outcomes. One implication is

James K. Harter; Frank L. Schmidt; Theodore L. Hayes

2002-01-01

164

Age-Related Differences in Employee Absenteeism: A Meta-Analysis  

Microsoft Academic Search

Meta-analyses were performed on 34 samples that included correlations of the age and employee absenteeism relationship. Samples were categorized into 2 groups for voluntary absenteeism and involuntary absenteeism based on the frequency index and the time-lost index, respectively. Results indicated that both voluntary and involuntary absence are inversely related to age. Unexplained variance remained for each of the absence measures

Joseph J. Martocchio

1989-01-01

165

Every employee an owner. Really.  

PubMed

Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another. PMID:15938443

Rosen, Corey; Case, John; Staubus, Martin

2005-06-01

166

Strategies for improving employee retention.  

PubMed

This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined. PMID:17394785

Verlander, Edward G; Evans, Martin R

2007-01-01

167

Employee Turnover in Christian College/University Admissions  

ERIC Educational Resources Information Center

Few campus offices bear the weight of organizational health and vitality more directly than college and university admissions offices. This is particularly true for Christian colleges and universities where annual operating budgets depend largely on student tuition dollars. The purpose of the research reported in this paper was to explore rates…

Dougherty, Kevin D.; Andrews, Megan

2007-01-01

168

Sustainable Labor Practices? Hotel Human Resource Managers Views on Turnover and Skill Shortages  

Microsoft Academic Search

Through this research, the authors investigate the recruiting practices and causative factors of labor turnover and skill shortages in four- and five-star hotels in Australia using a web-based questionnaire survey. Their findings in this study confirmed that labor shortages are a major industry concern. In selecting new employees, personal presentation, interpersonal and customer skills are paramount. The key findings present

Michael C. G. Davidson; Ying Wang

2011-01-01

169

Work-Family Climate, Organizational Commitment, and Turnover: Multilevel Contagion Effects of Leaders  

ERIC Educational Resources Information Center

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…

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

2009-01-01

170

Exit and Voice: Turnover and Militancy Intentions in Elementary and Secondary Schools.  

ERIC Educational Resources Information Center

Using Hirschman's conception of exit (turnover) and voice (militancy) as employee responses to objectionable working conditions, this article examines the degree to which teacher job satisfaction and stress symptomology and two hypothesized antecedents (role conflict and ambiguity) are likely to have the same effect on voicing and exiting…

Bacharach, Samuel B.; Bamberger, Peter

1990-01-01

171

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

172

Commitment as an Antidote to the Tension and Turnover Consequences of Organizational Politics  

Microsoft Academic Search

Organizational commitment was conceptualized and tested as a moderator of the relationship between perceived politics and the outcomes of intent to turnover and job tension in two studies seeking convergence of results. Study 1 sampled middle and upper level managers in the hotel industry. Study 2 sampled university employees using different measures of the similar constructs in an effort to

Wayne A. Hochwarter; Pamela L. Perrewé; Gerald R. Ferris; Rachel Guercio

1999-01-01

173

UNIVERSITY OF VIRGINIA EMPLOYEE'S VOLUNTARY CERTIFICATION OF DISABILITY  

E-print Network

disorders 520 ­ Alcoholism 521 ­ Drug addiction 530 ­ Mental retardation ­ mild 532 ­ Mental retardation ­ moderate 534 ­ Mental retardation ­ severe 600 ­ Malignancies 610 ­ Allergies 620 -- Diseases of the blood any person who (1) has a physical or mental impairment which substantially limits one or More major

Acton, Scott

174

Role of leadership in the employee withdrawal process  

Microsoft Academic Search

During a 1-yr period, 20 of 48 systems analysts and computer programmers of the information systems department of a large public utility terminated their employment. As hypothesized, leader–member exchange was an effective predictor of employee turnover. However, the overall style of a leader (i.e., average leadership style) was no more helpful than the base rate in predicting turnover. Implications for

George B. Graen; Robert C. Liden; William Hoel

1982-01-01

175

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

Code of Federal Regulations, 2014 CFR

...individual, is the incorporator and chief operating officer of Lawyers' Beneficiary Association (LBA). LBA is engaged in the business...and their families. Membership is open only to practicing lawyers located in a particular metropolitan area who are...

2014-04-01

176

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

Code of Federal Regulations, 2013 CFR

...individual, is the incorporator and chief operating officer of Lawyers' Beneficiary Association (LBA). LBA is engaged in the business...and their families. Membership is open only to practicing lawyers located in a particular metropolitan area who are...

2013-04-01

177

Conservation Behavior: From Voluntary Restraint to a Voluntary Price Premium*  

E-print Network

. This research was supported in part by a grant from the United States Environmental Protection Agency. y to a Voluntary Price Premium Abstract This paper provides a theoretical and empirical investigation. First, individuals who care about environmental quality may voluntarily restrain their consumption

178

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

179

Employee relations.  

PubMed

This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected. PMID:18501733

Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

2008-07-01

180

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.  

PubMed

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit. PMID:12002955

Harter, James K; Schmidt, Frank L; Hayes, Theodore L

2002-04-01

181

Influence of Learning and Working Climate on the Retention of Talented Employees  

ERIC Educational Resources Information Center

Purpose: The aim of this study is to investigate some factors that have an influence on employee retention. Based on the literature and previous research, both employee and organisational factors are taken into account. Design/methodology/approach: Data were collected by means of a questionnaire that was distributed on a voluntary basis in…

Govaerts, Natalie; Kyndt, Eva; Dochy, Filip; Baert, Herman

2011-01-01

182

California Voluntary Drought Initiative VOLUNTARYDROUGHTAGREEMENT  

E-print Network

Antelope Creek Goals of the Voluntary Drought Initiative NOAA's National Marine Fisheries Service (NMFS. Sacramento River Tributaries Priority Sacramento River tributaries are Mill, Deer and Antelope creeks tshawytscha) and threatened California Central Valley steelhead (0. mykiss). The importance ofAntelope Creek

183

Voluntary Incentive Early Retirement Programs.  

ERIC Educational Resources Information Center

Arrangements in educational institutions for voluntary early retirement programs are discussed. Retirement at any age can be a profound and stressful lifetime change; and it can also represent a welcome transition into newly satisfying and rewarding opportunities. The focus is on: mandatory retirement (exceptions and the new meaning of "early");…

Research Dialogues, 1988

1988-01-01

184

Voluntary Associations and Community Structure.  

ERIC Educational Resources Information Center

This study examined overlapping membership of voluntary associations as the basis of a statistical technique for analyzing community structure. An underlying assumption was that organizations select certain membership linkages in preference to others within a community. Thus one would expect to find points of integration and cleavage among…

Dillman, Don A.; And Others

185

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

186

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

187

Estimating Teacher Turnover Costs: A Case Study  

ERIC Educational Resources Information Center

High teacher turnover in large U.S. cities is a critical issue for schools and districts, and the students they serve; but surprisingly little work has been done to develop methodologies and standards that districts and schools can use to make reliable estimates of turnover costs. Even less is known about how to detect variations in turnover costs…

Levy, Abigail Jurist; Joy, Lois; Ellis, Pamela; Jablonski, Erica; Karelitz, Tzur M.

2012-01-01

188

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

189

How Teacher Turnover Harms Student Achievement  

ERIC Educational Resources Information Center

Researchers and policymakers often assume that teacher turnover harms student achievement, though recent studies suggest this may not be the case. Using a unique identification strategy that employs school-by-grade level turnover and two classes of fixed-effects models, this study estimates the effects of teacher turnover on over 850,000 New York…

Ronfeldt, Matthew; Loeb, Susanna; Wyckoff, James

2013-01-01

190

Employee training, incentives boost conservation programs  

SciTech Connect

Hotel energy managers are finding that a cooperative and trained staff is a major factor in the success of conservation projects. Some managers go beyond training to offer cash bonus and other incentives. Training must be continuous because of the high turnover in personnel. Most of the training is geared to increasing employee awareness of conservation basics, such as turning off lights, heat, and air conditioning. It is as important for employees to take a personal interest in the size of the utility bill as it is for them to understand the sophisticated control devices. (DCK)

Alejandro, C.

1982-10-04

191

16 CFR 1031.13 - Criteria for employee involvement.  

Code of Federal Regulations, 2014 CFR

(b) Employees in positions listed in § 1031.12(a)(4), (5), and (6) may be involved, on a case-by-case basis, in the development of a voluntary standard provided that they have the specific advance approval of the...

2014-01-01

192

Create Employee Student Hourly  

E-print Network

Create Employee ­ Student Hourly Activate Employee New Position ­ Student Hourly Activate Employee Old Position ­ Student Hourly New Job, Active Employee ­ Student Hourly Rehire to Job, Active Employee ­ Student Hourly Extend Job, Active Employee ­ Student Hourly Change Job Rate, Active Employee ­ Student

193

Delivering ideal employee experiences.  

PubMed

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences. PMID:19492760

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

194

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

195

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

196

Fairness perceptions of supervisor feedback, LMX, and employee well-being at work  

Microsoft Academic Search

In a field study we examined employees' fairness perceptions of supervisor feedback and their relationships with employee well-being (job depression, job anxiety, job satisfaction, turnover intentions) and perceived control at work. We hypothesized quality of leader – member exchange (LMX) to partially mediate these relationships. We measured the above constructs in two different industries at two separate times over an interval of

Jennifer L. Sparr; Sabine Sonnentag

2008-01-01

197

Employee empowerment, job satisfaction and organizational commitment : An in-depth empirical investigation  

Microsoft Academic Search

Purpose – The purpose of this paper is to test the relationship between perceived empowerment practices and Chinese service employee service effort and turnover intention, also to examine the mediating role of employee job attitudes in this relationship. Design\\/methodology\\/approach – To test hypotheses about the relationships above, survey data were collected by a self-administered questionnaire from frontline service workers at

Sut I Wong Humborstad; Chad Perry

2011-01-01

198

Voluntary Disclosures and Analyst Feedback  

Microsoft Academic Search

ABSTRACTWe study the resource allocation role of voluntary disclosures when feedback from financial markets is potentially useful to managers in undertaking value maximizing actions. Managers weigh the short?term price implications of disclosure against the long?term efficiency gains due to feedback while financial analysts strategically produce information. The model can explain why managers disclose bad information (e.g., grim outlook), that reduces

NISAN LANGBERG; K. SIVARAMAKRISHNAN

2010-01-01

199

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

200

Position Summary Employee Details  

E-print Network

Position Summary Employee Details Employee First Name: Employee Last Name: Open Position Employee Salary Grade: 0 Position Description Position Number: (Assigned when added to Library) 02004048 Dept: FM: GROUNDS SERVICES - 064040 Position: ARBORETUM GARDENING SPECIALIST HEERA/Union Representation

California at Davis, University of

201

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

202

EMPLOYEE: ______________________________________ SSN: _____________________________ JOB TITLE: _______________________________________________________________________________  

E-print Network

EMPLOYEE: ______________________________________ SSN: _____________________________ JOB TITLE: ****************************************************************************************** I concur that the above accurately describes the physical demands of my position duties. Employee

203

Internet Utilization as a Medium for Training Employees in Multi-Unit Restaurants  

Microsoft Academic Search

Employee turnovers costs for multi-unit restaurant companies amount to millions of dollars each year. A large amount is spent on training new employees. The purpose of this study is to determine the relationship between multi-unit restaurant companies and their current and perceived future Internet usage for employee training. Multi-unit restaurant companies with different annual revenues were categorized and examined for

Dipendra Singh; Yen-Soon Kim; Andrew Hale Feinstein

2011-01-01

204

25 CFR 38.14 - Voluntary services.  

Code of Federal Regulations, 2010 CFR

...OF THE INTERIOR EDUCATION EDUCATION PERSONNEL § 38...schools from the private sector, including...individuals, groups, or students. Voluntary...teaching) from an education institution, the agreement...

2010-04-01

205

Responses to "Intention to Leave, Anticipated Reasons for Leaving, and 12-Month Turnover of Child Care Center Staff."  

ERIC Educational Resources Information Center

Two practitioners address problem of employee turnover in child care centers. The first plan argues for comprehensive wage raises, increased benefits, and low cost options to workers that increase flexibility. The second strategy advocates continuing education opportunities, special mentoring programs, and bonuses or raises paid early in the…

Whitehead, Linda; Russell, Susan

1997-01-01

206

Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing  

Microsoft Academic Search

This study examines the effect of emotional intelligence upon the job satisfaction, well-being and engagement of police officers in explaining their organisational commitment and turnover intentions. Survey responses from 193 police officers in Australia were analysed using partial least squares path modelling. As predicted, emotional intelligence leads to job satisfaction and well-being, with positive path relationships leading to employee engagement

Yvonne Brunetto; Stephen TT Teo; Kate Shacklock; R Farr-Wharton

2012-01-01

207

External threats and nursing home administrator turnover.  

PubMed

External threats and volatility in the long-term-care sector in recent decades have posed serious challenges for nursing home administrators. Greater job complexity and administrative responsibilities resulting from public policies and more specialization and competitiveness in nursing home markets have made turnover a significant issue. This article examines administrator turnover from 1970 through 1997 in New York State and describes how turnover increased markedly in the late 1980s and early 1990s. PMID:11482176

Angelelli, J; Gifford, D; Shah, A; Mor, V

2001-01-01

208

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

209

Lived Experiences of Information Technology Middle Managers Regarding Voluntary Turnover: A Phenomenological Study  

ERIC Educational Resources Information Center

Leaving information technology (IT) management positions voluntarily can have adverse effects on productivity and knowledge retention among ethnic minorities. Despite organizational efforts to leverage diversity across leadership positions and to comply with governmental laws that protect ethnic minorities from discriminatory practices, ethnic…

Dailey, Felecia Ann

2011-01-01

210

Guide to good practices for operations turnover  

SciTech Connect

This Guide to Good Practices is written to enhance understanding of, and provide direction for, Operations Turnover, Chapter XII of Department of Energy (DOE) Order 5480.19, Conduct of Operations Requirements for DOE Facilities. The practices in this guide should be considered when planning or reviewing operations turnover programs. Contractors are advised to adopt procedures that meet the intent of DOE Order 5480.19. Operations Turnover is an element of an effective Conduct of Operations program. The complexity and array of activities performed in DOE facilities dictate the necessity for a formal operations turnover program to promote safe and efficient operations.

NONE

1998-12-01

211

Guide to good practices for operations turnover  

SciTech Connect

This Guide to Good Practices is written to enhance understanding of, and provide direction for, Operations Turnover, Chapter XII of Department of Energy (DOE) Order 5480.19, Conduct of Operations Requirements for DOE Facilities''. The practices in this guide should be considered when planning or reviewing operations turnover programs. Contractors are advised to adopt procedures that meet the intent of DOE Order 5480.19. Operations Turnover'' is an element of an effective Conduct of Operations program. The complexity and array of activities performed in DOE facilities dictate the necessity for a formal operations turnover program to promote safe and efficient operations.

Not Available

1993-06-01

212

Guide to good practices for operations turnover  

SciTech Connect

This Guide to Good Practices is written to enhance understanding of, and provide direction for, Operations Turnover, Chapter XII of Department of Energy (DOE) Order 5480.19, ``Conduct of Operations Requirements for DOE Facilities``. The practices in this guide should be considered when planning or reviewing operations turnover programs. Contractors are advised to adopt procedures that meet the intent of DOE Order 5480.19. ``Operations Turnover`` is an element of an effective Conduct of Operations program. The complexity and array of activities performed in DOE facilities dictate the necessity for a formal operations turnover program to promote safe and efficient operations.

Not Available

1993-06-01

213

12 CFR 1091.110 - Voluntary consent to Bureau's authority.  

Code of Federal Regulations, 2014 CFR

...2014-01-01 2014-01-01 false Voluntary consent to Bureau's authority. 1091.110 Section...DETERMINATION Determination and Voluntary Consent Procedures § 1091.110 Voluntary consent to Bureau's authority. (a)...

2014-01-01

214

22 CFR 208.1020 - Voluntary exclusion or voluntarily excluded.  

Code of Federal Regulations, 2010 CFR

...Voluntary exclusion or voluntarily excluded. 208.1020 Section 208.1020...Voluntary exclusion or voluntarily excluded. (a) Voluntary exclusion means a person's agreement to be excluded under the terms of a...

2010-04-01

215

29 CFR 98.1020 - Voluntary exclusion or voluntarily excluded.  

Code of Federal Regulations, 2010 CFR

...Voluntary exclusion or voluntarily excluded. 98.1020 Section 98.1020...Voluntary exclusion or voluntarily excluded. (a) Voluntary exclusion means a person's agreement to be excluded under the terms of a...

2010-07-01

216

22 CFR 1006.1020 - Voluntary exclusion or voluntarily excluded.  

Code of Federal Regulations, 2010 CFR

...Voluntary exclusion or voluntarily excluded. 1006.1020 Section 1006.1020...Voluntary exclusion or voluntarily excluded. (a) Voluntary exclusion means a person's agreement to be excluded under the terms of a...

2010-04-01

217

29 CFR 1471.1020 - Voluntary exclusion or voluntarily excluded.  

Code of Federal Regulations, 2010 CFR

...Voluntary exclusion or voluntarily excluded. 1471.1020 Section 1471.1020...Voluntary exclusion or voluntarily excluded. (a) Voluntary exclusion means a person's agreement to be excluded under the terms of a...

2010-07-01

218

44 CFR 332.2 - Developing voluntary agreements.  

Code of Federal Regulations, 2010 CFR

...2010-10-01 false Developing voluntary agreements. 332.2 Section 332.2 Emergency...SECURITY PREPAREDNESS VOLUNTARY AGREEMENTS UNDER SECTION 708 OF THE DEFENSE PRODUCTION...AMENDED § 332.2 Developing voluntary agreements. (a) Purpose and scope....

2010-10-01

219

44 CFR 332.3 - Carrying out voluntary agreements.  

Code of Federal Regulations, 2010 CFR

...2010-10-01 false Carrying out voluntary agreements. 332.3 Section 332.3 Emergency...SECURITY PREPAREDNESS VOLUNTARY AGREEMENTS UNDER SECTION 708 OF THE DEFENSE PRODUCTION... § 332.3 Carrying out voluntary agreements. (a) Purpose and scope....

2010-10-01

220

44 CFR 332.4 - Termination or modifying voluntary agreements.  

Code of Federal Regulations, 2010 CFR

... Termination or modifying voluntary agreements. 332.4 Section 332.4 Emergency...SECURITY PREPAREDNESS VOLUNTARY AGREEMENTS UNDER SECTION 708 OF THE DEFENSE PRODUCTION... Termination or modifying voluntary agreements. The Attorney General may...

2010-10-01

221

40 CFR 94.404 - Voluntary emissions recall reporting.  

Code of Federal Regulations, 2010 CFR

...Voluntary emissions recall reporting. 94.404 Section 94...AIR PROGRAMS (CONTINUED) CONTROL OF EMISSIONS FROM MARINE... Emission-related Defect Reporting Requirements, Voluntary Emission...Voluntary emissions recall reporting. (a) When any...

2010-07-01

222

40 CFR 92.404 - Voluntary emissions recall reporting.  

Code of Federal Regulations, 2010 CFR

...Voluntary emissions recall reporting. 92.404 Section 92...AIR PROGRAMS (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES... Emission-Related Defect Reporting Requirements, Voluntary Emission...Voluntary emissions recall reporting. (a) When...

2010-07-01

223

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

224

Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions, Citizenship Behavior and Job Performance  

Microsoft Academic Search

Responses from 150 employees revealed that procedural justice reduced the negative effects of perceptions of covert, self-serving political behaviors (e.g., going along with others), but not overt political behaviors (e.g., tearing others down to build up self) on turnover intentions. Both procedural and interactional justice moderated effects of covert, but not overt political behaviors, on OCB beneficial to the organization;

Zinta S. Byrne

2005-01-01

225

New Employee New Employee Onboarding Checklist  

E-print Network

) Complete the online training session "Creating a Culture of Respect" (required for all PSU employeesH E L L O my name is New Employee Onboarding Checklist #12;New Employee Onboarding Checklist and the New Employee Onboarding page on the Human Resources website On Your First Day Meet with your manager

Caughman, John

226

Employer Name Employee Name Employee Social Security #  

E-print Network

Employer Name Employee Name Employee Social Security # Current Address City State ZIP Home Phone America - Policy No. Employee's Primary Beneficiary(ies): Relationship Social Security Number Date of Birth % (total must equal 100%) Employee's Contingent Beneficiary(ies): Relationship Social Security

227

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

228

28 CFR 549.44 - Voluntary hospitalization in a suitable facility for psychiatric care or treatment, and voluntary...  

Code of Federal Regulations, 2012 CFR

...suitable facility for psychiatric care or treatment, and voluntary administration of psychiatric...SERVICES Psychiatric Evaluation and Treatment § 549.44 Voluntary hospitalization...suitable facility for psychiatric care or treatment, and voluntary administration of...

2012-07-01

229

28 CFR 549.44 - Voluntary hospitalization in a suitable facility for psychiatric care or treatment, and voluntary...  

Code of Federal Regulations, 2014 CFR

...suitable facility for psychiatric care or treatment, and voluntary administration of psychiatric...SERVICES Psychiatric Evaluation and Treatment § 549.44 Voluntary hospitalization...suitable facility for psychiatric care or treatment, and voluntary administration of...

2014-07-01

230

28 CFR 549.44 - Voluntary hospitalization in a suitable facility for psychiatric care or treatment, and voluntary...  

Code of Federal Regulations, 2013 CFR

...suitable facility for psychiatric care or treatment, and voluntary administration of psychiatric...SERVICES Psychiatric Evaluation and Treatment § 549.44 Voluntary hospitalization...suitable facility for psychiatric care or treatment, and voluntary administration of...

2013-07-01

231

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

232

Changing Dynamics in the Voluntary Market (Presentation)  

SciTech Connect

Voluntary green power markets are those in which consumers and institutions voluntarily purchase renewable energy to match their electricity needs. This presentation, presented at the Renewable Energy Markets Conference in December 2014, outlines the voluntary market in 2013, including community choice aggregation and community solar.

Heeter, J.

2014-12-01

233

[Turnover of Non-medical Staff in Outpatient Oncology Practices: Is Building Social Capital a Solution?  

PubMed

Study Aim: While a lot is known about poten-tial and actual turnover of non-medical hospital staff, only few data exist for the outpatient setting. In addition, little is known about actual instruments which leaders can use to influence staff turnover in physician practices. In the literature, the social capital of an organisation, which means the amount of trust, common values and reciprocal behaviour in the organisation, has been discussed as a possible field of action. In the present study, staff turnover as perceived by outpatient haematologists and oncologists is presented and analysed as to whether social capital is associated with that staff turnover. In conclusion, measures to increase the social capital of a prac-tice are presented. Methods: The present study is based on data gathered in a questionnaire-based survey with members of the Professional Organisation of -Office-Based Haematologists and Oncologists (N=551). The social capital of the practice was captured from the haematologists and oncologists using an existing and validated scale. To analyse the impact of the practice's social capital on staff turnover, as perceived by the physicians, bivariate correlations and linear regression analyses were calculated. Results: In total, 152 haematologists and oncologists participated in the study which represents a response rate of 28%. In the regression analyses, social capital appears as a significant and strong predictor of staff turnover (beta=-0.34; p<0.001). Conclusions: Building social capital within the practice may be an important contribution to reducing staff turnover although the underlying study design does not allow for drawing causal conclusions regarding this relationship. To create social capital in their practice, outpatient physicians may apply measures that facilitate social interaction among staff, foster trust and facilitate cooperation. Such measures may already be applied when hiring and training new staff, but also continuously when leading employees and when organising work tasks, e.?g., by establishing regular team meetings. PMID:25197788

Gloede, T D; Ernstmann, N; Baumann, W; Groß, S E; Ansmann, L; Nitzsche, A; Neumann, M; Wirtz, M; Schmitz, S; Schulz-Nieswandt, F; Pfaff, H

2014-09-01

234

Job Matching and the Theory of Turnover  

Microsoft Academic Search

A long-run equilibrium theory of turnover is presented and is shown to explain the important regularities that have been observed by empirical investigators. A worker's productivity in a particular job is not known ex ante and becomes known more precisely as the worker's job tenure increases. Turnover is generated by the exis- tence of a nondegenerate distribution of the worker's

Boyan Jovanovic

1979-01-01

235

Employee compensation.  

PubMed

All practice owners and managers struggle with the concept of "fair compensation." Many factors enter into determining fair compensation. More managers are placing emphasis on production or contributions to the practice in making compensation decisions. Several incentive or bonus programs are discussed. If the contributions to the business can be measured, these areas may possibly be used for incentive programs. As owners and managers we need to do a better job of explaining and showing to our employees the total cost for staffing the practice. PMID:8778945

Garcia, E

1996-02-01

236

Predictors of turnover intention in nurse faculty.  

PubMed

Turnover of nurse faculty is an increasingly important issue in nursing as the available number of qualified faculty continues to decrease. Understanding the factors that contribute to turnover is important to academic administrators to retain and recruit qualified nursing faculty. The purpose of this study was to examine predictors of turnover intention in nurse faculty working in departments and schools of nursing in Carnegie Doctoral/Research Universities-Extensive, public and private, not-for-profit institutions. The multidimensional model of organizational commitment was used to frame this study. The predictor variables explored were organizational climate, organizational commitment, work role balance, role ambiguity, and role conflict. The work roles examined were research, teaching, and service. Logistical regression was performed to examine the predictors of turnover intention. Organizational climate intimacy and disengagement, affective and continuance organizational commitment, and role ambiguity were shown to predict turnover intention in nurse faculty. PMID:21323245

Gormley, Denise K; Kennerly, Susan

2011-04-01

237

An Investigation of the Current Practices of In-House Employee Training and Development within Hotels in Scotland  

Microsoft Academic Search

This article presents the results of an itlvestigation of in-house employee training and development practices within hotels in Scotland having 50 or more bedroonls front an operation\\/ management perspective. Issites pertaining to employee trainitzg and development practices are identified - reduction in st@ turnover; responsibility for staff traitzing and development, time constraints, variety of training methods and training frequency. III

Ian Buick; Ganesan Muthu

1997-01-01

238

SUPPORT EMPLOYEE Performance Appraisal  

E-print Network

SUPPORT EMPLOYEE Performance Appraisal RETURN SIGNED REVIEW AND ACCOMPANYING DOCUMENTATION TO Design unit (see page 2) Please attach a separate page, with your comments on the Employee's performance_______), $_______ Date ___ Rates Next Review Date_____________ Next Increment Date_____________ Employee Signature Date

MacMillan, Andrew

239

Compensating the red-circle employee.  

PubMed

Red-circle employees--those who have progressed beyond their pay grade's maximum salary because of merit or tenure--are common in hospitals and represent a challenge to the very purpose of a wage/salary structure. A survey of 18 hospitals in the Southwest indicates five ways in which the problem is currently being handled. 1. Regular increase. In this approach a red-circle employee receives the same increase as if he or she were not at or above the maximum. 2. No increase. No merit-based or seniority pay raise beyond the maximum is allowed with this approach. 3. Limited or minimal increase. Under this policy, only less-than-regular increases are permitted for red-circle personnel. 4. Lump-sum bonus. With this approach eligible employees receive a cash payment "up front" when a rate change is due. 5. No established policy. Red-circle situations are handled on a case-by-case basis, with no set approach. Some red-circle employees receive regular increases; others are given limited pay raises or none at all. The "no increase" strategy ensures that the institution pays only what the job is worth and makes the most sense in the context of a wage/salary structure. This approach may result in the loss of valued personnel, but such turnover can be minimized if the institution provides employees with the encouragement, training, and development opportunities necessary to qualify for higher positions. PMID:10274197

Reed, P R; Kroll, M J

1985-10-01

240

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.  

PubMed

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences. PMID:22506819

Madera, Juan M; King, Eden B; Hebl, Michelle R

2012-04-01

241

Increasing job satisfaction and motivation while reducing nursing turnover through the implementation of shared governance.  

PubMed

In today's cost-conscious, changing health care environment, health care agencies must identify and implement strategies to promote fiscal responsibility while maintaining employee satisfaction and retention. The cost to recruit professional nurses is high. Therefore, the business objective is to retain the productive employee. Through the implementation of shared governance, employees find the workplace rewarding and stimulating--motivating factors as described by Herzberg. The Secretary's Commission on Nursing identified 16 strategies for the reduction of the nursing shortage and retention of professional nurses. One recommendation reinforces a report by the American Academy of Nursing that states work satisfaction among nurses in higher and turnover rates lower when organizational climates provide for nursing's involvement in decision making relating not only to nursing practice and unit management but also patient care. Through shared governance, staff nurse involvement in nursing and patient care policy is advanced. PMID:7584313

Relf, M

1995-11-01

242

34 CFR 108.7 - Voluntary sponsorship.  

Code of Federal Regulations, 2010 CFR

...Education OFFICE FOR CIVIL RIGHTS, DEPARTMENT OF EDUCATION EQUAL ACCESS TO PUBLIC SCHOOL FACILITIES FOR THE BOY SCOUTS OF AMERICA AND OTHER DESIGNATED YOUTH GROUPS § 108.7 Voluntary sponsorship. Nothing in the Act or this part shall be...

2010-07-01

243

34 CFR 108.7 - Voluntary sponsorship.  

Code of Federal Regulations, 2014 CFR

...BOY SCOUTS OF AMERICA AND OTHER DESIGNATED YOUTH GROUPS § 108.7 Voluntary sponsorship. Nothing in the Act or this part shall be construed to require...the Boy Scouts or with any other Title 36 youth group. (Authority: 20...

2014-07-01

244

34 CFR 108.7 - Voluntary sponsorship.  

Code of Federal Regulations, 2011 CFR

...Education OFFICE FOR CIVIL RIGHTS, DEPARTMENT OF EDUCATION EQUAL ACCESS TO PUBLIC SCHOOL FACILITIES FOR THE BOY SCOUTS OF AMERICA AND OTHER DESIGNATED YOUTH GROUPS § 108.7 Voluntary sponsorship. Nothing in the Act or this part shall be...

2011-07-01

245

34 CFR 108.7 - Voluntary sponsorship.  

Code of Federal Regulations, 2013 CFR

...Education OFFICE FOR CIVIL RIGHTS, DEPARTMENT OF EDUCATION EQUAL ACCESS TO PUBLIC SCHOOL FACILITIES FOR THE BOY SCOUTS OF AMERICA AND OTHER DESIGNATED YOUTH GROUPS § 108.7 Voluntary sponsorship. Nothing in the Act or this part shall be...

2013-07-01

246

Canada's Voluntary Industrial Energy Conservation Program  

E-print Network

camnit to initiating a comprehensive programme of voluntary industrial energy conservation. 2. This programme would include, as far as practicable, all industries across Canada. 3. Voluntary conservation targets for improving the efficiency... original Task Forces and their ccmmit ments to reduce the energy required per unit of production were as follows: Task Forces 1980 Goal Ferrous Metals 3% Non-Ferrous Metals 6% Industrial Minerals 10% Textiles 11% Pulp and P'1per 12% Machinery 15...

Wolf, C. A., Jr.

1980-01-01

247

The impact of participative management perceptions on customer service, medical errors, burnout, and turnover intentions.  

PubMed

Numerous challenges confront managers in the healthcare industry, making it increasingly difficult for healthcare organizations to gain and sustain a competitive advantage. Contemporary management challenges in the industry have many different origins (e.g., economic, financial, clinical, and legal), but there is growing recognition that some of management's greatest problems have organizational roots. Thus, healthcare organizations must examine their personnel management strategies to ensure that they are optimized for fostering a highly committed and productive workforce. Drawing on a sample of 2,522 employees spread across 312 departments within a large U.S. healthcare organization, this article examines the impact of a participative management climate on four employee-level outcomes that represent some of the greatest challenges in the healthcare industry: customer service, medical errors, burnout, and turnover intentions. This study provides clear evidence that employee perceptions of the extent to which their work climate is participative rather than authoritarian have important implications for critical work attitudes and behavior. Specifically, employees in highly participative work climates provided 14 percent better customer service, committed 26 percent fewer clinical errors, demonstrated 79 percent lower burnout, and felt 61 percent lower likelihood of leaving the organization than employees in more authoritarian work climates. These findings suggest that participative management initiatives have a significant impact on the commitment and productivity of individual employees, likely improving the patient care and effectiveness of healthcare organizations as a whole. PMID:19413167

Angermeier, Ingo; Dunford, Benjamin B; Boss, Alan D; Boss, R Wayne

2009-01-01

248

Coping with Turnovers in School Food Service.  

ERIC Educational Resources Information Center

Labor shortages, cost increases, and turnover have prompted Fairfax County Schools, Virginia, food service managers to offer training programs and recruitment bonuses, to use more convenience foods, and to price out every service. (MLF)

Pannell, Dorothy V.

1988-01-01

249

General manager turnover and root causes  

Microsoft Academic Search

This study was conducted to examine hotel and holiday village general managers’ (GMs’) turnover and to identify root causes of GM turnover. GMs who were serving five-star hotels and first-class holiday villages operating mainly in coastal sides of Turkey (mostly the Aegean coast and the Mediterranean coast) were researched. GMs in 144 hotels and holiday villages were faxed a one-page

Kemal Birdir

2002-01-01

250

Glucose turnover rate in newborn rats.  

PubMed Central

In starved newborn rats an increase in glucose turnover rate was observed 4 and 6h after birth, but a dramatic fall occurred at 16h. In suckling newborn rats, no decrease in glucose turnover rate was observed at 16h. The metabolic clearance of glucose did not change in fed or starved animals. The results are discussed in relation to metabolic adaptation to extra-uterine life. PMID:1156410

Girard, J R; Guillet, I

1975-01-01

251

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

252

HARVARD UNIVERSITY Service Employees'  

E-print Network

AGREEMENT HARVARD UNIVERSITY AND Local 615 Service Employees' International Union AFL-CIO Arboretum Employees Effective November 16, 2010 ­ November 15, 2014 #12;AGREEMENT HARVARD UNIVERSITY AND Local 615 Service Employees' International Union AFL-CIO Arboretum Employees Effective November 16, 2010 ­ November

Chou, James

253

Managing Unsatisfactory Employee Performance.  

ERIC Educational Resources Information Center

Offers supervisors a standard procedure for managing an employee's unsatisfactory job performance that gives the employee a second chance, yet protects the organization in the event of a termination. Discusses notifying the employee through a meeting and follow-up letter; performance improvement reviews; and employee, supervisor, and company…

Davies, Warnock; And Others

1997-01-01

254

Communicating with the Workforce During Emergencies: Developing an Employee Text Messaging Program in a Local Public Health Setting  

PubMed Central

Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health – Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction. PMID:25355976

Bogan, Sharon; Bosslet, Lindsay

2014-01-01

255

Communicating with the workforce during emergencies: developing an employee text messaging program in a local public health setting.  

PubMed

Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health--Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction. PMID:25355976

Karasz, Hilary N; Bogan, Sharon; Bosslet, Lindsay

2014-01-01

256

Understanding Participation in E-Learning in Organizations: A Large-Scale Empirical Study of Employees  

ERIC Educational Resources Information Center

Much remains unknown in the increasingly important field of e-learning in organizations. Drawing on a large-scale survey of employees (N = 557) who had opportunities to participate in voluntary e-learning activities, the factors influencing participation in e-learning are explored in this empirical paper. It is hypothesized that key variables…

Garavan, Thomas N.; Carbery, Ronan; O'Malley, Grace; O'Donnell, David

2010-01-01

257

When Generational Employees Leave Higher Education, What Do We Lose, and What Do They Leave Behind?  

ERIC Educational Resources Information Center

Given the state of the economy, lack of competitive jobs and decreasing number of voluntary retirements, by the year 2018 many institutions of higher education may see five generations working side by side. This study examined three of the four generations working at the University of Texas at El Paso (UTEP): Baby Boomers, who are those employees

Pena, Andrew M., Sr.

2012-01-01

258

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

259

Population turnover and adaptation in heterogeneous environments  

NASA Astrophysics Data System (ADS)

We study adaptive dynamics in a structured population model of asexual individuals which takes into account environmental heterogeneity among the subpopulations. The key purpose of the present work is to address how population turnovers, i.e. extinction events followed by recolonization, affect the rate of fixation of advantageous mutations. This model is a generalization of our previous model to address the interplay between environmental correlation and evolutionary forces on the adaptive process. The incorporation of population turnovers into the model enables us to make a direct correspondence between the model and host-parasite dynamics (epidemiological models). Strikingly, contrary to the intuitive and usual deleterious effect associated to extinction events, it is observed that population turnovers can in fact speed up adaptation as heterogeneity rises. On the other side, in nearly homogeneous population turnovers have a neutral effect on fixation rates, but a detrimental outcome is also achieved when extinction events become very common. In resume, population turnover outcomes on fixation rates of advantageous mutations are strongly influenced by the selective correlation among the subpopulations (demes).

Campos, Paulo R. A.; de Oliveira, Viviane M.

2012-02-01

260

Voluntary sterilization in North Tyneside.  

PubMed

Since 1975, sterilization operations, on both men and women have been performed with increasing frequency within the National Health Service in the North Tyneside Area in northeast England. A prospective study was undertaken to discover some of the reasons why healthy young men and women chose surgical sterilization rather than use the established reversible methods of family planning available to them. The study examined some of the characteristics of those requesting sterilization, attempted to understand why they did so at that particular time, and assessed the patient-perceived morbidity resulting from this elective procedure. The study population included all individuals referred for consultation following the patient's request for voluntary sterilization by vasectomy or occlusive tubal surgery, during the period of 1 year (August 1, 1980-July 31, 1981). Women sterilized in association with a pregnancy outcome were not included in the study. Data on pregnancies and sterilizations in North Tyneside demonstrate a rapid increase in requests for vasectomy after 1975. Patients requesting sterilization were admitted to the study during the initial out-patient appointment with their surgeon. Couples seeking sterilization show similar age range for men (mean 34.2) and women (33.1). The proportion of patients who were not married at the time of the operation is perhaps a reflection of doctors' increasing willingness to perform sterilizations on the unmarried, and of individuals to seek such surgery in a committed manner. The increasing tendency for requests to be received from people still in their early 20s is seen as a problem. Data indicates that married people who request the operation at an early age are also those who were married under age 21, started a family immediately and with a 25% divorce rate. At the other end of the age range, couples who ahve been sucessfully using oral contraceptives have become concerned about its safety, especially after age 35. Data indicates husbands are prepared to admit to their worries about longterm pill use and to request an alternative method of fertility control that involved them instead of their wives. Comparisons between the results of this survey and those of the Teeside survey on female sterilization between 1966-70, indicate a change in usage. The greatest difference in practice over the 12 year period was in the use of coitus interruptus, which declined sharply. It is suggested that the continued rise in the demand for sterilization may be a function of the economic recession, a relationship which needs further investigation. PMID:6725306

Carnegie-Smith, K

1984-04-01

261

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

262

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

263

Factors that affect voluntary vaccination of children in Japan.  

PubMed

Some important vaccinations are not included in the routine childhood immunization schedule in Japan. Voluntary vaccinations are usually paid as an out-of-pocket expense. Low voluntary vaccination coverage rates and high target disease incidence are assumed to be a consequence of voluntary vaccination. Therefore, this study aimed to explore factors associated with voluntary vaccination patterns in children. We conducted an online survey of 1243 mothers from a registered survey panel who had at least one child 2 months to <3 years of age. The voluntary vaccination mainly correlated positively with annual household income and mothers' positive opinions about voluntary vaccinations, but negatively with number of children. Financial support, especially for low income households and households with more than one child, may motivate parents to vaccinate their children. Communication is also an important issue. More opportunities for education and information about voluntary vaccinations should be provided to mothers without distinguishing between voluntary and routine vaccination. PMID:25529291

Shono, Aiko; Kondo, Masahide

2015-03-10

264

75 FR 57281 - Patient Safety Organizations: Voluntary delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary delisting...voluntary relinquishment from the Florida Patient Safety Corporation of its status as a Patient Safety Organization (PSO). The...

2010-09-20

265

47 CFR 80.1151 - Voluntary radio operations.  

Code of Federal Regulations, 2011 CFR

...2011-10-01 2011-10-01 false Voluntary radio operations. 80.1151 Section 80...COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151...

2011-10-01

266

47 CFR 80.1151 - Voluntary radio operations.  

Code of Federal Regulations, 2012 CFR

...2012-10-01 2012-10-01 false Voluntary radio operations. 80.1151 Section 80...COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151...

2012-10-01

267

47 CFR 80.1151 - Voluntary radio operations.  

Code of Federal Regulations, 2013 CFR

...2013-10-01 2013-10-01 false Voluntary radio operations. 80.1151 Section 80...COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151...

2013-10-01

268

47 CFR 80.1151 - Voluntary radio operations.  

Code of Federal Regulations, 2010 CFR

...2010-10-01 2010-10-01 false Voluntary radio operations. 80.1151 Section 80...COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151...

2010-10-01

269

12 CFR 925.26 - Voluntary withdrawal from membership.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Voluntary withdrawal from membership. 925.26 Section 925.26 Banks...THE BANKS Withdrawal and Removal From Membership § 925.26 Voluntary withdrawal from membership. (a) In general. (1) Any...

2010-01-01

270

12 CFR 1263.26 - Voluntary withdrawal from membership.  

Code of Federal Regulations, 2011 CFR

...2011-01-01 false Voluntary withdrawal from membership. 1263.26 Section 1263.26 Banks...THE BANKS Withdrawal and Removal From Membership § 1263.26 Voluntary withdrawal from membership. (a) In general. (1) Any...

2011-01-01

271

Relationships among employees' working conditions, mental health, and intention to leave in nursing homes.  

PubMed

Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees' working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes. PMID:24652941

Zhang, Yuan; Punnett, Laura; Gore, Rebecca

2014-02-01

272

Employee Review 3 Month -Student Employee Form  

E-print Network

Employee Review 3 Month - Student Employee Form Review Period: Status a review in the Training Zone (1-5). At the six month review, it is expected that at least three of the Student Involvement Outcomes will receive a review in the Training Zone (1-5). At the annual review

de Lijser, Peter

273

Lockheed's Employee Recreation Program.  

ERIC Educational Resources Information Center

The Lockheed Employee Recreation Association uses company and community facilities to offer a variety of programs to Lockheed employees and their families. Several of the recreation programs and how they were implemented are described. (DF)

Coffey, Steve

1984-01-01

274

Employees with Epilepsy  

MedlinePLUS

... epilepsy, see: http://www.epilepsyfoundation.org/living/wellness/transportation/drivinglaws.cfm Pair the employee with a co- ... Adjust schedule so the employee can access public transportation Help facilitate a carpool with co-workers for ...

275

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 Introduction ...

276

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

277

LASP New Employee Quiz  

Cancer.gov

This course was designed to provide new employees working with animals in the Laboratory Animal Sciences Program (LASP) with a basic overview of issues pertaining to the care and use of animals at the NCI-Frederick. NCI employees working with animals are encouraged to take this course also. This course can also be utilized as a periodic refresher for any employee working with animals. Additionally, new employees working with animals are required to attend the Animal Health Overview Course.

278

Employee Job Embeddedness: A Quantitative Study of Information Technology Personnel in the Workplace  

ERIC Educational Resources Information Center

This research examined the relationship between job embeddedness, self-efficacy, organizational commitment, and job satisfaction as predictors of an IT employee's desire to stay (turnover intentions) at his or her position with his or her current employer. A survey instrument was administered to a sample of a population of IT professionals…

Berrios-Ortiz, Edwin J.

2012-01-01

279

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

280

Voluntary disclosure in Malaysian corporate annual reports: views of stakeholders  

Microsoft Academic Search

Purpose – The purpose of this paper is to identify “qualitative” factors influencing voluntary information disclosure in annual reports. Design\\/methodology\\/approach – Semi-structured interviews were held with twenty-seven market participants in Malaysia to elicit opinions on issues related to voluntary information disclosure. Findings – Analysis of interview responses revealed that factors influencing voluntary disclosure in annual reports include the quality of

Nazli A. Mohd Ghazali

2008-01-01

281

15 CFR 904.508 - Voluntary forfeiture by abandonment.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Voluntary forfeiture by abandonment. 904.508 Section 904.508 ...904.508 Voluntary forfeiture by abandonment. (a) The owner of seized property...it to NOAA. Voluntary forfeiture by abandonment under this section may be...

2010-01-01

282

Human Resource Management in the Voluntary Sector: Challenges and Opportunities  

Microsoft Academic Search

This article discusses issues facing personnel specialists within the voluntary sector who are trying to implement people management policies associated with the Human Resource Management (HRM) model. It outlines the pressures for change in management practice in the voluntary sector and then focuses more precisely on the definition of HRM theory, providing a rationale for voluntary agencies to develop policies

Ian Cunningham

1999-01-01

283

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

284

Quantification of isotopic turnover in agricultural systems  

NASA Astrophysics Data System (ADS)

The isotopic turnover, which is a proxy for the metabolic rate, is gaining scientific importance. It is quantified for an increasing range of organisms, from microorganisms over plants to animals including agricultural livestock. Additionally, the isotopic turnover is analyzed on different scales, from organs to organisms to ecosystems and even to the biosphere. In particular, the quantification of the isotopic turnover of specific tissues within the same organism, e.g. organs like liver and muscle and products like milk and faeces, has brought new insights to improve understanding of nutrient cycles and fluxes, respectively. Thus, the knowledge of isotopic turnover is important in many areas, including physiology, e.g. milk synthesis, ecology, e.g. soil retention time of water, and medical science, e.g. cancer diagnosis. So far, the isotopic turnover is quantified by applying time, cost and expertise intensive tracer experiments. Usually, this comprises two isotopic equilibration periods. A first equilibration period with a constant isotopic input signal is followed by a second equilibration period with a distinct constant isotopic input signal. This yields a smooth signal change from the first to the second signal in the object under consideration. This approach reveals at least three major problems. (i) The input signals must be controlled isotopically, which is almost impossible in many realistic cases like free ranging animals. (ii) Both equilibration periods may be very long, especially when the turnover rate of the object under consideration is very slow, which aggravates the first problem. (iii) The detection of small or slow pools is improved by large isotopic signal changes, but large isotopic changes also involve a considerable change in the input material; e.g. animal studies are usually carried out as diet-switch experiments, where the diet is switched between C3 and C4 plants, since C3 and C4 plants differ strongly in their isotopic signal. The additional change in nutrition induces changes in physiology that are likely to bias the estimation of the isotopic turnover. We designed an experiment with lactating cows which were successively exposed to the diet's natural isotopic variation and a diet-switch. We examined whether the same turnover information can be obtained from the natural (uncontrolled, short-term) isotopic variation as from the diet-switch experiment. Statistical methods to retrieve the turnover characteristics comprised multi-pool compartmental modeling for the diet-switch experiment as well as correlation analysis to perform wiggle-matching and quantification of autocorrelation (geostatistics) for the analysis of the natural variation. All three methods yielded similar results but differed in their strengths and weaknesses that will be highlighted. Combining the strengths of the new methods can make this tool even more advantageous than diet-switch experiments in many cases. In particular, the new approach empowers studying isotope turnover under a wider range of keepings, wildlife conditions and species, yielding turnover estimates that are not biased by changes in nutrition.

Braun, A.; Auerswald, K.; Schnyder, H.

2012-04-01

285

Documenting Employee Conduct  

ERIC Educational Resources Information Center

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Dalton, Jason

2009-01-01

286

Confidentiality Agreement Employee Name  

E-print Network

it have been answered to my satisfaction. Employee SignatureConfidentiality Agreement Employee Name: I understand that my access to the confidential data in the performance of the responsibilities of my position as a University employee. 3. I will comply with all

Kelly, Scott David

287

Employee Development Calibrating Performance  

E-print Network

and fair evaluation of an employee's performance by identifying potential supervisor and reviewer biasesEmployee Development Page 1 2009 Calibrating Performance What is calibration? Calibration is a two, the reviewers who examine the employee evaluations, and the executive to whom these individuals report

Brodie III, Edmund D.

288

Change and employee behaviour  

Microsoft Academic Search

In this study the relationship between perceived change implementation in an organization is related to employee self-rated behaviour. The change implementation processes measured were communication, support and participation. The relationship between these processes and employee behaviour was examined by testing a theoretical model, in which two mediating concepts are used: the psychological contract and employee job attitudes. The research was

René Schalk; Jennifer W. Campbell; Charissa Freese

1998-01-01

289

Theory of Employee Survival  

ERIC Educational Resources Information Center

This paper presents the Theory of Employee Survival, which states that an applicant's initial attraction and selection into an organization, and an employee's retention and promotion within the organization are dependent on an authoritarianism congruence between the applicant and/or employee, and the employer. (Contains 1 figure.)

Natoli, Vincent J., Jr.

2004-01-01

290

The Exit Interview: A Potential Management Tool for University Administrators.  

ERIC Educational Resources Information Center

The educational sector should be concerned about the reasons for and consequences of employee turnover. One of the ways in which an institution can assess the reasons for the departure of its employees is the exit interview. An exit interview is designed to gain information about voluntary employee turnover. (MLW)

Hellweg, Susan A.

1981-01-01

291

Voluntary Incentive Design for Endangered Species Protection  

Microsoft Academic Search

Herein we examine the theory and practical limits of designing a voluntary incentive scheme to protect endangered species on private land. We consider both an ex-ante scheme, in which a contract to the landholder depends only on what the landholder reports, and an ex-post scheme, in which a contract to the landholder depends on reports from all landowners. Except in

Rodney B. W. Smith; Jason F. Shogren

2002-01-01

292

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

293

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

294

The Patient Contract in Bristol's Voluntary Hospitals  

Microsoft Academic Search

The years following the end of the First World War were a time of great change, not least in the field of healthcare. Rising costs and demand ensured that traditional philanthropic sources of income became increasingly insufficient. This necessitated the emergence of new patterns of funding in Britain's voluntary hospitals with a greater place for contributory schemes, direct patient payments

George Campbell Gosling

295

A Phenomenographical Study of Voluntary Digital Exclusion  

ERIC Educational Resources Information Center

Traditionally scholars have used the digital divide and technology acceptance model definitions when examining why some people elect not to use certain information and communications technologies. When examining the phenomenon referred to as voluntary digital exclusion, the use of these classic definitions is woefully inadequate. They do not…

Anderson, Derrick L.

2012-01-01

296

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

297

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

298

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

299

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

300

Voluntariness and Contract Interpretation Aditi Bagchi  

E-print Network

is the hallmark of contract but the choices we make in contract are highly constrained. Philosophical theories of contract that emphasize its moral significance as a voluntary practice do not respond to the social facts of contract and the public interest in regulating exchange. Economic theories of contract that view

Wolfe, Patrick J.

301

School Ethical Climate and Teachers' Voluntary Absence  

ERIC Educational Resources Information Center

Purpose: This paper aims to offer a theoretical framework for linking school ethical climate with teachers' voluntary absence. The paper attempts to explain this relationship using the concept of affective organizational commitment. Design/methodology/approach: Participants were 1,016 school teachers from 35 high schools in Israel. Data were…

Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

2010-01-01

302

Do you know that one of your employees is looking for a new employer?  

PubMed

Turnover of employees is a natural event. It is sometimes a relief when a particular employee leaves the office. On the other hand, the cost of losing any employee can be high because of the costs related to lost productivity, training, and the time required for recruiting a replacement. Because of these cost elements, it makes sense to try to delay an employee's departure. By "buying time," the manager can minimize the time required to recruit a replacement and possibly even redistribute the workload among current employees before the job-hunting employee leaves the organization. This approach allows the manager to control the situation. Sometimes it is better to let the employee leave immediately upon submitting a resignation if this will avoid disruption in work flow or the "chemistry" among the rest of the employees. Some employees become negative in their behavior patterns once they decide to leave the organization. The knowledge that an employee is looking for a new position is vitally important information to a manager. The clues provided by the job-hunting employee can go a long way toward maintaining the stability of the work force and the effectiveness of the manager in achieving the goals of the organization. PMID:10127912

Wilson, C N; Moore, G B; Paulson, S K

1993-09-01

303

Director Turnover: An Australian Academic Development Study  

ERIC Educational Resources Information Center

Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research…

Fraser, Kym; Ryan, Yoni

2012-01-01

304

Determinants of Career Commitment and Turnover Behavior.  

ERIC Educational Resources Information Center

A study examined a model that focuses on career commitment and its antecedents as predictors of affective and behavioral aspects of turnover. Results of the survey of 148 vocational education teachers suggest that job role/expectations, external job choice factors, meaningfulness of teaching, and commitment propensity are significant constructs in…

Grady, Thomas L.

1989-01-01

305

Turnover of Rat Brain Perivascular Cells  

Microsoft Academic Search

Brain perivascular spaces harbor a population of cells which exhibit high phagocytic capacity. Therefore, these cells can be labeled by intraventricular injection of tracers. Such perivascular cells at the interface between blood and brain are believed to belong to the monocyte\\/macrophage lineage and to be involved in antigen presentation. Currently, it is unclear whether these cells undergo a continuous turnover

Ingo Bechmann; Erik Kwidzinski; Adam D. Kovac; Eva Simbürger; Tamas Horvath; Ulrike Gimsa; Ulrich Dirnagl; Josef Priller; Robert Nitsch

2001-01-01

306

Employee satisfaction: creating a positive work force.  

PubMed

In the early 1990s, El Camino Hospital (ECH) streamlined its operations in order to remain competitive. In 1992, the hospital's District Board voted to turn the hospital's management over to a nonprofit company and it became an integrated delivery system (IDS). Hospital employees continued to suffer as their work and work schedules changed in ongoing efforts by the new administration to streamline. Finally, in early 1997, the IDS, Camino Healthcare, was dissolved. The director of radiology and radiation oncology services became aware of increasing employee problems, from high turnover rates and increased absenteeism, to morale and productivity issues. Employees also worried about job redesign, re-engineering and a lack of clear direction and expectations from department leadership. The director of the department created a task force to respond to the needs of staff members. With so much anger directed at department leadership, supervisory staff were not included in the task force. The task force worked first to identify rumors and innuendos and followed with a plan to resolve such issues. The second step was to agree to focus on issues that they could change and to let go of those they couldn't. They selected five priority issues or concerns. The group met weekly and made progress by replacing negative talk and attitudes with positive ones. Meanwhile, the director researched employee satisfaction issues so she would be prepared to discuss such issues and concerns with employees. She focused on a common theme, of having a personal mission or goal for one's self. She encouraged staff members to be aware of their own behavior when communicating with others. Although several informal surveys proved there was still much work to be done, there was positive response--a light at the end of the long tunnel. PMID:10180224

Wright, M

1998-01-01

307

Turn-over in pulsar spectra above 1 GHz  

E-print Network

We present the first direct evidence for turn-over in pulsar radio spectra at high frequencies. Two pulsars are now shown to have a turn-over frequency > 1GHz. We also find some evidence that the peak frequency of turn-over in pulsar spectra appears to depend on dispersion measure and pulsar age.

J. Kijak; Y. Gupta; K. Krzeszowski

2007-01-09

308

Environmental Correlates of Public Child Welfare Worker Turnover  

Microsoft Academic Search

In the field of child welfare, the research indicates that turnover negatively affects outcomes for the children and families served by the workers. Empirical research documents that individual, organizational, and environmental factors influence worker turnover decisions. Yet, most research only explores individual and organizational level explanations of variations in child welfare worker turnover. To address this gap in the literature,

Gingi M. Fulcher; Richard J. Smith

2010-01-01

309

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

310

Salary and Ranking and Teacher Turnover: A Statewide Study  

ERIC Educational Resources Information Center

This study examined three years of data obtained from the Academic Excellence Indicator System of the State of Texas regarding teacher turnover rate and teacher salary. Across all public school districts, teacher salary was consistently negatively related to teacher turnover; that is, where salary was lower, turnover rate was higher When data were…

Garcia, Cynthia Martinez; Slate, John R.; Delgado, Carmen Tejeda

2009-01-01

311

Superintendent Turnover in Kentucky. Issues & Answers. REL 2011-No. 113  

ERIC Educational Resources Information Center

This study examines superintendent turnover in Kentucky public school districts for 1998/99-2007/08, looking at how turnover varies by rural status, Appalachian and non-Appalachian region, and 2007/08 school district characteristics. Key findings include: (1) Kentucky school districts averaged one superintendent turnover during 1998/99-2007/08;…

Johnson, Jerry; Huffman, Tyler; Madden, Karen; Shope, Shane

2011-01-01

312

Measuring voluntariness of consent to research: an instrument review.  

PubMed

The conceptual complexity of the term voluntariness has resulted in relatively few empirical studies of the voluntariness component of consent to research. As the call for a formal assessment of voluntariness to be incorporated into the consent process intensifies, more researchers are responding to the challenge of developing a valid and reliable measure of voluntariness. The purpose of this article was to summarize and describe the empirical literature on voluntariness of consent. As part of a broader study on the voluntariness of consent to research, existing empirical studies of voluntariness of consent to research were reviewed to establish how voluntariness of consent to research has been assessed to date. Fifteen studies using different voluntariness assessment instruments were identified and included in the review. The review found that little attempt has been made to systematically collect data on the reliability and validity of voluntariness assessment instruments. No two instruments reviewed were found to be based on a shared conceptualization of voluntary consent to research. PMID:25742672

Mamotte, Nicole; Wassenaar, Douglas

2015-04-01

313

A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.  

PubMed

Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed. PMID:25151460

Trépanier, Sarah-Geneviève; Fernet, Claude; Austin, Stéphanie

2015-01-01

314

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

315

Employee's Name: Evaluation Due Date: OBP ANNUAL EMPLOYEE EVALUATION FORM  

E-print Network

Employee's Name: Evaluation Due Date: OBP ANNUAL EMPLOYEE EVALUATION FORM Form Instructions: A. Employee Self Analysis: Prior to the annual evaluation, the employee must use this form to evaluate supervisory evaluation to formulate the basis for discussion. B. Supervisor's Evaluation of Employee

Nelson, Tim

316

Employee Address Change Form Current Employee There are two options  

E-print Network

Former Employee ­ Have a couple of options as well. I. Current Employee II. Former Employee ­ Have a couple of options as well. 1. BroncoWeb accessEmployee Address Change Form Current Employee ­ There are two options

Barrash, Warren

317

Employees’ Organizational Identification and Affective Organizational Commitment: An Integrative Approach  

PubMed Central

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover. PMID:25875086

Stinglhamber, Florence; Marique, Géraldine; Caesens, Gaëtane; Desmette, Donatienne; Hansez, Isabelle; Hanin, Dorothée; Bertrand, Françoise

2015-01-01

318

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

319

Assessing Voluntary Programs to Improve Environmental Quality  

Microsoft Academic Search

The last decade has seen a dramatic increase in the use of voluntaryapproaches (VAs) to environmental protection, which has\\u000a spurned agrowing literature on the relative merits of voluntary vs. mandatoryapproaches. This paper draws on that literature\\u000a to discuss both thetheoretical and empirical issues that arise in the evaluation orassessment of a particular VA. We consider\\u000a both the environmentaleffectiveness and the

Anna Alberini; Kathleen Segerson

2002-01-01

320

Voluntary Agencies and Foundations in International Aid  

Microsoft Academic Search

American voluntary agencies perform on behalf of their constituencies—the American public—extensive over seas operations in many countries throughout the world. They bring medical, educational, agricultural, relief, and refugee services to disadvantaged people wherever they have an op portunity to share their concerns and competence. They co ordinate their activities and co-operate with governmental agencies through informal arrangements such as councils

Lewis M. Hoskins

1960-01-01

321

The Temporal Dynamics of Voluntary Emotion Regulation  

Microsoft Academic Search

BackgroundNeuroimaging has demonstrated that voluntary emotion regulation is effective in reducing amygdala activation to aversive stimuli during regulation. However, to date little is known about the sustainability of these neural effects once active emotion regulation has been terminated.Methodology\\/Principal FindingsWe addressed this issue by means of functional magnetic resonance imaging (fMRI) in healthy female subjects. We performed an active emotion regulation

Henrik Walter; Alexander von Kalckreuth; Dina Schardt; Achim Stephan; Thomas Goschke; Susanne Erk; André Aleman

2009-01-01

322

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

323

Replicator dynamics with turnover of players  

NASA Astrophysics Data System (ADS)

We study adaptive dynamics in games where players abandon the population at a given rate and are replaced by naive players characterized by a prior distribution over the admitted strategies. We demonstrate how such a process leads macroscopically to a variant of the replicator equation, with an additional term accounting for player turnover. We study how Nash equilibria and the dynamics of the system are modified by this additional term for prototypical examples such as the rock-paper-scissors game and different classes of two-action games played between two distinct populations. We conclude by showing how player turnover can account for nontrivial departures from Nash equilibria observed in data from lowest unique bid auctions.

Juul, Jeppe; Kianercy, Ardeshir; Bernhardsson, Sebastian; Pigolotti, Simone

2013-08-01

324

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

325

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

326

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

327

Granulocyte turnover in the feline intestine  

Microsoft Academic Search

The objective of this study was to determine the turnover rate of the extravascular pool of granulocytes in different regions of the feline gastrointestinal tract. Leukocyte emigration from the vasculature was prevented over a 48-h period by repeated intravenous injections of a monoclonal antibody (MAb IB4) directed against the leukocyte adhesion glycoprotein complex CD11\\/CD18. Tissue-associated myeloperoxidase (MPO) activity was used

Holger Arndt; Paul Kubes; Matthew B. Grisham; Enrique Gonzalez; D. Neil Granger

1992-01-01

328

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

329

Generational differences in registered nurse turnover.  

PubMed

The chronic nature of the nursing workforce shortage in the United States is a continuing concern. As the nationwide gap between supply and demand grows, it remains unknown what impact turnover will have on nursing, access to care, and efforts to improve quality and safety of health care. It also remains unclear whether the recent turnover trends among new graduate registered nurses differ from past generational cohorts of new nurses. The aims of this study were to identify the reasons why registered nurses turnover by generational cohort (Veterans, Baby Boomers, and GenXMs) and to compare the length of time nurses were employed in their first five nursing positions by generational cohort. The findings suggest the three generational cohorts displayed similar reasons for leaving nursing positions with relocation, career advancement, and personal/family reasons reported most frequently. Except for the first nursing position, significant generational effects were found in the length of time Veterans, Baby Boomer, and GenXMs stayed employed in their nursing positions. It remains unknown why the GenXMs displayed a significantly shorter length of employment time in their second, third, fourth, and fifth nursing positions. The decline in length of employment time displayed in both the Baby Boomers and GenXMs may be an issue of concern requiring future research. PMID:20026454

LeVasseur, Sandra A; Wang, Chen-Yen; Mathews, Barbara; Boland, Mary

2009-08-01

330

Conference/Seminar UT Employee  

E-print Network

Conference/Seminar UT Employee UT Employee Department Head Signature Personnel # Web-based Training may be submitted to request additional training credit for courses taken outside the UT Employee Event Category: Non-UT Employee Class Number of Training Credit Hours Requested: Employee Name Request

Tennessee, University of

331

Employee Performance and/or Probationary Appraisal Employee Name Employee ID Job Code or Class  

E-print Network

Employee Performance and/or Probationary Appraisal Employee Name Employee ID Job Code or Class No (Supervisor and employee list major duties and/or objectives at start (Optional) (Supervisor summarize how employee performed in terms of quantity, quality and timeliness of work. Consider and note factors beyond

Amin, S. Massoud

332

Employee Interest Survey This employee interest survey is designed to assess employee interests in worksite wellness  

E-print Network

plan a wellness program that meets the needs of employees at your worksite. All information. Allow open time for employees to attend wellness activities NEXT PAGE #12;SECTION E: If you use tobaccoEmployee Interest Survey This employee interest survey is designed to assess employee interests

333

Mitochondrial protein turnover: methods to measure turnover rates on a large scale.  

PubMed

Mitochondrial proteins carry out diverse cellular functions including ATP synthesis, ion homeostasis, cell death signaling, and fatty acid metabolism and biogenesis. Compromised mitochondrial quality control is implicated in various human disorders including cardiac diseases. Recently it has emerged that mitochondrial protein turnover can serve as an informative cellular parameter to characterize mitochondrial quality and uncover disease mechanisms. The turnover rate of a mitochondrial protein reflects its homeostasis and dynamics under the quality control systems acting on mitochondria at a particular cell state. This review article summarizes some recent advances and outstanding challenges for measuring the turnover rates of mitochondrial proteins in health and disease. This article is part of a Special Issue entitled "Mitochondria: From Basic Mitochondrial Biology to Cardiovascular Disease". PMID:25451168

Chan, X'avia C Y; Black, Caitlin M; Lin, Amanda J; Ping, Peipei; Lau, Edward

2015-01-01

334

Effects of an advanced nursing assistant education program on job satisfaction, turnover rate, assistant education program on and clinical outcomes.  

PubMed

Certified nursing assistants (CNAs) have become an integral part of the health care system, spend the most amount of time with residents, and yet have the least amount of training. Recent reports demonstrate that CNAs believe their salary is not commensurate with their workload, and turnover rates in this field have indicated low job satisfaction. In light of these issues, we developed an advanced training program for CNAs in our institution to determine whether investing in our employees would increase job satisfaction and therefore impact turnover rates and clinical outcomes. Although overall job satisfaction improved slightly during the study period, satisfaction with training offered was the only area significantly affected by the intervention; however, significant decreases in turnover rates were observed between the pre- and postintervention periods. Clinical indicators were slightly improved, and the number of resident urinary tract infections decreased significantly. Offering an advanced training program for CNAs may be an effective way to improve morale, turnover rates, and clinical outcomes. PMID:23786181

Brown, Megan; Redfern, Roberta E; Bressler, Katrina; Swicegood, Tamara May; Molnar, Marianne

2013-10-01

335

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

336

Employee Title Date Supervisor Dept  

E-print Network

's annual HIPAA training? Has the employee completed the University's annual safety training? Please provide the date of supervisor's last performance review training. Employee's SignaturePage 1 Employee Title Date Supervisor Dept Director Performance Review Core Values Please provide

Veiga, Pedro Manuel Barbosa

337

Employee Title Date Supervisor Dept  

E-print Network

training? Has the employee completed the University's annual safety training? Please provide the date of the supervisor's last performance review training. Employee's Signature performance: B. C. A. Employee comments on overall performance: Ongoing training and education related

Veiga, Pedro Manuel Barbosa

338

EMPLOYEE HANDBOOK January 2014  

E-print Network

is updated regularly, and the most recent version is available on the CEMML website at http employment. CEMML Administrative Office CEMML_Contact@Mail.ColoState.Edu (970) 491-2748 CSU Website: http://www.colostate.edu CEMML Employee Website: http://www.cemml.colostate.edu/employees/ ii #12;1 TABLE OF CONTENTS 2

339

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.

340

Theme: Employee Ownership.  

ERIC Educational Resources Information Center

Includes "Introduction" (Gordon); "Employee Ownership: Opportunities for Unions" (Blasi, Kruse); "Participation, Control, and Performance" (Rosen); Beyond the Contract: Taking on Ownership" (Mackin); "Worker Participation on Boards of Directors" (Hammer); and "Case Study of Employee Ownership and Governance in the Shipbuilding and Maritime…

Gordon, Michael E.; And Others

1991-01-01

341

Effects of employees training on the organizational competitive advantage: Empirical study of Private Sector of Islamabad, Pakistan  

Microsoft Academic Search

Non Government Organizations existed in Pakistan are performing noble work with welfare and rehabilitation to less fortune people. These organizations are facing problem of staff turnover, due to lack of motivation and low employees satisfaction level. These two factors could be addressed through extending opportunities of learning, developing and imparting on-hand training and workforce experience. Training & Development facets include

Abeeha Batool; Bariha Batool

2012-01-01

342

An Experimental Study of the Effects of Employer-Sponsored Child Care Services on Selected Employee Behaviors. Executive Summary.  

ERIC Educational Resources Information Center

This executive summary describes a study conducted to determine whether different kinds of employer-supported child care services had differing effects on service users. Turnover and attendance data on 891 randomly selected female employees were gathered from 39 companies and hospitals offering on-site or off-site child care, information and…

Dawson, Ann Gilman; And Others

343

An Experimental Study of the Effects of Employer-Sponsored Child Care Services on Selected Employee Behaviors.  

ERIC Educational Resources Information Center

Described in this report is a study conducted to determine whether different kinds of employer-supported child care services had differing effects on the users of these services. Data were gathered on a year's attendance and turnover rates for 891 female employees who had used employer-provided child care. Subjects were randomly selected from 39…

Dawson, Ann Gilman; And Others

344

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

345

Determinants of turnover intentions among Chinese off farm migrants  

Microsoft Academic Search

This study examines the determinants of turnover intentions of off farm migrant workers, using data collected from China’s\\u000a Jiangsu Province. Turnover intention is posited to be a function of demographic\\/human capital characteristics, job characteristics\\u000a and job satisfaction. We find that higher levels of education have a positive effect on reported turnover intentions, while\\u000a higher income and job satisfaction have a

Russell Smyth; Qingguo Zhai; Xiaoxu Li

2009-01-01

346

Corporate Performance, Corporate Governance and Top Executive Turnover in Finland  

Microsoft Academic Search

AbstractThis paper empirically investigates how corporate governance forces and firm performance affect top executive turnover in Finnish listed companies. I document an increase in CEO, top management, and board turnover in response to poor stock price performance and operating losses. The sensitivity of the relation between stock price performance and CEO turnover is significantly higher in firms with a two‐tier

Benjamin Maury

2006-01-01

347

Characterization of the mammalian miRNA turnover landscape  

PubMed Central

Steady state cellular microRNA (miRNA) levels represent the balance between miRNA biogenesis and turnover. The kinetics and sequence determinants of mammalian miRNA turnover during and after miRNA maturation are not fully understood. Through a large-scale study on mammalian miRNA turnover, we report the co-existence of multiple cellular miRNA pools with distinct turnover kinetics and biogenesis properties and reveal previously unrecognized sequence features for fast turnover miRNAs. We measured miRNA turnover rates in eight mammalian cell types with a combination of expression profiling and deep sequencing. While most miRNAs are stable, a subset of miRNAs, mostly miRNA*s, turnovers quickly, many of which display a two-step turnover kinetics. Moreover, different sequence isoforms of the same miRNA can possess vastly different turnover rates. Fast turnover miRNA isoforms are enriched for 5? nucleotide bias against Argonaute-(AGO)-loading, but also additional 3? and central sequence features. Modeling based on two fast turnover miRNA*s miR-222-5p and miR-125b-1-3p, we unexpectedly found that while both miRNA*s are associated with AGO, they strongly differ in HSP90 association and sensitivity to HSP90 inhibition. Our data characterize the landscape of genome-wide miRNA turnover in cultured mammalian cells and reveal differential HSP90 requirements for different miRNA*s. Our findings also implicate rules for designing stable small RNAs, such as siRNAs. PMID:25653157

Guo, Yanwen; Liu, Jun; Elfenbein, Sarah J.; Ma, Yinghong; Zhong, Mei; Qiu, Caihong; Ding, Ye; Lu, Jun

2015-01-01

348

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

349

Teacher Turnover and Non-Pecuniary Factors  

ERIC Educational Resources Information Center

This paper studies teacher mobility using matched employee-employer panel data from Norwegian primary and lower secondary schools. The Norwegian institutional setup with completely centralized wage setting for teachers is ideal to analyze the effect of non-pecuniary job attributes on quit decisions. We find that teachers tend to leave schools with…

Falch, Torberg; Strom, Bjarne

2005-01-01

350

The Relationship between Interpersonal Trust, Employee Satisfaction, and Employee Loyalty  

Microsoft Academic Search

Employee satisfaction is considered to be one of the most important drivers of quality, customer satisfaction and productivity. In this study we investigate an important driver of employee satisfaction. We argue that interpersonal trust (trust in management and trust in peers) strongly influences employee satisfaction and, as a consequence, employee loyalty. To test the relationships between these constructs we measured

Kurt Matzler; Birgit Renzl

2006-01-01

351

Employee Health & Wellness Survey Top 5 Responses When Employees  

E-print Network

Employee Health & Wellness Survey 2012 #12;Top 5 Responses When Employees of U of L Think About · Barriers · Recommendations #12;Overview of 2012 Employee Health and Wellness Survey · The Wellness or Stress Workplace Barriers Recommendations #12;Overview of 2012 Employee Health and Wellness Survey Goals

Seldin, Jonathan P.

352

UCLA Employee Safety Handbook COVER1 2013 UCLA Employee  

E-print Network

UCLA 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 that result from such changes will take precedence over the contents of this Handbook. #12;UCLA Employee

Koehler, Carla

353

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

354

Problems and limitations of voluntary cleanup programs  

SciTech Connect

At least a dozen states have already implemented voluntary cleanup programs (VCPs). Provisions to promote state VCPs were prominent in the EPA`s 1994 proposed revisions to CERCLA and in current legislative initiatives. Under the VCP, property owners voluntarily enroll to investigate and remediate contaminated sites with the aegis of a state agency and thus avoid involvement with the federal Superfund program. When the state agency is satisfied with the condition of the site, it issues a certificate to the owner. The VCP is meant to mitigate unintended consequences of CERCLA such as the economic abandonment of urban industrial sites in favor of unpolluted suburban sites. The VCP concept has been combined with other reforms including cleanup standards, financial incentives, and independent action. The effectiveness of voluntary cleanup programs is limited by the costs of investigation and cleanup relative to the value of the property in question. It is also limited when property has environmental problems outside the traditional focus of state Superfund agencies on soil and groundwater contamination. VCPs also have potential unintended consequences of their own. The VCP concept is consistent with a 15 year trend of increasing government attention and involvement with sites of diminishing health and environmental significance. VCP may reinforce the perception of liability and unwittingly raise the standard of due diligence in property assessments, especially if combined with generic cleanup standard.

Johnson, S.F. [Delaware Department of Natural Resources and Environmental Control, New Castle, DE (United States). Superfund Branch

1995-12-31

355

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

356

STATEMENT OF VOLUNTARY CONSENT, GENERAL RELEASE AND WAIVER OF LIABILITY  

E-print Network

STATEMENT OF VOLUNTARY CONSENT, GENERAL RELEASE AND WAIVER OF LIABILITY University of Florida:______________________________________________________________________ ________________________________________________________________________ do hereby voluntarily consent to my participation in the aforementioned activity and assume the risks and tendering this Statement of Voluntary Consent, General Release and Waiver of Liability, I fully understand

Slatton, Clint

357

VOLUNTARY HEAD MOVEMENT AND ALLOCENTRIC PERCEPTION OF SPACE  

E-print Network

VOLUNTARY HEAD MOVEMENT AND ALLOCENTRIC PERCEPTION OF SPACE MARK WEXLER Abstract. Although visual to the objective perception of space: observers executing voluntary head movements are more likely to apply frame, self-motion--the movement of eyes through space as the result of eye rotations and head movements

Paris-Sud XI, Université de

358

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

359

19 CFR 147.46 - Voluntary abandonment or destruction.  

Code of Federal Regulations, 2010 CFR

... 2 2010-04-01 2010-04-01 false Voluntary abandonment or destruction. 147.46 Section 147.46 Customs...Disposition of Articles Entered for Fairs § 147.46 Voluntary abandonment or destruction. At any time before or within 3...

2010-04-01

360

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, whether the critical coverage for influenza can be achieved by voluntary vaccination. We construct a novel

Blower, Sally

361

‘Respiratory’ oscillations of cardiovascular parameters during voluntary apnea  

Microsoft Academic Search

The aim of this study was to ascertain the persistence of heart rate and blood pressure oscillations at the onset of voluntary apnea in humans. In 24 young subjects (10 males, 14 females, mean age 20.4 years) RR intervals, systolic blood pressure (SBP) and diastolic blood pressure (DBP) during controlled breathing (CB) of atmospheric air followed by voluntary apnea on

Michal Javorka; Ivan Žila; Kamil Javorka; Andrea ?alkovská

2001-01-01

362

Evolutionary prisoner's dilemma games with voluntary participation Gyorgy Szabo  

E-print Network

Evolutionary prisoner's dilemma games with voluntary participation Gyo¨rgy Szabo´ Research. In the prisoner's dilemma, the effects of voluntary participation crucially depend on the underlying population.062903 PACS number s : 87.23.Cc, 05.50. q I. INTRODUCTION Evolutionary prisoner's dilemma games PDG's 1­5 were

Hauert, Christoph

363

Donor Behavior and Voluntary Support for Higher Education Institutions.  

ERIC Educational Resources Information Center

Voluntary support of higher education in America is investigated through regression analysis of institutional characteristics at two points in time. The assumption of donor rationality together with explicit consideration of interorganizational relationships offers a coherent framework for the analysis of voluntary support by the major…

Leslie, Larry L.; Ramey, Garey

364

Savings Estimates for the ENERGY STAR Voluntary Labeling Program  

E-print Network

. This paper presents past and predicted savings for the ENERGY STAR ® labeling program, operated jointlyLBNL-48496 Savings Estimates for the ENERGY STAR ® Voluntary Labeling Program 2001 Status Report;ABSTRACT ENERGY STAR ® is a voluntary labeling program designed to identify and promote energy

365

9 CFR 317.343 - Significant participation for voluntary nutrition labeling.  

Code of Federal Regulations, 2010 CFR

...Significant participation for voluntary nutrition labeling. 317.343 Section 317...MARKING DEVICES, AND CONTAINERS Nutrition Labeling § 317.343 Significant participation for voluntary nutrition labeling. (a) In...

2010-01-01

366

9 CFR 381.443 - Significant participation for voluntary nutrition labeling.  

Code of Federal Regulations, 2011 CFR

...Significant participation for voluntary nutrition labeling. 381.443 Section 381...PRODUCTS INSPECTION REGULATIONS Nutrition Labeling § 381.443 Significant participation for voluntary nutrition labeling. Link to an...

2011-01-01

367

9 CFR 381.443 - Significant participation for voluntary nutrition labeling.  

Code of Federal Regulations, 2010 CFR

...Significant participation for voluntary nutrition labeling. 381.443 Section 381...PRODUCTS INSPECTION REGULATIONS Nutrition Labeling § 381.443 Significant participation for voluntary nutrition labeling. (a) In...

2010-01-01

368

9 CFR 381.443 - Significant participation for voluntary nutrition labeling.  

Code of Federal Regulations, 2012 CFR

...Significant participation for voluntary nutrition labeling. 381.443 Section 381...PRODUCTS INSPECTION REGULATIONS Nutrition Labeling § 381.443 Significant participation for voluntary nutrition labeling. Link to an...

2012-01-01

369

PERFORMANCE EVALUATION ADMINISTRATIVE EMPLOYEES: EXEMPT  

E-print Network

PERFORMANCE EVALUATION ADMINISTRATIVE EMPLOYEES: EXEMPT Employee Name: Job Title: Evaluator Name The written performance evaluation is a formal assessment of the employee's job performance over a specified with the employee. Informal performance assessment is an on-going aspect of effective supervision and communication

Goldberg, Bennett

370

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

371

Sexual Harassment by School Employees.  

ERIC Educational Resources Information Center

This monograph was designed to assist school attorneys, school board members, and administrators in their efforts to prevent, respond to, and defend against claims of sexual harassment by employees. It includes discussion of the law relating to harassment of employees by other employees and employee harassment of students. Practical advice is…

Borkowski, John W.; Brown, Lisa A.; Dodge, Jean Arnold; Ford, Tonya L.; Hoffman, Adam; Jacobs, Jennifer W.; Jaffe, Geraldine; Krent, Nancy Fredman; Schwartz, Richard A.; Shaw, Brian C.; Sneed, Maree

372

Hiring the right employees.  

PubMed

Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers. PMID:25807621

Reigle, Dale A

2014-01-01

373

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 ...

374

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

375

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

376

An Equal Opportunity University VOLUNTARY SALARY REDUCTION AGREEMENT  

E-print Network

, and are subject to 402(g) elective deferral limits as well as 415 limits for employee/employer contributions. NOTE ______________________________________ and Penn State. (PRINT Employee's Name) Effective with the next available payday, the employee by the employee. The agreement is legally binding and irrevocable with respect to amounts earned while

Yener, Aylin

377

A Supervisor like Me: Race, Representation, and the Satisfaction and Turnover Decisions of Public Sector Employees  

ERIC Educational Resources Information Center

Studies of race representation in public organizations illustrate the importance of bureaucrat race in determining client-level outcomes. Building "upward" from this research, this study examines how supervisor race impacts outcomes for street-level bureaucrats using data from a nationally representative sample of public schools. Employing…

Grissom, Jason A.; Keiser, Lael R.

2011-01-01

378

Exploring the impact of employee turnover on the effectiveness of software development team archetypes  

Microsoft Academic Search

This paper presents an agent-based simulation study that explores the effects of team behavior on the efficiency and effectiveness of software development organizations that pursue incremental and iterative processes. The conceptual model underlying the simulation framework is based on the fundamental tenets of organization theory. The organization-theoretic perspective to simulation modeling of software processes entails characterizing the components of organizational

Levent Yilmaz

2007-01-01

379

Factors influencing child welfare employee's turnover: Focusing on organizational culture and climate  

Microsoft Academic Search

Organizational culture and climate have been studied within the context of understanding the effectiveness of business and for-profit organizations. But these organizational factors have not been seriously considered in the social welfare literature, particularly in the child welfare area, even though Glisson and his colleagues have studied organizational culture and climate. This paper addresses this void through a systematic examination

Miseung Shim

2010-01-01

380

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

381

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

382

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

383

Pineal Gland: 24Hour Rhythm in Norepinephrine Turnover  

Microsoft Academic Search

There is a 24-hour rhythm in the turnover of norepinephrine in sympathetic nerves innervating the pineal gland. This rhythm persists in blinded animals but is suppressed in normal rats by light. The rhythm in norepinephrine turnover generates the rhythms in pineal indoleamines and N-acetyltransferase.

Michael Brownstein; Julius Axelrod

1974-01-01

384

Disturbance, spatial turnover, and species coexistence in grassland plant communities  

E-print Network

DISTURBANCE, SPATIAL TURNOVER, AND SPECIES COEXISTENCE IN GRASSLAND PLANT COMMUNITIES By Erin J. Questad B.S., The Pennsylvania State University, 1997 Submitted to the graduate program in Ecology and Evolutionary Biology... ___________________________ ___________________________ ___________________________ ___________________________ Date defended: ______________ ii The Dissertation Committee for Erin J. Questad certifies that this is the approved version of the following dissertation: DISTURBANCE, SPATIAL TURNOVER, AND SPECIES COEXISTENCE IN GRASSLAND PLANT...

Questad, Erin

2008-08-18

385

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.

386

Evidence for Metabolic Turnover of Polyphenolics in Tropical Brown Algae  

Microsoft Academic Search

Polyphenolic chemical defenses of plants have traditionally been classified as immobile or quantitative and as such are believed to have low to negligible rates of turnover. This assumption is an important element in many ecological theories of chemical defense that invoke cost versus benefit relationships, because (1) turnover increases the metabolic cost of maintaining an effective level of defense, and

Thomas M. Arnold; Nancy M. Targett

2000-01-01

387

Employee Assistance Program Policy Statement Fermilab provides an Employee Assistance Program to support employees who have  

E-print Network

Employee Assistance Program Policy Statement Fermilab provides an Employee Assistance Program to support employees who have personal problems which affect their general well-being or impair their attendance or performance. The Employee Assistance Program is designed to: (1) identify problems as early

Quigg, Chris

388

Voluntary chemical castration of a mental patient.  

PubMed

Britain's High Court recently overruled two decisions of the Mental Health Act Commission that denied certification of a voluntary experimental drug treatment to a mental patient, holding that the standard for informed consent is determined not by the subjective judgment of the commissioners but by whether the patient knows the nature and likely effects of treatment and that its use in his case is a novel one. The background facts of the case involving a 27-year-old pedophile receiving goserelin implantations to reduce testosterone levels are presented and the issues of jurisdiction under the Mental Health Act 1983 and the commissioners' duty to act fairly and to consider the likely benefits of treatment are discussed. PMID:2897553

Brahams, D

1988-06-01

389

Determinants of Employee Job Satisfaction: An Empirical Test of a Causal Model  

Microsoft Academic Search

The job satisfaction model embedded in the Price-Mueller turnover model was revised and estimated. The revised model examined the effects of a series of environmental, job characteristics, and personality variables that were excluded from the Price-Mueller model. Two-wave longitudinal data were collected from 405 employees of a 327-bed Veterans Administration Medical Center. Four different models representing refinements of the proposed

Augustine O. Agho; Charles W. Mueller; James L. Price

1993-01-01

390

University of Connecticut Health Center Employee Conference Fee Reimbursement Request  

E-print Network

_________________________________ Employee SSN #___________________________________ Employee Job TitleUniversity of Connecticut Health Center Employee Conference Fee Reimbursement Request for University Health Professionals Part I. EMPLOYEE'S INFORMATION: Employee Name

Oliver, Douglas L.

391

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

392

TOWARDS A NEW PARADIGM: EMPLOYEE ENLIGHTENMENT  

E-print Network

satisfaction, commitment, organisational citizenship behaviour, employeethat job Satisfaction is a result of employee’s perceptionSatisfaction and Organisational Commitment as Predictors of Behavioural Intentions and Employee

M M, Sulphey

2008-01-01

393

Interaction of Compliance and Voluntary Renewable Energy Markets  

SciTech Connect

In recent years, both compliance and voluntary markets have emerged to help support the development of renewable energy resources. Both of these markets are growing rapidly and today about half of U.S. states have RPS policies in place, with a number of these policies adopted in the last several years. In addition, many states have recently increased the stringency of their RPS policies. This paper examines key market interaction issues between compliance and voluntary renewable energy markets. It provides an overview of both the compliance and voluntary markets, addressing each market's history, purpose, size, scope, and benefits while addressing issues, including double counting.

Bird, L.; Lokey, E.

2007-10-01

394

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

395

The spinal reflex cannot be perceptually separated from voluntary movements.  

PubMed

Both voluntary and involuntary movements activate sensors in the muscles, skin, tendon and joints. As limb movement can result from a mixture of spinal reflexes and voluntary motor commands, the cortical centres underlying conscious proprioception might either aggregate or separate the sensory inputs generated by voluntary movements from those generated by involuntary movements such as spinal reflexes. We addressed whether healthy volunteers could perceive the contribution of a spinal reflex during movements that combined both reflexive and voluntary contributions. Volunteers reported the reflexive contribution in leg movements that were partly driven by the knee-jerk reflex induced by a patellar tendon tap and partly by voluntary motor control. In one condition, participants were instructed to kick back in response to a tendon tap. The results were compared to reflexes in a resting baseline condition without voluntary movement. In a further condition, participants were instructed to kick forwards after a tap. Volunteers reported the perceived reflex contribution by repositioning the leg to the perceived maximum displacement to which the reflex moved the leg after each tendon tap. In the resting baseline condition, the reflex was accurately perceived. We found a near-unity slope of linear regressions of perceived on actual reflexive displacement. Both the slope value and the quality of regression fit in individual volunteers were significantly reduced when volunteers were instructed to generate voluntary backward kicks as soon as they detected the tap. In the kick forward condition, kinematic analysis showed continuity of reflex and voluntary movements, but the reflex contribution could be estimated from electromyography (EMG) recording on each trial. Again, participants' judgements of reflexes showed a poor relation to reflex EMG, in contrast to the baseline condition. In sum, we show that reflexes can be accurately perceived from afferent information. However, the presence of voluntary movement significantly impairs reflex perception. We suggest that perceptual separation between voluntary and reflex movement is poor at best. Our results imply that the brain has no clear marker for perceptually separating voluntary and involuntary movement. Attribution of body movement to voluntary or involuntary motor commands is surprisingly poor when both are present. PMID:24060990

Ghosh, Arko; Haggard, Patrick

2014-01-01

396

Organizational culture, job satisfaction, and clinician turnover in primary care.  

PubMed

The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

2010-04-01

397

Request for Assistance With Employee Permanent Resident Petition  

E-print Network

Request for Assistance With Employee Permanent Resident Petition Employee Name: Employee Title: Employee Department: Employee Supervisor : Employee Supervisor Title: We request Human Resources Management, assist us with the named employee's permanent resident petition under the direction

O'Toole, Alice J.

398

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2012 CFR

... 2012-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2012-07-01

399

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2011 CFR

... 2011-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2011-07-01

400

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2013 CFR

... 2013-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2013-07-01

401

29 CFR 1960.59 - Training of employees and employee representatives.  

Code of Federal Regulations, 2014 CFR

... 2014-07-01 false Training of employees and employee representatives... Training § 1960.59 Training of employees and employee representatives...appropriate safety and health training for employees including specialized...

2014-07-01

402

Employee Perceptions of Quality Management: Effects of Employee Orientation Training  

ERIC Educational Resources Information Center

This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

Akdere, Mesut; Schmidt, Steven W.

2008-01-01

403

Chapter 06 Employee Orientation 6.01 Classified Employee Orientation  

E-print Network

Chapter 06 Employee Orientation 6.01 Classified Employee Orientation Policy The employing unit supervisor and/or designee has the responsibility for orienting new employees to duties, job performance under the civil service system. · Procedure The employing unit may choose to have group orientations

Sheridan, Jennifer

404

Employee perceived training effectiveness relationship to employee attitudes  

Microsoft Academic Search

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. The questions asked contained information about the employee attitudes towards tvhe training

Alexandros G. Sahinidis; John Bouris

2008-01-01

405

Employer Name Seattle Pacific University Employee Name Employee Social Security #  

E-print Network

Employer Name Seattle Pacific University Employee Name Employee Social Security # Current Address America - Policy No. FLI-960202 Employee's Primary Beneficiary(ies): Relationship Social Security Number's Contingent Beneficiary(ies): Relationship Social Security Number Date of Birth % (total must equal 100

Nelson, Tim

406

16 CFR 1031.8 - Voluntary Standards Coordinator.  

Code of Federal Regulations, 2012 CFR

...activities. The summary shall set forth, among other things, the goals of each voluntary standard under development, the extent of CPSC staff activity, the current status of standards development and implementation, and, if any, recommendations for...

2012-01-01

407

16 CFR 1031.8 - Voluntary Standards Coordinator.  

Code of Federal Regulations, 2010 CFR

...activities. The summary shall set forth, among other things, the goals of each voluntary standard under development, the extent of CPSC staff activity, the current status of standards development and implementation, and, if any, recommendations for...

2010-01-01

408

16 CFR 1031.8 - Voluntary Standards Coordinator.  

Code of Federal Regulations, 2013 CFR

...activities. The summary shall set forth, among other things, the goals of each voluntary standard under development, the extent of CPSC staff activity, the current status of standards development and implementation, and, if any, recommendations for...

2013-01-01

409

16 CFR 1031.8 - Voluntary Standards Coordinator.  

Code of Federal Regulations, 2011 CFR

...activities. The summary shall set forth, among other things, the goals of each voluntary standard under development, the extent of CPSC staff activity, the current status of standards development and implementation, and, if any, recommendations for...

2011-01-01

410

Cerebral magnetic fields associated with voluntary limb movements in man  

Microsoft Academic Search

Summary  Voluntary limb movements are preceded by MEG shifts beginning even as early as 1.2 s before the movement. These shifts reverse\\u000a polarity above the cortical motor representation area of the limb concerned.

R. Hari; A. Antervo; T. Katila; T. Poutanen; M. Seppänen; T. Tuomisto; T. Varpula

1983-01-01

411

75 FR 75471 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting...relinquishment from ORQA, LLC of its status as a Patient Safety Organization (PSO). The Patient Safety and Quality Improvement Act of...

2010-12-03

412

75 FR 57048 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting...relinquishment from the Coalition for Quality and Patient Safety of Chicagoland (CQPS) of its status as a Patient Safety Organization (PSO). The...

2010-09-17

413

75 FR 57477 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...SERVICES Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting AGENCY...Creighton Center for Health Services Research and Patient Safety (CHRP) Patient Safety Organization (PSO). The Patient...

2010-09-21

414

75 FR 75472 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting...relinquishment from Helmet Fire, Inc. Patient Safety Group (A Component of Helmet Fire, Inc. of its status as a Patient Safety Organization (PSO). The...

2010-12-03

415

75 FR 63498 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting...Healthcare Technology Foundation of its status as a Patient Safety Organization (PSO). The Patient Safety and Quality Improvement Act of...

2010-10-15

416

75 FR 75472 - Patient Safety Organizations: Voluntary Delisting  

Federal Register 2010, 2011, 2012, 2013, 2014

...Agency for Healthcare Research and Quality Patient Safety Organizations: Voluntary Delisting...Technology Group, Inc. of its status as a Patient Safety Organization (PSO). The Patient Safety and Quality Improvement Act of...

2010-12-03

417

75 FR 72751 - Voluntary Mergers of Federal Home Loan Banks  

Federal Register 2010, 2011, 2012, 2013, 2014

...RIN 2590-AA37 Voluntary Mergers of Federal Home Loan Banks AGENCY: Federal Housing Finance Agency. ACTION: Notice...HERA) amended section 26 of the Federal Home Loan Bank Act (Bank Act) to permit any Federal Home Loan Bank (Bank)...

2010-11-26

418

76 FR 72823 - Voluntary Mergers of Federal Home Loan Banks  

Federal Register 2010, 2011, 2012, 2013, 2014

...RIN 2590-AA37 Voluntary Mergers of Federal Home Loan Banks AGENCY: Federal Housing Finance Agency. ACTION: Final...HERA) amended section 26 of the Federal Home Loan Bank Act (Bank Act) to permit any Federal Home Loan Bank (Bank)...

2011-11-28

419

10 CFR 431.176 - Voluntary Independent Certification Programs.  

Code of Federal Regulations, 2011 CFR

...EFFICIENCY PROGRAM FOR CERTAIN COMMERCIAL AND INDUSTRIAL EQUIPMENT Provisions for Commercial Heating, Ventilating, Air-Conditioning and Water Heating Products § 431.176 Voluntary Independent Certification Programs. (a) The...

2011-01-01

420

Improving voluntary environmental management programs: facilitating learning and adaptation.  

PubMed

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. PMID:21384272

Genskow, Kenneth D; Wood, Danielle M

2011-05-01

421

76 FR 17367 - National Voluntary Laboratory Accreditation Program; Operating Procedures  

Federal Register 2010, 2011, 2012, 2013, 2014

...Voluntary Laboratory Accreditation Program (NVLAP). NIST proposes to revise the description of how NVLAP establishes laboratory accreditation programs...instructions for submitting comments. E-mail: NVLAP@nist.gov. Mail: Sally S....

2011-03-29

422

76 FR 78814 - National Voluntary Laboratory Accreditation Program; Operating Procedures  

Federal Register 2010, 2011, 2012, 2013, 2014

...Voluntary Laboratory Accreditation Program (NVLAP). Regulations concerning the establishment...accreditation programs (LAPs) within NVLAP are being amended to clarify the original...address: david.alderman@nist.gov; NVLAP Web site: www.nist.gov/nvlap....

2011-12-20

423

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

424

Using Laboratory Experiments to Better Understand Voluntary Contributions  

E-print Network

This dissertation covers three papers concerning voluntary contributions. There are competing theories as to why individuals contribute to projects which help others (e.g., charities); many of the theoretical models have at their core...

Williams, Jacob Forrest

2014-07-16

425

40 CFR 94.404 - Voluntary emissions recall reporting.  

Code of Federal Regulations, 2011 CFR

...Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) CONTROL OF EMISSIONS FROM MARINE COMPRESSION-IGNITION ENGINES Emission-related Defect Reporting Requirements, Voluntary Emission Recall Program § 94.404...

2011-07-01

426

47 CFR 80.165 - Operator requirements for voluntary stations.  

Code of Federal Regulations, 2013 CFR

...Station Operator Requirements § 80.165 Operator requirements for voluntary stations. Minimum Operator License Ship Morse telegraph T. Ship direct-printing telegraph MP. Ship telephone, with or without DSC, more than 250 watts...

2013-10-01

427

47 CFR 80.165 - Operator requirements for voluntary stations.  

Code of Federal Regulations, 2011 CFR

...Station Operator Requirements § 80.165 Operator requirements for voluntary stations. Minimum Operator License Ship Morse telegraph T-2. Ship direct-printing telegraph MP. Ship telephone, with or without DSC, more than 250...

2011-10-01

428

47 CFR 80.165 - Operator requirements for voluntary stations.  

Code of Federal Regulations, 2012 CFR

...Station Operator Requirements § 80.165 Operator requirements for voluntary stations. Minimum Operator License Ship Morse telegraph T2. Ship direct-printing telegraph MP. Ship telephone, with or without DSC, more than 250 watts...

2012-10-01

429

47 CFR 80.165 - Operator requirements for voluntary stations.  

Code of Federal Regulations, 2010 CFR

...Station Operator Requirements § 80.165 Operator requirements for voluntary stations. Minimum Operator License Ship Morse telegraph T-2. Ship direct-printing telegraph MP. Ship telephone, with or without DSC, more than 250...

2010-10-01

430

Students’ Vocational Choices and Voluntary Action: A 12Nation Study  

Microsoft Academic Search

Previous research on student involvement suggested that business and engineering students manifest lowest rates of voluntary\\u000a action. Similarly, it was thought that social science students are the most involved in voluntary action, with students of\\u000a natural sciences and humanities in the middle. However, there were very few studies that empirically compared these assertions.\\u000a Furthermore, these assertions were not investigated from

Debbie Haski-Leventhal; Ram A. Cnaan; Femida Handy; Jeffrey L. Brudney; Kristen Holmes; Lesley Hustinx; Chulhee Kang; Meenaz Kassam; Lucas C. P. M. Meijs; Bhagyashree Ranade; Naoto Yamauchi; Anne Birgitta Yeung; Sinisa Zrinscak

2008-01-01

431

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

432

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

433

28 CFR 115.231 - Employee training.  

Code of Federal Regulations, 2012 CFR

... 2012-07-01 false Employee training. 115.231 Section 115...Education § 115.231 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2012-07-01

434

28 CFR 115.331 - Employee training.  

Code of Federal Regulations, 2012 CFR

... 2012-07-01 false Employee training. 115.331 Section 115...Education § 115.331 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2012-07-01

435

28 CFR 115.231 - Employee training.  

Code of Federal Regulations, 2014 CFR

... 2014-07-01 false Employee training. 115.231 Section 115...Education § 115.231 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2014-07-01

436

28 CFR 115.31 - Employee training.  

Code of Federal Regulations, 2012 CFR

... 2012-07-01 false Employee training. 115.31 Section 115...and Education § 115.31 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2012-07-01

437

28 CFR 115.331 - Employee training.  

Code of Federal Regulations, 2013 CFR

... 2013-07-01 false Employee training. 115.331 Section 115...Education § 115.331 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2013-07-01

438

28 CFR 115.231 - Employee training.  

Code of Federal Regulations, 2013 CFR

... 2013-07-01 false Employee training. 115.231 Section 115...Education § 115.231 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2013-07-01

439

28 CFR 115.31 - Employee training.  

Code of Federal Regulations, 2014 CFR

... 2014-07-01 false Employee training. 115.31 Section 115...and Education § 115.31 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2014-07-01

440

28 CFR 115.31 - Employee training.  

Code of Federal Regulations, 2013 CFR

... 2013-07-01 false Employee training. 115.31 Section 115...and Education § 115.31 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2013-07-01

441

28 CFR 115.331 - Employee training.  

Code of Federal Regulations, 2014 CFR

... 2014-07-01 false Employee training. 115.331 Section 115...Education § 115.331 Employee training. (a) The agency shall...employee shall receive additional training if the employee is reassigned from a...

2014-07-01

442

40 CFR 36.640 - Employee.  

Code of Federal Regulations, 2010 CFR

...2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640 Protection of Environment ENVIRONMENTAL PROTECTION...WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee...

2010-07-01

443

38 CFR 48.640 - Employee.  

Code of Federal Regulations, 2010 CFR

...2010-07-01 2010-07-01 false Employee. 48.640 Section 48.640 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee...

2010-07-01

444

15 CFR 29.640 - Employee.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640 Commerce and Foreign Trade Office of the Secretary...WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee...

2010-01-01

445

32 CFR 26.640 - Employee.  

Code of Federal Regulations, 2010 CFR

...2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense Department of Defense OFFICE...WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee...

2010-07-01

446

Hsp90 Inhibition Decreases Mitochondrial Protein Turnover  

PubMed Central

Background Cells treated with hsp90 inhibitors exhibit pleiotropic changes, including an expansion of the mitochondrial compartment, accompanied by mitochondrial fragmentation and condensed mitochondrial morphology, with ultimate compromise of mitochondrial integrity and apoptosis. Findings We identified several mitochondrial oxidative phosphorylation complex subunits, including several encoded by mtDNA, that are upregulated by hsp90 inhibitors, without corresponding changes in mRNA abundance. Post-transcriptional accumulation of mitochondrial proteins observed with hsp90 inhibitors is also seen in cells treated with proteasome inhibitors. Detailed studies of the OSCP subunit of mitochondrial F1F0-ATPase revealed the presence of mono- and polyubiquitinated OSCP in mitochondrial fractions. We demonstrate that processed OSCP undergoes retrotranslocation to a trypsin-sensitive form associated with the outer mitochondrial membrane. Inhibition of proteasome or hsp90 function results in accumulation of both correctly targeted and retrotranslocated mitochondrial OSCP. Conclusions Cytosolic turnover of mitochondrial proteins demonstrates a novel connection between mitochondrial and cytosolic compartments through the ubiquitin-proteasome system. Analogous to defective protein folding in the endoplasmic reticulum, a mitochondrial unfolded protein response may play a role in the apoptotic effects of hsp90 and proteasome inhibitors. PMID:17957250

Margineantu, Daciana H.; Emerson, Christine B.; Diaz, Dolores; Hockenbery, David M.

2007-01-01

447

RECRUITING AND TRAINING EMPLOYEES  

Microsoft Academic Search

Swine producers are implementing recruiting and training programs in response to a changing labour market. Competing industries are increasingly tempting our workers with wages, incentives and air-conditioned work environments. Finding, hiring, and retaining the best employees on hog farms in Ontario is becoming a number one priority. A number of recruiting and training best practices can be applied to the

Carole Gumprich

448

Managing Employee Assistance Programmes.  

ERIC Educational Resources Information Center

Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

Schmidenberg, Olive C.; Cordery, John L.

1990-01-01

449

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

450

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

451

Managing Talent Employee journey  

E-print Network

jobs and companies) Different and new skills required for a digital world Employees will want that aren't working Creativity is the lifeblood of our organisation · I am brave and try new things · I Communication becomes 24/7 Ageing population Disruptive world #12;Fortune Worlds Most Admired Companies

Reading, University of

452

CLASSIFIED EMPLOYEE RECOGNITION AWARD  

E-print Network

Baird, Lundquist College of Business Group Recognition: Raphelle Allison, Beki Holbrook, Lisa Montgomery Patty Valenzuela #12;2007 CLASSIFIED EMPLOYEE RECOGNITION AWARD Mandy Chong Doug Clegg and Kathy Mangold Hathcock Doug Hodson C. J. Nelson Donna Williamson OFFICER OF ADMINISTRATION RECOGNITION AWARD Stephanie

Oregon, University of

453

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

454

Assessing Employee Performance.  

ERIC Educational Resources Information Center

This document contains four symposium papers on assessing employee performance. In "Influence of Liking and Similarity on Multi-rater Proficiency Ratings of Managerial Competencies" (Reid A. Bates), the pattern of correlations identified between raters, independent variables, and different competencies suggests that raters may react differently to…

1999

455

Violence Affecting School Employees.  

ERIC Educational Resources Information Center

A review of the literature shows significant violence (both physical and verbal threats) in schools in the United States (U.S.). Almost all of the studies focus on violence by students and against students. There is very limited information about violence involving employees in the schools even though teachers are three times more likely to be…

Kondrasuk, Jack N.; Greene, Thomas; Waggoner, Jacqueline; Edwards, Kristen; NaYak-Rhodes, Aradhana

2005-01-01

456

Assessing Employee Skills.  

ERIC Educational Resources Information Center

This document contains four papers from a symposium on assessing employee skills. "Bridging the Training Gap: Identifying Work Place Transferable Skills Needs in Manufacturing Organizations in East Central Minnesota" (K. Peter Kuchinke, James M. Brown, Howie Anderson, Joe Hobson) reports a study of a workplace education program in rural Minnesota…

1997

457

Employee Name: Supervisor  

E-print Network

attach additional pages if necessary Academic Researcher Performance Appraisal (To Be Completed AnnuallyEmployee Name: Supervisor: Date of the last formal performance appraisal meeting with supervisor of the formal performance appraisal meeting. Please report below, and comment on the tasks you have contributed

Goldberg, Bennett

458

Employees' Privacy: The Limitations.  

ERIC Educational Resources Information Center

An elementary school teacher from Worcester, Massachusetts, was reprimanded and received a two-day suspension and a series of involuntary transfers after being reluctant to turn a case study (done for a college class) of a disturbed student in to her principal. Rights of privacy of public employees are discussed and Supreme Court decision in…

Zirkel, Perry A.; Gluckman, Ivan B.

1987-01-01

459

The NOW Employee.  

ERIC Educational Resources Information Center

The focus of this book is the relationship between the new generation of young people and the world of work. Basically the NOW (New Orientation to Work) employee views work as a means of self-actualization instead of merely a vehicle to economic security. The group under discussion is composed of those persons born between 1944 and 1951 who have…

Nadler, David

460

Food Service Employee.  

ERIC Educational Resources Information Center

This course of study for the food service employee is one of a series available for use by teacher- coordinators and students in Grade 11 and 12 home economics cooperative education programs. Based on job analysis interviews with food service personnel, it was prepared by teachers and Instructional Materials Center staff, field-tested, and revised…

Texas Tech. Univ., Lubbock. School of Home Economics.

461

Interaction of poststroke voluntary effort and functional neuromuscular electrical stimulation.  

PubMed

Functional electrical stimulation (FES) may be able to augment functional arm and hand movement after stroke. Poststroke neuroprostheses that incorporate voluntary effort and FES to produce the desired movement must consider how forces generated by voluntary effort and FES combine, even in the same muscle, in order to provide an appropriate level of stimulation to elicit the desired assistive force. The goal of this study was to determine whether the force produced by voluntary effort and FES add together independently of effort or whether the increment in force depends on the level of voluntary effort. Isometric force matching tasks were performed under different combinations of voluntary effort and FES. Participants reached a steady level of force, and while attempting to maintain a constant effort level, FES was applied to augment the force. Results indicate that the increment in force produced by FES decreases as the level of initial voluntary effort increases. Potential mechanisms causing the change in force output are proposed, but the relative contribution of each mechanism is unknown. PMID:23516086

Makowski, Nathaniel; Knutson, Jayme; Chae, John; Crago, Patrick

2013-01-01

462

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

463

Employee Training: An International Perspective  

Microsoft Academic Search

Canada’s training effort relative to the rest of the IALS countries, measured in terms of hours of training per employee, was found to be average. The average employee in Canada received 44 hours of training in 1994, similar to the hours of training per employee in Switzerland, the United States and Germany. However, Canada’s training effort was considerably less than

Constantine Kapsalis

1997-01-01

464

STUDENT EMPLOYEE EVALUATION HUMAN RESOURCES  

E-print Network

or her performance. Student Name: Date of Review: Department: Dates of Employment: 1. Attendance AboveSTUDENT EMPLOYEE EVALUATION HUMAN RESOURCES Employee Support Services | One Washington Square | San, or at the end of the work assignment, use this form to provide each student employee with an evaluation of his

Eirinaki, Magdalini

465

UCSD HEALTH SCIENCES NEW EMPLOYEE  

E-print Network

- You will receive one performance evaluation annually. The evaluation of each employee shall be based at 50% time or more during which time the employee's work performance and general suitability for University employment will be evaluated. An employee's probationary period may be extended for up to three

Gleeson, Joseph G.

466

Organizational Change and Employee Stress  

Microsoft Academic Search

This article analyzes the relationship between organizational change and employee health. It illuminates the potentially negative outcomes of change at the level of the employee. In addition, it relates to the ongoing debate over how employees react to and respond to organizational change. I hypothesize that change increases the risk of negative stress, and I test this hypothesis using a

Michael S. Dahl

2011-01-01

467

Monetary reward speeds up voluntary saccades  

PubMed Central

Past studies have shown that reward contingency is critical for sensorimotor learning, and reward expectation speeds up saccades in animals. Whether monetary reward speeds up saccades in human remains unknown. Here we addressed this issue by employing a conditional saccade task, in which human subjects performed a series of non-reflexive, visually-guided horizontal saccades. The subjects were (or were not) financially compensated for making a saccade in response to a centrally-displayed visual congruent (or incongruent) stimulus. Reward modulation of saccadic velocities was quantified independently of the amplitude-velocity coupling. We found that reward expectation significantly sped up voluntary saccades up to 30°/s, and the reward modulation was consistent across tests. These findings suggest that monetary reward speeds up saccades in human in a fashion analogous to how juice reward sped up saccades in monkeys. We further noticed that the idiosyncratic nasal-temporal velocity asymmetry was highly consistent regardless of test order, and its magnitude was not correlated with the magnitude of reward modulation. This suggests that reward modulation and the intrinsic velocity asymmetry may be governed by separate mechanisms that regulate saccade generation. PMID:24994970

Chen, Lewis L.; Chen, Y. Mark; Zhou, Wu; Mustain, William D.

2014-01-01

468

Quantitative Interpretation of the Randomness in Single Enzyme Turnover Times  

E-print Network

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 generalizations could ...

Yang, Seongeun

469

Autoradiographic imaging of phosphoinositide turnover in the brain  

SciTech Connect

With ({sup 3}H)cytidine as a precursor, phosphoinositide turnover can be localized in brain slices by selective autoradiography of the product ({sup 3}H)cytidine diphosphate diacylglycerol, which is membrane-bound. In the cerebellum, glutamatergic stimulation elicits an increase of phosphoinositide turnover only in Purkinje cells and the molecular layer. In the hippocampus, both glutamatergic and muscarinic cholinergic stimulation increase phosphoinositide turnover, but with distinct localizations. Cholinergic stimulation affects CA1, CA3, CA4, and subiculum, whereas glutamatergic effects are restricted to the subiculum and CA3. Imaging phosphoinositide turnover in brain slices, which are amenable to electrophysiologic studies, will permit a dynamic localized analysis of regulation of this second messenger in response to synaptic stimulation of specific neuronal pathways.

Hwang, P.M.; Bredt, D.S.; Snyder, S.H. (Johns Hopkins Univ. School of Medicine, Baltimore, MD (USA))

1990-08-17

470

Turnover intention among new nurses: a generational perspective.  

PubMed

With the current nursing shortage, it is crucial to understand the aspects of the nursing work environment that are related to turnover in new generation nurses. The Practice Environment Scale of the Nursing Work Index was administered to new nurses in Quebec from different generations to determine what domains of the work environment were related to turnover intention. Results can help nurses in leadership and development positions target interventions to retain new graduates. PMID:21263280

Lavoie-Tremblay, Melanie; Paquet, Maxime; Marchionni, Caroline; Drevniok, Ulrika

2011-01-01

471

Service Employee Performance: Its Components and Antecedents  

Microsoft Academic Search

Service employees are brand champions when their frontline performance supports the brand message. Conversely, employees are brand saboteurs when their performance detracts from the brand. This article explores frontline employees’ attitudes about their service performance. Findings from a study of 956 employees in Irish retail banking and grocery firms indicate that employee performance has multiple components. We reveal employee attitudes

Elaine Wallace; Leslie De Chernatony

2009-01-01

472

Impacts of fine root turnover on forest NPP and soil C sequestration potential  

Microsoft Academic Search

Estimates of forest net primary production (NPP) demand accurate estimates of root production and turnover. We assessed root turnover with the use of an isotope tracer in two forest free-air carbon dioxide enrichment experiments. Growth at elevated carbon dioxide did not accelerate root turnover in either the pine or the hardwood forest. Turnover of fine root carbon varied from 1.2

Roser Matamala; Miquel A. Gonzalez-Meler; Julie D. Jastrow; Richard J. Norby; William H. Schlesinger

2003-01-01

473

LSU SYSTEM VOLUNTARY BENEFITS ENROLLMENT/CHANGE FORM  

E-print Network

SSN Gender DOB Address if different from employee Mailing Address City State Zip Code ***LIST Last Name First Name MI SSN Gender DOB Address if different from employee Mailing Address City State you would like to enroll in or make changes to. All Employee and applicable Dependent sections must

474

Factors impacting intention to leave in social workers and child care workers employed at voluntary agencies  

Microsoft Academic Search

IntroductionTo ameliorate high turnover in child welfare, researchers have attempted to identify factors that lead to undesirable turnover. While this has been studied extensively, little attention has been paid to turnover based upon job roles. Like social workers in child welfare, the field of child care also experiences high turnover. Child care workers employed in child welfare settings are no

Wendy Schudrich; Charles Auerbach; Junqing Liu; Gretta Fernandes; Brenda McGowan; Nancy Claiborne

475

Voluntary dehydration and alliesthesia for water.  

PubMed

The purpose of this experiment was to explore the complex relationship between fluid consumption and consumption factors (thirst, voluntary dehydration, water alliesthesia, palatability, work-rest cycle) during a simulated 14.5-km desert walk (treadmill, 1.34 m X s-1, 5% grade, 40 degrees C dry bulb/26 degrees C wet bulb, and wind speed of approximately 1.2 m X s-1). Twenty-nine subjects were tested (30 min X h-1, 6 h) on each of two nonconsecutive days. The subjects were randomly assigned to one of three groups: tap water (n = 8), iodine-treated tap water (n = 11), or iodine-treated flavored tap water (n = 10). The temperature of the water was 40 degrees C during one trial and 15 degrees C on the other. Mean sweat losses (6 h) varied between 1.4 kg (warm iodine-treated; 232 +/- 44 g X h-1) and 3.0 kg (cool iodine-treated flavored; 509 +/- 50 g X h-1). Warm drinks were consumed at a lower rate than cool drinks (negative and positive alliesthesia). This decreased consumption resulted in the highest percent body weight losses (2.8 and 3.2%). Cooling and flavoring effects on consumption were additive and increased the rate of intake by 120%. The apparent paradox between reduced consumption concomitant with severe dehydration and hyperthermia is attributed to negative alliesthesia for warm water rather than an apparent inadequacy of the thirst mechanism. The reluctance to drink warm iodine-treated water resulted in significant hyperthermia, dehydration, hypovolemia, and, in two cases, heat illness. PMID:6490470

Hubbard, R W; Sandick, B L; Matthew, W T; Francesconi, R P; Sampson, J B; Durkot, M J; Maller, O; Engell, D B

1984-09-01

476

Voluntary organizations in development in South Asia.  

PubMed

The governments of South Asian countries have become aware of the substantial role that nongovernment organizations (NGOs) or voluntary agencies can play in rural development and other nation building activities. Although private agencies cannot substitute for government programs, there is general consensus that NGOs use development funds more efficiently and innovatively than government programs. NGOs in Bangladesh, India, and Pakistan exemplify the influence these organizations have on development in South Asia. The Lutheran World Service in Bangladesh, a foreign origin NGO, has branched out from its original aim of providing relief and war rehabilitation to give skills training and technical assistance to the poor. The Bangladesh Rural Advancement Committee, an indigenous NGO, works for the well-being and self-reliance of the landless poor, those with very small farms, and women. NGOs in Bangladesh have been especially innovative in developing methods to encourage self-help, such as local organization and credit, which are often combined with training in practical skills, literacy, nutrition, and family planning. Present NGO activity in India is dominated by the Gandhian tradition. There is a potential conflict between the philosophy of the NGO's in terms of building on the people's felt needs from the bottom up and the tendency of government agencies to want to plan for the people. In Pakistan, the concept of development-oriented NGOs is recent and not yet strong, although the government has adopted a policy of routing funds from government and from bilateral donor agencies through NGOs in 2 areas--family planning and women's welfare. The chief limitation of NGOs is their scope, meaning that the major burden of the development process rests on government agencies. PMID:12269041

Maloney, C

1987-01-01

477

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

478

A case study into labour turnover within an NHS Trust.  

PubMed

This paper investigates turnover in a British NHS Trust, to find out why staff left and whether factors identified in the literature with regards to improving turnover were pertinent to the organization. The research also investigated staff groups with high turnover--staff with less than 12 months service, and the unqualified nursing staff group--to ascertain whether there were any reasons for leaving or areas of dissatisfaction particular to these groups. The outcomes of the research complied with much of the published research with some interesting differences. The main reasons for leaving were identified as moving house, promotion or career development and taking up education and training opportunities elsewhere. There was no evidence of 'level of pay', commonly given as a significant influence behind turnover, as a reason for leaving. It was also found that the retention strategies identified in the published research were mainly applicable to the research, with evidence to support the improvement of line management skills, training and development, career development, appraisal, communications and induction in order to reduce turnover. There was less evidence for introducing work-life balance policies, improving communications, pay and working relationships as retention strategies. Recommendations for future management of labour turnover within the NHS Trust and elsewhere are made, with observations about the validity of some existing models. The core contribution of this research is in adding to the body of knowledge about labour turnover issues. This is of value to those working in the UK health-care and wider public sector. Specific recommendations for future research are made. PMID:17270063

Bamford, David; Hall, Catherine

2007-02-01

479

Protein turnover methods in single-celled organisms: dynamic SILAC.  

PubMed

Early achievements in proteomics were qualitative, typified by the identification of very small quantities of proteins. However, as the subject has developed, there has been a pressure to develop approaches to define the amounts of each protein--whether in a relative or an absolute sense. A further dimension to quantitative proteomics embeds the behavior of each protein in terms of its turnover. Virtually every protein in the cell is in a dynamic state, subject to continuous synthesis and degradation, the relative rates of which control the expansion or the contraction of the protein pool, and the absolute values of which dictate the temporal responsiveness of the protein pool. Strategies must therefore be developed to assess the turnover of individual proteins in the proteome. Because a protein can be turning over rapidly even when the protein pool is in steady state, the only acceptable approach to measure turnover is to use metabolic labels that are incorporated or lost from the protein pool as it is replaced. Using metabolic labeling on a proteome-wide scale in turn requires metabolic labels that contain stable isotopes, the incorporation or loss of which can be assessed by mass spectrometry. A typical turnover experiment is complex. The choice of metabolic label is dictated by several factors, including abundance in the proteome, metabolic redistribution of the label in the precursor pool, and the downstream mass spectrometric analytical protocols. Key issues include the need to control and understand the relative isotope abundance of the precursor, the optimization of label flux into and out of the protein pool, and a sampling strategy that ensures the coverage of the greatest range of turnover rates. Finally, the informatics approaches to data analysis will not be as straightforward as in other areas of proteomics. In this chapter, we will discuss the principles and practice of workflow development for turnover analysis, exemplified by the development of methodologies for turnover analysis in the model eukaryote Saccharomyces cerevisiae. PMID:21863488

Claydon, Amy J; Beynon, Robert J

2011-01-01

480

Market Brief: Status of the Voluntary Renewable Energy Certificate Market (2011 Data)  

SciTech Connect

This report documents the status and trends of U.S. 'voluntary' markets -- those in which consumers and institutions purchase renewable energy to match their electricity needs on a voluntary basis. Voluntary REC markets continue to exhibit growth and spur renewable energy development. Voluntary green power markets provide an additional revenue stream for renewable energy projects and raise consumer awareness of the benefits of renewable energy. Although a full estimate of the size of the voluntary market is not available for 2011, this review uses indicative metrics to capture 2011 voluntary market trends.

Heeter, J.; Armstrong, P.; Bird, L.

2012-09-01

481

Employee recruitment: using behavioral assessments as an employee selection tool.  

PubMed

The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort. PMID:17938588

Collins, Sandra K

2007-01-01

482

TUITION WAIVER APPLICATION SECTION A: TO BE COMPLETED BY EMPLOYEE  

E-print Network

TUITION WAIVER APPLICATION SECTION A: TO BE COMPLETED BY EMPLOYEE EMPLOYEE INFORMATION Employee Number ________________ Employee ID Number _____________________ Student ID Number _____________________ Employee Group APSA CUPE Faculty Poly Party Other (specify) _________ Relationship to Employee (Spouse

483

University of Connecticut Health Center Employee Tuition Reimbursement Request  

E-print Network

_________________________________ Employee SSN #___________________________________ Employee Job TitleUniversity of Connecticut Health Center Employee Tuition Reimbursement Request for University Health Professionals and Managerial/Confidential Employees Part I. EMPLOYEE'S INFORMATION: Employee Name

Oliver, Douglas L.

484

Slide 2 What is the Office of Employee Assistance Services? The Office of Employee Assistance Services incorporates several employee services  

E-print Network

Assistance Services represents a commitment by FSU to improve the well being of its employees throughSlide 2 What is the Office of Employee Assistance Services? The Office of Employee Assistance Services incorporates several employee services including the Employee Assistance Program (EAP

Weston, Ken

485

Final voluntary release assessment/corrective action report  

SciTech Connect

The US Department of Energy, Carlsbad Area Office (DOE-CAO) has completed a voluntary release assessment sampling program at selected Solid Waste Management Units (SWMUs) at the Waste Isolation Pilot Plant (WIPP). This Voluntary Release Assessment/Corrective Action (RA/CA) report has been prepared for final submittal to the Environmental protection Agency (EPA) Region 6, Hazardous Waste Management Division and the New Mexico Environment Department (NMED) Hazardous and Radioactive Materials Bureau to describe the results of voluntary release assessment sampling and proposed corrective actions at the SWMU sites. The Voluntary RA/CA Program is intended to be the first phase in implementing the Resource Conservation and Recovery Act (RCRA) Facility Investigation (RFI) and corrective action process at the WIPP. Data generated as part of this sampling program are intended to update the RCRA Facility Assessment (RFA) for the WIPP (Assessment of Solid Waste Management Units at the Waste Isolation Pilot Plant), NMED/DOE/AIP 94/1. This Final Voluntary RA/CA Report documents the results of release assessment sampling at 11 SWMUs identified in the RFA. With this submittal, DOE formally requests a No Further Action determination for these SWMUs. Additionally, this report provides information to support DOE`s request for No Further Action at the Brinderson and Construction landfill SWMUs, and to support DOE`s request for approval of proposed corrective actions at three other SWMUs (the Badger Unit Drill Pad, the Cotton Baby Drill Pad, and the DOE-1 Drill Pad). This information is provided to document the results of the Voluntary RA/CA activities submitted to the EPA and NMED in August 1995.

NONE

1996-11-12

486

Voluntary vs directed siting -- or somewhere in-between?  

SciTech Connect

Waste siting gridlock in the United States and Canada has led to experimentation with voluntary and hybrid or ``mixed mode`` siting. We review nuclear and hazardous waste voluntary siting (VS) results for selected cases in the U.S, and Canada. Findings indicate that VS is not a panacea, but that current siting efforts are inadequate tests of its potential. We suggest trials of improved VS protocols and more effort on hybrid approaches in which the developer chooses the site but is required to reach agreement on conditions with local stakeholders. Mixed mode siting may be better suited to the US context and its three-tiered governmental system.

Peelle, E.B.

1994-04-01

487

A problem for the idea of voluntary euthanasia.  

PubMed

I question whether, in those cases where physician-assisted suicide is invoked to alleviate unbearable pain and suffering, there can be such a thing as voluntary euthanasia. The problem is that when a patient asks to die under such conditions there is good reason to think that the decision to die is compelled by the pain, and hence not freely chosen. Since the choice to die was not made freely it is inadvisable for physicians to act in accordance with it, for this may be contrary to the patient's genuine wishes. Thus, what were thought to be cases of voluntary euthanasia might actually be instances of involuntary euthanasia. PMID:10390679

Campbell, N

1999-06-01

488

To establish disciplinary procedures for professional employees, those employees designated as "other academic"  

E-print Network

PURPOSE To establish disciplinary procedures for professional employees, those employees designated as "other academic" in relation to employment practices and classified employees. DEFINITIONS Appointing disciplinary action taken against Civil Service employees. At LSU, the Appointing Authorities are the President

Harms, Kyle E.

489

Entomology IIPP Appendix F. NEW EMPLOYEE SAFETY TRAINING Employee Name: ___________________________ Lab PI  

E-print Network

Entomology IIPP Appendix F. NEW EMPLOYEE SAFETY TRAINING Employee Name: ___________________________ Lab PI: Date of training: DEPARTMENT OF ENTOMOLOGY INITIAL SAFETY TRAINING FOR NEW EMPLOYEES Training Materials and Safety Forms. Employee must read and understand Chemical Lab Safety Manual ! Explain

Ishida, Yuko

490

A national industrial health service on a voluntary basis.  

PubMed

In Norway-a country with a population of about 3.2 million-the largest occupational group is employed in manufacturing and trade, which accounted for a total of 480 000 individuals in 1946. Most industries are small, only about 100 firms having more than 500 workers. As industry developed, there arose an increasing need for organizing a special plant health service, with the aim of protecting and promoting the health of the workers.Certain regulations were worked out, and in 1945 a general agreement was made between the Norwegian Medical Association, the Norwegian Employers' Association, and the Norwegian Federation of Labour; a tripartite body was then formed, the Board of Industrial Health Service, to give information and advice to industries. This plant health service is based on voluntary mutual agreement and not on legislation.All expenses for the plant health service are met by the industry itself. In firms with no special occupational health problems, the physician works one hour per week per 100 workers; in firms with special problems, two hours. The duties of the plant physician consist in giving the employees pre-employment and periodical health examinations, and health guidance, and carrying out other preventive measures. First aid, treatment for occupational diseases not requiring absence from work, and treatment of certain minor ailments are the only forms of therapy given at the plant. Workers in need of further medical treatment are referred to general practitioners or hospitals. Absenteeism is recorded in a uniform way in all industries that have joined this industrial health service. The plant physician has to submit an annual report on his work to the Board of Industrial Health Service.This system of industrial health service has given very good results. In 1953, 653 plants were participating with about 186 000 workers. About 260 active plant physicians are to be found in Norway at present, most of them working on a part-time basis. The cost of this service is about 20-30 Norwegian kroner (3-4 US dollars) per worker per year.There is co-operation and co-ordination between the industrial health services and the public health services. Many local public health officers work as part-time industrial physicians, and many industrial physicians co-operate closely with the local boards of health, especially in the field of tuberculosis control.The special form of industrial health service adopted in Norway has sprung out of the particular situation there, which made possible the establishment of an industrial health service without danger of weakening the medical services as a whole. Any lack of physicians would have prevented the creation of this service, and the system is therefore not to be recommended for a country with a shortage of physicians. The geographical extent of Norway and the difficult communications in many places have necessitated the delegation of preventive health work mainly to the private physicians, the health centres and institutes playing but a small part in such work. PMID:13276821

NATVIG, H

1955-01-01

491

8 CFR 240.25 - Voluntary departure-authority of the Service.  

Code of Federal Regulations, 2010 CFR

...departure after proceedings have commenced, it may either: (1) Join in a motion to terminate the proceedings, and if the proceedings are terminated, grant voluntary departure; or (2) Join in a motion asking the immigration judge to permit voluntary...

2010-01-01

492

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

Code of Federal Regulations, 2010 CFR

...voluntary supervisory conversion? A majority of your board of directors must adopt a plan of...include all of the following information in your plan of voluntary supervisory conversion. (a) Your name and address. (b) The name,...

2010-01-01

493

15 CFR 9.4 - Development of voluntary energy conservation specifications.  

Code of Federal Regulations, 2013 CFR

...false Development of voluntary energy conservation specifications. 9.4 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.4 Development of voluntary energy conservation specifications. (a) The...

2013-01-01

494

15 CFR 9.4 - Development of voluntary energy conservation specifications.  

Code of Federal Regulations, 2010 CFR

...false Development of voluntary energy conservation specifications. 9.4 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.4 Development of voluntary energy conservation specifications. (a) The...

2010-01-01

495

15 CFR 9.4 - Development of voluntary energy conservation specifications.  

Code of Federal Regulations, 2012 CFR

...false Development of voluntary energy conservation specifications. 9.4 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.4 Development of voluntary energy conservation specifications. (a) The...

2012-01-01

496

15 CFR 9.4 - Development of voluntary energy conservation specifications.  

Code of Federal Regulations, 2011 CFR

...false Development of voluntary energy conservation specifications. 9.4 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.4 Development of voluntary energy conservation specifications. (a) The...

2011-01-01

497

15 CFR 9.8 - Amendment or revision of voluntary energy conservation specifications.  

Code of Federal Regulations, 2010 CFR

...Amendment or revision of voluntary energy conservation specifications. 9.8 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.8 Amendment or revision of voluntary energy conservation specifications. The...

2010-01-01

498

15 CFR 9.4 - Development of voluntary energy conservation specifications.  

Code of Federal Regulations, 2014 CFR

...false Development of voluntary energy conservation specifications. 9.4 Section...APPLIANCES AND EQUIPMENT TO EFFECT ENERGY CONSERVATION § 9.4 Development of voluntary energy conservation specifications. (a) The...

2014-01-01

499

7 CFR Exhibit E to Subpart A of... - Voluntary National Model Building Codes  

Code of Federal Regulations, 2011 CFR

... false Voluntary National Model Building Codes E Exhibit E to Subpart...1924—Voluntary National Model Building Codes The following documents address the health and safety aspects of buildings and related structures and are...

2011-01-01

500

7 CFR Exhibit E to Subpart A of... - Voluntary National Model Building Codes  

Code of Federal Regulations, 2013 CFR

... false Voluntary National Model Building Codes E Exhibit E to Subpart...1924—Voluntary National Model Building Codes The following documents address the health and safety aspects of buildings and related structures and are...

2013-01-01