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Sample records for voluntary employee turnover

  1. Voluntary Turnover and Women Administrators in Higher Education

    ERIC Educational Resources Information Center

    Jo, Victoria H.

    2008-01-01

    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…

  2. Attitudes toward Money, Intrinsic Job Satisfaction, and Voluntary Turnover.

    ERIC Educational Resources Information Center

    Tang, Thomas Li-Ping; Tang, Theresa Li-Na

    A study was conducted to determine whether employees' attitudes toward money (money ethic endorsement) moderates the relationships between intrinsic job satisfaction on the one hand and thoughts of withdrawal and voluntary turnover on the other. Data were collected from workers in the Department of Mental Health and Mental Retardation in a…

  3. Retaining your high performers: moderators of the performance-job satisfaction-voluntary turnover relationship.

    PubMed

    Nyberg, Anthony

    2010-05-01

    Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance-voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance-voluntary turnover relationship and that they work independently of employee job satisfaction influences. PMID:20476825

  4. The right friends in the right places: Understanding network structure as a predictor of voluntary turnover.

    PubMed

    Ballinger, Gary A; Cross, Rob; Holtom, Brooks C

    2016-04-01

    Research examining the relationship between social networks and employee retention has focused almost exclusively on the number of direct links and generally found that having more ties decreases the likelihood of turnover. The present research moves beyond simple measures of network centrality to investigate the relationship between 2 additional, and theoretically distinct, facets of social capital and voluntary turnover. In 2 organizations, we found consistent evidence of a negative relationship between reputation, as measured by relationships with highly sought-out others (incoming eigenvector centrality) and voluntary turnover. Further, we found that the negative relationship between brokerage (structural holes) and turnover is significant, but only for higher-level employees. The theoretical and practical implications of expanding the suite of social capital measures to understand voluntary turnover are discussed. (PsycINFO Database Record PMID:26595755

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

    ERIC Educational Resources Information Center

    Abston, Kristie A.; Kupritz, Virginia W.

    2011-01-01

    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…

  6. Predicting Employee Turnover from Communication Networks.

    ERIC Educational Resources Information Center

    Feeley, Thomas H.; Barnett, George A.

    1997-01-01

    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…

  7. Using Absenteeism and Performance To Predict Employee Turnover: Early Detection through Company Records.

    ERIC Educational Resources Information Center

    Morrow, Paula C.; McElroy, James C.; Laczniak, Kathleen S.; Fenton, James B.

    1999-01-01

    Results of a comparison of 113 insurance company employees who left voluntarily with 113 who stayed supported a relationship between absenteeism, performance ratings, and voluntary turnover. There was no significant interaction effect. (SK)

  8. Re-Examining the Relationship between Age and Voluntary Turnover

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  9. Employee Turnover: An Empirical and Methodological Assessment.

    ERIC Educational Resources Information Center

    Muchinsky, Paul M.; Tuttle, Mark L.

    1979-01-01

    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…

  10. Employee Turnover: Evidence from a Case Study.

    ERIC Educational Resources Information Center

    Borland, Jeff

    1997-01-01

    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…

  11. Commitment Profiles and Employee Turnover

    ERIC Educational Resources Information Center

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

    2013-01-01

    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…

  12. Occupational stress and employee turnover.

    PubMed

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

    2013-01-01

    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

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

    ERIC Educational Resources Information Center

    Becker, William J.; Cropanzano, Russell

    2011-01-01

    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…

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

    PubMed Central

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

    2014-01-01

    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

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

    PubMed

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

    2014-06-01

    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

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

    ERIC Educational Resources Information Center

    Blau, Gary

    2007-01-01

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

  17. Cusp catastrophe model of employee turnover.

    PubMed

    Sheridan, J E; Abelson, M A

    1983-09-01

    A cusp catastrophe model is developed to explain job turnover of nursing employees. The temporal dynamics of the catastrophe model suggest that leavers experience lower organization commitment than do stayers prior to termination. Leavers' perceptions of job tension and commitment appear to cross the threshold levels prior to the termination dates. PMID:10262614

  18. A Ministudy of employee turnover in US hospitals.

    PubMed

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

    2015-01-01

    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

  19. Employee Turnover among Full-time Public Librarians.

    ERIC Educational Resources Information Center

    Rubin, Richard

    1989-01-01

    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)

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

    PubMed

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

    2009-07-01

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

  1. Addressing employee turnover and retention: keeping your valued performers.

    PubMed

    McConnell, Charles R

    2011-01-01

    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

  2. Employee Turnover in the Federal Government. A Special Study.

    ERIC Educational Resources Information Center

    Musell, R. Mark

    A study of employee turnover in the Federal government showed that in 1984, about 195,000 full-time, nonpostal Federal workers with permanent appointments left Federal jobs or transferred to other Federal agencies--representing a turnover rate of 11.5 percent. The turnover was about three percentage points higher for white-collar workers than for…

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

    PubMed

    Becker, William J; Cropanzano, Russell

    2011-03-01

    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

  4. How Multiple Interventions Influenced Employee Turnover: A Case Study.

    ERIC Educational Resources Information Center

    Hatcher, Timothy

    1999-01-01

    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)

  5. Quality of Working Life: An Antecedent to Employee Turnover Intention

    PubMed Central

    Mosadeghrad, Ali Mohammad

    2013-01-01

    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 employees’ turnover. PMID:24596835

  6. A model of voluntary turnover among hospital CEOs.

    PubMed

    Weil, P A; Kimball, P A

    1995-01-01

    This study examines factors contributing to hospital CEOs' voluntary decisions to leave their positions in 1990. Using a longitudinal design, we contrast 49 leavers with 1,362 stayers. We view turnover as influenced by both "push" factors that promote leaving (dissatisfaction with the position) and "hump" factors that need to be overcome (the cost of job change). Push factors giving rise to dissatisfaction include lower compensation, the predecessor's termination, and value incongruity between the CEO and the hospital. Testing the impact of key variables from Fiedler's contingency theory of leadership, we show that task-oriented leaders are relatively less satisfied when compared with relationship-oriented leaders. CEOs also express less satisfaction in low-situational control settings, a measure heavily influenced by perceived inadequate support from medical staff and subordinates. "Hump" factors that deterred leaving included family-related obstacles such as spouse's work or children's school, features mentioned most often by younger CEOs. The study suggests that boards should structure competitively paid positions with opportunities to generate support from the medical staff and subordinates. Recruiters for CEO positions are apprised of the importance of nonwork features in CEOs' willingness to consider new positions. PMID:10144896

  7. Employee Development and Turnover Intention: Theory Validation

    ERIC Educational Resources Information Center

    Rahman, Wali; Nas, Zekeriya

    2013-01-01

    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…

  8. Turnover intentions and voluntary turnover: the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion.

    PubMed

    Allen, David G; Weeks, Kelly P; Moffitt, Karen R

    2005-09-01

    This article explores moderators of the relationship between turnover intentions and turnover behavior to better explain why some employees translate intentions into behavior and other employees do not. Individual differences in self-monitoring, locus of control, proactive personality, and risk aversion were examined. Results indicate that self-monitoring and risk aversion moderate the intentions-turnover link. Specifically, the relationship between turnover intentions and turnover is stronger for low self-monitors and those lower in risk aversion. Locus of control moderated the relationship in 1 of 2 samples such that the relationship was stronger for those with an internal locus of control. Proactive personality, however, did not directly moderate the relationship between intentions and turnover behaviors. PMID:16162070

  9. Some Determinants of Employee Turnover in a Psychiatric Facility.

    ERIC Educational Resources Information Center

    Zautra, Alex J.; And Others

    1987-01-01

    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…

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

    NASA Astrophysics Data System (ADS)

    Przybelinski, Steven A.

    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.

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

    ERIC Educational Resources Information Center

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

    2012-01-01

    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,…

  12. Employee turnover in community mental health organization: a developmental stages study.

    PubMed

    Ben-Dror, R

    1994-06-01

    The purpose of this study was to examine the reasons for employee turnover in community mental-health residential services, and to determine the relationship of workers' developmental stage to those reasons. Three types of variables were collected in the study: 1) Demographics, including tenure and income; 2) Workers' ratings of their effectiveness, satisfaction, desired responsibility, expectancy of leaving the organization, morale, and competence; 3) Workers' ranking of the most important turnover factors for them, at the time of the study. Other personnel data was compiled by the organization for the use of this study. Significant findings were found in all interest areas of this study. The studied organization reached 50% yearly voluntary turnover, and 72% separation rate for the same year. Workers' stages of development found to have significant relationships with the choices workers would make in their selection of turnover factors. Workers in higher stages of development tended to choose "higher order" turnover factors like rewards and organizational factors. Nevertheless, the most significant factor in a decision to leave a CMH organization was low pay. PMID:8045091

  13. 19 CFR 200.735-114c - Voluntary submission by employees.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 19 Customs Duties 3 2010-04-01 2010-04-01 false Voluntary submission by employees. 200.735-114c Section 200.735-114c Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION EMPLOYEE RESPONSIBILITIES... Voluntary submission by employees. Any employee not required to submit a statement of employment...

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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…

  15. The relationship between South Korean clinical nurses' attitudes toward organizations and voluntary turnover intention: A path analysis.

    PubMed

    Kim, Jong Kyung; Chang, Sun Ju

    2015-08-01

    The purpose of this study was to examine the relationship between attitudes toward their organizations and voluntary turnover intention among South Korean clinical nurses. Data from a total of 312 clinical nurses in six hospitals in South Korea were collected for the study. Both hierarchical multiple regression analysis and path analysis were used to analyse the data. The overall fit of the hypothetical model was good. Voluntary turnover intention was found to have significant direct pathways to job embeddedness and organizational commitment. Organizational commitment and satisfaction with organizational rewards had indirect pathways to voluntary turnover intention through job embeddedness. All variances explained 62.3% of the voluntary turnover intention scores. The findings suggest that greater job embeddedness, organizational commitment and satisfaction with organizational rewards lead to lower voluntary turnover intention among clinical nurses in South Korea. PMID:24666586

  16. 5 CFR 576.103 - Offering Voluntary Separation Incentive Payments to employees.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Offering Voluntary Separation Incentive... CIVIL SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.103 Offering Voluntary Separation Incentive Payments to employees. (a) Agencies may...

  17. 5 CFR 576.103 - Offering Voluntary Separation Incentive Payments to employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Offering Voluntary Separation Incentive... CIVIL SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.103 Offering Voluntary Separation Incentive Payments to employees. (a) Agencies may...

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

    ERIC Educational Resources Information Center

    Zhao, Wei; Zhou, Xueguang

    2008-01-01

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

  19. 26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 7 2011-04-01 2009-04-01 true Voluntary employees' beneficiary associations... Voluntary employees' beneficiary associations; inurement. (a) General rule. No part of the net earnings of an employees' association may inure to the benefit of any private shareholder or individual...

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

    PubMed

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

    2007-07-01

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

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

    ERIC Educational Resources Information Center

    Peterson, Shari L.

    2004-01-01

    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…

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

    PubMed

    Bloom, J R; Alexander, J A; Nuchols, B A

    1992-06-01

    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 area in that both turnover and its determinants are conceptualized at the organizational rather than individual level, thus opening the way for administrative intervention to reduce turnover. The conceptual model is tested using multiple regression techniques on a sample of 435 hospitals. Results suggest that organizational characteristics and environmental conditions are important contributors to turnover. Organizational characteristics are stronger predictors of turnover than are economic factors. PMID:1529379

  3. Computer-Aided Monitoring: Its Influence on Employee Job Satisfaction and Turnover.

    ERIC Educational Resources Information Center

    Chalykoff, John; Kochan, Thomas A.

    1989-01-01

    Developed model for examining impact of computer-aided monitoring on employee-level job satisfaction and turnover propensity. Results from 740 employees showed that, for some employees, negative effects of monitoring were inherent; for others, its negative impact could be mitigated by attention to feedback/performance appraisal processes.…

  4. Constituent attachment and voluntary turnover in low-wage/low-skill service work.

    PubMed

    Ellingson, Jill E; Tews, Michael J; Dachner, Alison M

    2016-01-01

    This paper draws on life stage theory, ethnographic research conducted in the service sector, and evidence for secondary segmentation within the low-wage/low-skill labor force to offer evidence that social bond development with coworkers can help reduce the high rate of turnover observed in low-wage/low-skill service work. Contrary to the belief that these employees will leave before social ties can develop, constituent attachment was found to be the only significant predictor of turnover in 2 samples of front-line service workers in a casual dining, national restaurant chain after controlling for other aspects of work that can create a sense of attachment to a job, and other job attitudes, such as satisfaction and commitment. However, the effect was dependent on developmental life stage. Constituent attachment reduced turnover among workers classified as emerging adults, whereas constituent attachment did little to affect turnover among nonemerging adults. Implications of the results are discussed with respect to the value of considering segmentation in future research on turnover in the service sector and the use of life stage theory for understanding the leaving behavior of workers in different stages of adulthood. PMID:26121092

  5. 78 FR 57818 - Commission Participation and Commission Employee Involvement in Voluntary Standards Activities

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-09-20

    ... Commission Employee Involvement in Voluntary Standards Activities. 54 FR 6646 (Feb. 14, 1989). In 2006, the Commission amended several provisions of part 1031. 71 FR 38754 (July 10, 2006). Among other things, the 2006... the development of voluntary standards (43 FR 19216 (May 4, 1978)). Acknowledging the...

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    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.…

  7. A retrospective analysis of employee turnover in the health care setting.

    PubMed

    Bednar, B; McMullen, N

    1998-02-01

    Significant factors implicated in staff turnover include: variables in organizational structure; employee characteristics; needs and values, and the nature of tasks performed. This article will present the causative factors related to turnover and the conceptual models of the motivational theorists Maslow, Herzberg, Adams, and Mobley. No quantitative or qualitative research could be found on the potential causes of turnover in freestanding dialysis clinics. The staff turnover of a for-profit dialysis company for a 12 month period will be reported by job title, tenure, and level of job satisfaction. PMID:9526369

  8. Employee voice and employee retention.

    PubMed

    Spencer, D G

    1986-09-01

    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

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

    ERIC Educational Resources Information Center

    Ding, Cherng G.; Lin, Chieh-Peng

    2006-01-01

    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:…

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

    PubMed

    Eby, Lillian T; Rothrauff-Laschober, Tanja C

    2012-03-01

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

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

    PubMed Central

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Berry, Mary Lynn; Morris, Michael L.

    2008-01-01

    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.…

  13. A study of the relationship between job satisfaction, organizational commitment and turnover intention among hospital employees.

    PubMed

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

    2008-11-01

    The purpose of this descriptive, co-relational and cross-sectional study was to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees, and their impact on turnover intention at Isfahan Hospitals, Isfahan, Iran, in 2005. Data were collected by the distribution of two questionnaires among 629 employees of these hospitals through a stratified random sampling method. The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization. Employees' job satisfaction and organizational commitment were closely inter-related and correlated with turnover intention (P < 0.001). The positive correlation between the two was expected, but there was also unexpected correlation with turnover intention. This may be due to external factors, such as job market conditions, which may influence perceived opportunities for career advancement elsewhere. The impact of such external factors is outside the scope of this study, but will have to be investigated in further research. As job satisfaction and organizational commitment have strong correlation with turnover, it is very important to reinforce them by applying the right human resource policies. PMID:18957399

  14. Job Embeddedness Demonstrates Incremental Validity When Predicting Turnover Intentions for Australian University Employees.

    PubMed

    Heritage, Brody; Gilbert, Jessica M; Roberts, Lynne D

    2016-01-01

    Job embeddedness is a construct that describes the manner in which employees can be enmeshed in their jobs, reducing their turnover intentions. Recent questions regarding the properties of quantitative job embeddedness measures, and their predictive utility, have been raised. Our study compared two competing reflective measures of job embeddedness, examining their convergent, criterion, and incremental validity, as a means of addressing these questions. Cross-sectional quantitative data from 246 Australian university employees (146 academic; 100 professional) was gathered. Our findings indicated that the two compared measures of job embeddedness were convergent when total scale scores were examined. Additionally, job embeddedness was capable of demonstrating criterion and incremental validity, predicting unique variance in turnover intention. However, this finding was not readily apparent with one of the compared job embeddedness measures, which demonstrated comparatively weaker evidence of validity. We discuss the theoretical and applied implications of these findings, noting that job embeddedness has a complementary place among established determinants of turnover intention. PMID:27199817

  15. Job Embeddedness Demonstrates Incremental Validity When Predicting Turnover Intentions for Australian University Employees

    PubMed Central

    Heritage, Brody; Gilbert, Jessica M.; Roberts, Lynne D.

    2016-01-01

    Job embeddedness is a construct that describes the manner in which employees can be enmeshed in their jobs, reducing their turnover intentions. Recent questions regarding the properties of quantitative job embeddedness measures, and their predictive utility, have been raised. Our study compared two competing reflective measures of job embeddedness, examining their convergent, criterion, and incremental validity, as a means of addressing these questions. Cross-sectional quantitative data from 246 Australian university employees (146 academic; 100 professional) was gathered. Our findings indicated that the two compared measures of job embeddedness were convergent when total scale scores were examined. Additionally, job embeddedness was capable of demonstrating criterion and incremental validity, predicting unique variance in turnover intention. However, this finding was not readily apparent with one of the compared job embeddedness measures, which demonstrated comparatively weaker evidence of validity. We discuss the theoretical and applied implications of these findings, noting that job embeddedness has a complementary place among established determinants of turnover intention. PMID:27199817

  16. Do Employees Leave Just Because They Can? Examining the Perceived Employability-Turnover Intentions Relationship.

    PubMed

    Acikgoz, Yalcin; Sumer, H Canan; Sumer, Nebi

    2016-07-01

    The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce. PMID:27043746

  17. 26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... agreements (with respect to benefits provided by reason of such agreement(s)), to membership in a labor union, or to membership in one or more locals of a national or international labor union. For example.... Employees of a labor union also will be considered to share an employment-related common bond with...

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

    PubMed Central

    Kivimäki, Mika; Vanhala, Anna; Pentti, Jaana; Länsisalmi, Hannakaisa; Virtanen, Marianna; Elovainio, Marko; Vahtera, Jussi

    2007-01-01

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

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

    PubMed

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

    2011-11-01

    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

  20. 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

    2010-07-01

    ..., does that prevent the employee from using the card on a voluntary basis? 301-70.703 Section 301-70.703...-70.703 If we grant an exemption, does that prevent the employee from using the card on a voluntary basis? No, an exemption from use would not prevent the employee from using the Government...

  1. Turnover Intentions of Employees With Informal Eldercare Responsibilities: The Role of Core Self-Evaluations and Supervisor Support.

    PubMed

    Greaves, Claire E; Parker, Stacey L; Zacher, Hannes; Jimmieson, Nerina L

    2015-12-01

    As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and 66 employees from the United States and India (Study 2). Results of Study 1 revealed a resource compensation effect, that is, an inverse relationship between core self-evaluations and turnover intentions when supervisor care support was low. Results of Study 2 extended these findings by demonstrating resource boosting effects. Specifically, there was an inverse relationship between core self-evaluations and subsequent turnover intentions for those with high supervisor work and care support. In addition, employees' satisfaction and emotional exhaustion from their work mediated the inverse relationship between core self-evaluations and subsequent turnover intentions when supervisor work support and care support were high. Overall, these findings highlight the importance of employee- and supervisor-focused intervention strategies in organizations to support informal caregivers. PMID:26738996

  2. Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

    PubMed

    Spector, P E; Jex, S M

    1991-02-01

    Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested. PMID:2016216

  3. 26 CFR 1.501(c)(9)-3 - Voluntary employees' beneficiary associations; life, sick, accident, or other benefits.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... severance pay plan within the meaning of 29 CFR 2510.3-2(b)) and education or training benefits or courses...; life, sick, accident, or other benefits. 1.501(c)(9)-3 Section 1.501(c)(9)-3 Internal Revenue INTERNAL...) Exempt Organizations § 1.501(c)(9)-3 Voluntary employees' beneficiary associations; life, sick,...

  4. 5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... conversion to the Senior Executive Service. 317.303 Section 317.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status of employees who decline voluntary conversion to the...

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

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... conversion to the Senior Executive Service. 317.303 Section 317.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status of employees who decline voluntary conversion to the...

  6. 5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... conversion to the Senior Executive Service. 317.303 Section 317.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status of employees who decline voluntary conversion to the...

  7. 5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... conversion to the Senior Executive Service. 317.303 Section 317.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status of employees who decline voluntary conversion to the...

  8. 5 CFR 317.303 - Status of employees who decline voluntary conversion to the Senior Executive Service.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... conversion to the Senior Executive Service. 317.303 Section 317.303 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS EMPLOYMENT IN THE SENIOR EXECUTIVE SERVICE Conversion to the Senior Executive Service § 317.303 Status of employees who decline voluntary conversion to the...

  9. Is a leveraged ESOP (employee stock ownership plan) a possibility for the voluntary hospital?

    PubMed

    Cleverley, W O

    1988-01-01

    One of the biggest news stories to hit the health care industry last year was the leveraged Employee Stock Ownership Plan (ESOP) sale of 104 Hospital Corporation of America (HCA) hospitals to a newly formed company, Health Trust, Inc. (HTI). Much skepticism regarding the benefits of this transaction was raised. To many individuals, HCA was the primary, if not exclusive, beneficiary. The management and employees of HTI were viewed by many as being "left out to dry." These initial opinions were almost always based on a total ignorance of the substantial benefits--primarily but not exclusively tax benefits--that are available in an ESOP transaction. My awareness of these benefits comes through my limited involvement as a consultant to the agent bank in the HCA-HTI transaction. This article will acquaint health care executives with the basic features and benefits of an ESOP alternative. EOPSs are a viable alternative for both voluntary and investor-owned health care firms. PMID:10288640

  10. The implications of linking the dynamic performance and turnover literatures.

    PubMed

    Sturman, M C; Trevor, C O

    2001-08-01

    This article examines how the literatures of dynamic performance and the performance-turnover relationship inform each other. The nonrandom performance turnover relationship suggests that dynamic performance studies may be biased by their elimination of participants who do not remain for the entire study period. The authors demonstrated that the performance slopes of those who leave an organization differ from the performance slopes of those who remain. This finding suggests that studies of the performance-turnover relationship need to consider employee performance trends when predicting turnover. Replicating and extending the research of D. A. Harrison, M. Virick, and S. William (1996), the authors found that performance changes from the previous month and performance trends measured over a longer time period explained variance in voluntary turnover beyond current performance. Finally, the authors showed that performance trends interacted with current performance in the prediction of voluntary turnover. PMID:11519652

  11. 41 CFR 60-741.46 - Voluntary affirmative action programs for employees with disabilities.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... certain disabilities such as traumatic brain injury (TBI) or developmental disabilities and utilizing... voluntary training and development programs should not result in discrimination against other groups and...

  12. A concept analysis of turnover intention: implications for nursing management.

    PubMed

    Takase, Miyuki

    2010-01-01

    This paper provides a review and concept analysis of turnover intention. The aim was to promote Nurse Managers' understanding of the meanings and mechanisms of turnover intention, which could help them counteract nurse turnover. Sixty-six papers published between January 1998 and August 2007 were collected from CINAHL, PubMed, and PsycINFO databases, and were subjected to Rogers' concept analysis. The results showed that turnover intention is a multi-stage process involving the voluntary departure of employees from their current position, and is triggered by negative psychological responses to internal/external job context. These psychological responses evolve into withdrawal cognition and behaviours, and lead to actual turnover. To prevent nurse turnover, Nurse Managers should closely observe the internal and external causes of turnover, and the stage of nurses' turnover intention. PMID:20394269

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

    PubMed

    Sheridan, J E

    1985-03-01

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

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

    PubMed

    Maurer, T J; Tarulli, B A

    1994-02-01

    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

  15. Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework.

    PubMed

    Huang, Yueng-Hsiang; Lee, Jin; McFadden, Anna C; Murphy, Lauren A; Robertson, Michelle M; Cheung, Janelle H; Zohar, Dov

    2016-07-01

    Safety climate, a measure of the degree to which safety is perceived by employees to be a priority in their company, is often implicated as a key factor in the promotion of injury-reducing behavior and safe work environments. Using social exchange theory as a theoretical basis, this study hypothesized that safety climate would be related to employees' job satisfaction, engagement, and turnover rate, highlighting the beneficial effects of safety climate beyond typical safety outcomes. Survey data were collected from 6207 truck drivers from two U.S. trucking companies. The objective turnover rate was collected one year after the survey data collection. Results showed that employees' safety climate perceptions were linked to employees' level of job satisfaction, engagement, and objective turnover rate, thus supporting the application of social exchange theory. Job satisfaction was also a significant mediator between safety climate and the two human resource outcomes (i.e., employee engagement and turnover rate). This study is among the first to assess the impact of safety climate beyond safety outcomes among lone workers (using truck drivers as an exemplar). PMID:26611987

  16. The Recognition and Reward of Employee Performance.

    ERIC Educational Resources Information Center

    Bishop, John

    A study compared different firms' methods of recognizing and rewarding employee performance and examined the impact of such recognition and reward on such factors as involuntary and voluntary labor turnover and worker productivity. Data from a survey of 3,412 employers that was sponsored by the National Institute of Education and the National…

  17. 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

    2012-07-01

    ... 41 Public Contracts and Property Management 4 2012-07-01 2012-07-01 false If we grant an exemption, does that prevent the employee from using the card on a voluntary basis? 301-70.703 Section 301-70.703 Public Contracts and Property Management Federal Travel Regulation System TEMPORARY DUTY (TDY) TRAVEL ALLOWANCES AGENCY RESPONSIBILITIES...

  18. Stereotype threat among older employees: relationship with job attitudes and turnover intentions.

    PubMed

    von Hippel, Courtney; Kalokerinos, Elise K; Henry, Julie D

    2013-03-01

    Stereotype threat, or the belief that one may be the target of demeaning stereotypes, leads to acute performance decrements and reduced psychological well-being. The current research examined stereotype threat among older employees, a group that is the target of many negative stereotypes. Study 1 surveyed older workers in two different organizations regarding their experiences of stereotype threat, their job attitudes and work mental health, and their intentions to resign or retire. Across both samples, feelings of stereotype threat were related to more negative job attitudes and poorer work mental health. In turn, these negative job attitudes were associated with intentions to resign and (possibly) retire. In Study 2, younger and older employees were surveyed. The results indicated that only for older employees were feelings of stereotype threat negatively related to job attitudes, work mental health, and intentions to resign. The implications of these findings for understanding job attitudes and intentions among older workers are discussed. (PsycINFO Database Record (c) 2013 APA, all rights reserved). PMID:22924658

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

    PubMed

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

    2013-05-01

    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

  20. Modeling Turnover Intentions and Their Antecedents Using the Locus of Control as a Moderator: A Case of Customer Service Employees

    ERIC Educational Resources Information Center

    Chiu, Chou-Kang; Lin, Chieh-Peng; Tsai, Yuan Hui; Hsiao, Ching-Yun

    2005-01-01

    The psychological model of organizational commitment (OC) has been extensively investigated in U.S. workers (Near, 1989), but less frequently applied in cross-personality studies. The investigation proposes a model of turnover intentions (TI) that uses locus of control (LOC) as a moderator. A causal model and a firm-specific sample were used to…

  1. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus; Mawdsley, Ralph D.

    This chapter covers the nearly 250 cases reported in 1987 involving precollegiate public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Although no United States Supreme Court cases in 1987 related to school employees, those from prior years are…

  2. How Fleet Bank fought employee flight.

    PubMed

    Nalbantian, Haig R; Szostak, Anne

    2004-04-01

    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

  3. Plagued by Turnover? Train Your Managers.

    ERIC Educational Resources Information Center

    Dobbs, Kevin

    2000-01-01

    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)

  4. Turnover Begets Turnover

    ERIC Educational Resources Information Center

    Castle, Nicholas G.

    2005-01-01

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

  5. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 220 cases reported in 1989 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  6. Employees.

    ERIC Educational Resources Information Center

    Sorenson, Gail Paulus

    This chapter analyzes more than 200 cases reported in 1986 involving public-sector employees in elementary and secondary education. Also included, where appropriate, are relevant 1986 Supreme Court cases from outside the field of education, as well as leading cases from prior years. Legal issues covered by the review include the following: (1)…

  7. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers over 200 cases reported in 1990 involving precollegiate, public-sector employees. Those cases where procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Unlike many years in the past, 1990 saw no Supreme Court cases related to school employment. As in previous years, the…

  8. Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    This chapter covers the nearly 230 cases reported in 1988 involving precollegiate, public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. As in previous years, the section on dismissal, nonrenewal, demotion, and discipline has the greatest…

  9. Employees.

    ERIC Educational Resources Information Center

    Levin, Betsy

    This chapter summarizes recent state supreme court and federal court decisions involving school employees. The cases discussed are generally limited to those decided during 1975 and reported in the General Digest as of March 1976. In her discussion, the author attempts to integrate related cases and to illuminate any unifying legal principles that…

  10. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    This chapter examines cases reported during 1981 concerning school employees. In the format used, federal questions are addressed first, then issues associated with state laws. The author deals with cases in the areas of discrimination in employment, substantive constitutional rights of speech and association and privacy, and procedural due…

  11. Employees.

    ERIC Educational Resources Information Center

    Beckham, Joseph C.

    Decisions made by federal and state courts during 1983 concerning the employment, dismissal, and tenuring of the employees of public agencies--in particular, public schools--are reported in this chapter. The chapter first addresses discrimination in employment based on race, sex, age, or physical limitations and notes that the shifting burden of…

  12. Employees.

    ERIC Educational Resources Information Center

    Biggs, Thomas S., Jr.

    In 1979 judicial activity continued to add to the body of law available relative to relationships between universities and colleges and their employees. Cases touched on the nature of the contract when an offer of employment has been made and accepted, benefits and working conditions, and termination and the procedural safeguards involved.…

  13. Job Satisfaction, Commitment, Withdrawal Cognitions and Turnover: A Longitudinal Study.

    ERIC Educational Resources Information Center

    Kerber, Kenneth W.; Campbell, James P.

    Recent research on organizational turnover has examined the validity of the turnover decision process, in particular, the model of employee turnover proposed by Mobley (1977). This study followed-up on a previous (Kerber and Campbell, 1986) study of new employees of a large computer company in which participants completed a questionnaire that…

  14. Turnover: strategies for staff retention.

    PubMed

    SnowAntle, S

    1990-01-01

    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

  15. Organisation turnover among registered nurses: an exploratory model.

    PubMed

    Bloom, J R; Alexander, J A; Flatt, S

    1988-11-01

    In light of current concerns over nursing shortages and productivity, turnover among hospital nurses has assumed renewed importance as a managerial issue. This study examines the thesis that organisation of hospital work is a determinant of voluntary turnover among registered nurses. This perspective differs from previous work in this area in that both turnover and its determinants are conceptualised at the organisational rather than individual level, thus opening the way for administrative intervention to reduce turnover. The conceptual model is tested using multiple regression techniques on a sample of 310 community hospitals. Results suggest the importance of administrative work structures and the professionalisation of the workforce as contributors to higher turnover. PMID:10296903

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

    PubMed

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

    2011-03-01

    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

  17. Turnover Time

    EPA Science Inventory

    Ecosystems contain energy and materials such as carbon, nitrogen, phosphorus, and water, and are open to their flow-through. Turnover time refers to the amount of time required for replacement by flow-through of the energy or substance of interest contained in the system, and is ...

  18. A Turnover Model for the Mexican Maquiladoras.

    ERIC Educational Resources Information Center

    Maertz, Carl P.; Stevens, Michael J.; Campion, Michael A.

    2003-01-01

    From interviews with 47 Mexican maquiladora workers, a model of voluntary turnover was created and compared with models from the United States, Canada, England, and Australia. Despite similarities, the cultural and economic environment affected the precise content of antecedents in the Mexican model. (Contains 63 references.) (SK)

  19. Turnover of Public School Superintendents in Arizona

    ERIC Educational Resources Information Center

    Meyer, Joyce Ntsoaki

    2013-01-01

    This study used a descriptive qualitative design utilizing a phenomenological approach to determine and examine the reasons behind the voluntary or involuntary turnover of Arizona school superintendents. Open-ended questions were used to interview five superintendents who had left their districts between 2008 and 2013 about their perceptions on…

  20. Expectations, Commitment, and Withdrawal Cognitions among New Employees.

    ERIC Educational Resources Information Center

    Kerber, Kenneth W.; Campbell, James P.

    Recent research on organizational turnover has concentrated on testing models of the turnover decision process, in particular, Mobley's (1977) model of employee turnover. The present research was based on Mobley's theoretical work and the subsequent empirical tests of his model. Employees (N=266) at a large computer company completed a…

  1. 49 CFR 219.403 - Voluntary referral policy.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.403... voluntary referral policy that affords more favorable conditions to employees troubled by alcohol or drug...: (1) A covered employee who is affected by an alcohol or drug use problem may maintain an...

  2. 49 CFR 219.403 - Voluntary referral policy.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.403... voluntary referral policy that affords more favorable conditions to employees troubled by alcohol or drug...: (1) A covered employee who is affected by an alcohol or drug use problem may maintain an...

  3. 49 CFR 219.403 - Voluntary referral policy.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ..., DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees § 219.403... voluntary referral policy that affords more favorable conditions to employees troubled by alcohol or drug...: (1) A covered employee who is affected by an alcohol or drug use problem may maintain an...

  4. Causal Attributions for Turnover by Supervisory and Non-supervisory Personnel.

    ERIC Educational Resources Information Center

    Krausz, Moshe; And Others

    1989-01-01

    Examined causal attributions for turnover of employees by supervisory (N=107) and non-supervisory (N=155) employees. Subjects rated extent of their agreement with two reasons for employee turnover: job dissatisfaction and external causes/family matters. Causal attributions of both groups were related to job attitudes: less satisfied subjects…

  5. 5 CFR 831.405 - Interest on voluntary contributions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... annuity and either dies without withdrawing his or her voluntary contributions or uses his or her... earlier of— (1) The date the former employee or Member dies; or (2) The commencing date of the...

  6. 16 CFR 1031.8 - Voluntary Standards Coordinator.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 16 Commercial Practices 2 2012-01-01 2012-01-01 false Voluntary Standards Coordinator. 1031.8 Section 1031.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

  7. 16 CFR 1031.8 - Voluntary Standards Coordinator.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Voluntary Standards Coordinator. 1031.8 Section 1031.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

  8. 16 CFR 1031.8 - Voluntary Standards Coordinator.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Voluntary Standards Coordinator. 1031.8 Section 1031.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

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

    PubMed

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

    2012-01-01

    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

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

    ERIC Educational Resources Information Center

    Maertz, Carl P., Jr.

    2012-01-01

    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…

  11. Stressful work, psychological job strain, and turnover: a 2-year prospective cohort study of truck drivers.

    PubMed

    de Croon, Einar M; Sluiter, Judith K; Blonk, Roland W B; Broersen, Jake P J; Frings-Dresen, Monique H W

    2004-06-01

    Based on a model that combines existing organizational stress theory and job transition theory, this 2-year longitudinal study examined antecedents and consequences of turnover among Dutch truck drivers. For this purpose, self-reported data on stressful work (job demands and control), psychological strain (need for recovery after work and fatigue), and turnover were obtained from 820 drivers in 1998 and 2000. In agreement with the model, the results showed that strain mediates the influence of stressful work on voluntary turnover. Also in conformity with the model, job movement to any job outside the trucking industry (i.e., interoccupational turnover) resulted in a larger strain reduction as compared to job movement within the trucking industry (intraoccupational turnover). Finally, strain was found to stimulate interoccupational turnover more strongly than it stimulated intraoccupational turnover. These findings provide a thorough validation of existing turnover theory and give new insights into the turnover (decision) process. PMID:15161404

  12. Costing Child Protective Services Staff Turnover.

    ERIC Educational Resources Information Center

    Graef, Michelle I.; Hill, Erick L.

    2000-01-01

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

  13. Career Adaptability, Turnover and Loyalty during Organizational Downsizing

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Shields, Bruce A.

    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…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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…

  16. Job Dissatisfaction and Turnover among Two Year College Department/Division Chairpersons.

    ERIC Educational Resources Information Center

    Murray, John; Murray, Judy

    Research shows that turnover in managerial positions can cost an organization from 5 to 25 times an employee's monthly salary. Although some turnover is inevitable, many times it is caused by employee dissatisfaction with the job or its conditions, and this dissatisfaction is often directly attributable to stress resulting from role conflict or…

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

    PubMed Central

    Garner, Bryan R; Hunter, Brooke D

    2014-01-01

    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

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

    PubMed

    Garner, Bryan R; Hunter, Brooke D

    2014-01-01

    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

  19. 16 CFR 1031.13 - Criteria for employee involvement.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Criteria for employee involvement. 1031.13 Section 1031.13 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES Employee Involvement § 1031.13 Criteria for employee involvement....

  20. Relationships between Emotional Labor, Job Performance, and Turnover

    ERIC Educational Resources Information Center

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

    2011-01-01

    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.…

  1. Enhancing Precision in the Prediction of Voluntary Turnover and Retirement

    ERIC Educational Resources Information Center

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

    2011-01-01

    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,…

  2. Economic Literacy among Corporate Employees.

    ERIC Educational Resources Information Center

    Wood, William C.; Doyle, Joanne M.

    2002-01-01

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

  3. How to Calculate an Employee Relations Index.

    ERIC Educational Resources Information Center

    Cash, William B., Jr.

    1979-01-01

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

  4. 41 CFR 105-56.005 - Employee response.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee response. 105-56.005 Section 105-56.005 Public Contracts and Property Management Federal Property Management... General Services Administration Employees § 105-56.005 Employee response. (a) Voluntary...

  5. 16 CFR 1031.13 - Criteria for employee involvement.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...'s meetings policy, 16 CFR part 1012, Commission personnel shall not become involved in meetings... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Criteria for employee involvement. 1031.13... AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES Employee Involvement §...

  6. 16 CFR 1031.5 - Criteria for Commission involvement in voluntary standards activities.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Criteria for Commission involvement in... COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031.5 Criteria for Commission involvement in voluntary standards...

  7. 16 CFR 1031.5 - Criteria for Commission involvement in voluntary standards activities.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Criteria for Commission involvement in... COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031.5 Criteria for Commission involvement in voluntary standards...

  8. 49 CFR 219.403 - Voluntary referral policy.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Voluntary referral policy. 219.403 Section 219.403 Transportation Other Regulations Relating to Transportation (Continued) FEDERAL RAILROAD ADMINISTRATION, DEPARTMENT OF TRANSPORTATION CONTROL OF ALCOHOL AND DRUG USE Identification of Troubled Employees §...

  9. 76 FR 61563 - Voluntary Surrender of Certificate of Registration

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-10-05

    ... when DEA, through any employee, receives notice ] of a voluntary surrender of a DEA registration. 75 FR... such person dies, ceases legal existence, or discontinues business or professional practice * * *.'' 21... action by the Administration, if and when such person dies, ceases legal existence, discontinues...

  10. The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention.

    PubMed

    Sjöberg, A; Sverke, M

    2000-09-01

    This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research. PMID:11041307

  11. The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform

    PubMed Central

    Aarons, Gregory A.; Sommerfeld, David H.; Willging, Cathleen E.

    2011-01-01

    This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress (“low” versus “high”) experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change. PMID:22229021

  12. Why employees resist change in medical group practice acquisitions.

    PubMed

    Fabrizio, N

    1999-01-01

    Understanding employees' values and considerations is important in undergoing major organizational change. This research provides an insight of the business and financial aspects vs. the human relations aspects of acquiring a medical group practice. The five employees interviewed in this analysis provide insight as to the factors that employees consider in resisting change. Considering how employees feel through communicating will have a significant impact on efficiency, effectiveness and turnover. PMID:10351697

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

    ERIC Educational Resources Information Center

    Davis, Tara Lynn

    2013-01-01

    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…

  14. Quarantine stressing voluntary compliance.

    PubMed

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

    2005-11-01

    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

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

    ERIC Educational Resources Information Center

    Hatcher, Timothy; And Others

    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…

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

    PubMed Central

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

    2011-01-01

    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

  17. Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work.

    PubMed

    Arnoux-Nicolas, Caroline; Sovet, Laurent; Lhotellier, Lin; Di Fabio, Annamaria; Bernaud, Jean-Luc

    2016-01-01

    Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts. PMID:27242616

  18. Tethered to work: A family systems approach linking mobile device use to turnover intentions.

    PubMed

    Ferguson, Merideth; Carlson, Dawn; Boswell, Wendy; Whitten, Dwayne; Butts, Marcus M; Kacmar, K Michele Micki

    2016-04-01

    We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions. PMID:26653530

  19. Perceived Work Conditions and Turnover Intentions: The Mediating Role of Meaning of Work

    PubMed Central

    Arnoux-Nicolas, Caroline; Sovet, Laurent; Lhotellier, Lin; Di Fabio, Annamaria; Bernaud, Jean-Luc

    2016-01-01

    Perceived working conditions lead to various negative outcomes for employee behaviors, including turnover intentions. Although potential mediators for these relationships were previously identified, the importance of meaning of work has not yet been investigated. This study examines the role of this psychological resource as a mediator for the relationships between perceived working conditions and turnover intentions in a sample of 336 French workers from different job contexts. Results show that adverse working conditions were positively and significantly associated with turnover intentions. Meaning of work is negatively related to both perceived working conditions and turnover intentions. Mediation analyses for meaning of work demonstrated indirect effects of several adverse working conditions on turnover intentions. The role of meaning of work as a psychological resource for employees facing adverse working conditions is discussed, especially regarding its implications for research and practice within organizational contexts. PMID:27242616

  20. Cost of nursing turnover in a Teaching Hospital.

    PubMed

    Ruiz, Paula Buck de Oliveira; Perroca, Marcia Galan; Jericó, Marli de Carvalho

    2016-02-01

    OBJECTIVE To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. METHOD This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. RESULTS The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). CONCLUSION The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff. PMID:27007427

  1. 16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 16 Commercial Practices 2 2013-01-01 2013-01-01 false Extent and form of Commission involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

  2. 16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 16 Commercial Practices 2 2012-01-01 2012-01-01 false Extent and form of Commission involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

  3. 16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 16 Commercial Practices 2 2014-01-01 2014-01-01 false Extent and form of Commission involvement in the development of voluntary standards. 1031.6 Section 1031.6 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies §...

  4. Voluntary pollution reduction programs

    SciTech Connect

    Sears, E.B.

    1997-08-01

    Despite claims that the government is reducing the amount of environmental regulation, the sheer amount of regulatory language has actually increased yearly. Yet based on media reports and citizen claims, pollution appears to go unchecked. Citizens condemn a perceived lack of government regulation of industrial pollution, while industries find themselves mired in increasingly complex regulatory programs that are sometimes far removed from real world situations. US Environmental Protection Agency (EPA) decision-makers have responded to these concerns by designing regulatory programs that abandon traditional command-and-control regulatory schemes as ill-suited to today`s pollution problems and the interests of these stakeholders. This paper analyzes the use of voluntary pollution control programs in place of command-and-control regulation. It is proposed that voluntary programs may serve as carrots to entice regulated entities to reduce pollution, but that there are a number of hurdles to their effective implementation that preclude them from being embraced as effective environmental regulatory tools. This paper reviews why agencies have moved from command-and-control regulation and examines current voluntary pollution control programs. This paper also contemplates the future of such programs.

  5. Group disability income: new policies emphasize employee appeal.

    PubMed

    Yokota, C M

    2001-03-01

    Group disability insurance is a voluntary benefit that offers advantages to both employers and employees. Employees who want this kind of coverage realize that their employers have done much of the homework for them in terms of comparing benefits, rates and contract provisions. Employers recognize an opportunity to add a benefit that may help attract and retain valuable employees with little additional cost or administrative burden. PMID:11272514

  6. Strengthening affective organizational commitment: the influence of fairness perceptions of management practices and underlying employee cynicism.

    PubMed

    English, Brian; Chalon, Christopher

    2011-01-01

    This study investigates the relationship between cynicism, the perceived fairness of change management and personnel practices, and affective organizational commitment. High levels of affective organizational commitment have been shown to reduce voluntary turnover in the nursing workforce. Previous research suggests that "unfair" management practices and employee cynicism lead to lower commitment. It is not clear, however, whether the perceived fairness of particular practices influences affective commitment beyond that accounted for by underlying employee cynicism. Data were obtained from a study involving 1104 registered nurses that formed part of a larger investigation of the general well-being of nurses in Western Australia. Only nurses who were permanent or employed on fixed term or temporary contracts were included. Findings indicated that although higher levels of cynicism among nurses were associated with lower levels of affective commitment, their perception of the fairness of change management and personnel practices influenced their affective commitment over and above their cynicism. The perceived fairness of management practices is an important influence on nurses' affective commitment beyond that accounted for by cynicism. The implication for managers is that the affective organizational commitment of nurses is likely to be strengthened by addressing the perceived fairness of change management and personnel practices notwithstanding their beliefs about the integrity of the organization. PMID:21248545

  7. Integrating Turnover Reasons and Shocks with Turnover Decision Processes

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  8. Strategies for improving employee retention.

    PubMed

    Verlander, Edward G; Evans, Martin R

    2007-01-01

    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

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

    PubMed

    Laschober, Tanja C; de Tormes Eby, Lillian Turner

    2013-07-01

    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

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

    PubMed Central

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

    2013-01-01

    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

  11. Operant Variability and Voluntary Action

    ERIC Educational Resources Information Center

    Neuringer, Allen; Jensen, Greg

    2010-01-01

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

  12. Voluntary Simplicity: A Lifestyle Option.

    ERIC Educational Resources Information Center

    Pestle, Ruth E.

    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…

  13. Employee assistance program treats personal problems.

    PubMed

    Bednarek, R J; Featherston, H J

    1984-03-01

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

  14. Employer-employee based quality circles in Japan: human resource policy implications for American firms.

    PubMed

    Munchus, G

    1983-04-01

    This paper traces the development of the quality circle in Japan with reference to such traditions as permanent employment, nenko (seniority-based compensation), enterprise unionism, and management paternalism. Quality circles are examined as tools for motivating employees, reducing labor turnover, effecting employee "career expansion," and allowing employee participation in job redesign. PMID:10263059

  15. Employee Turnover in Christian College/University Admissions

    ERIC Educational Resources Information Center

    Dougherty, Kevin D.; Andrews, Megan

    2007-01-01

    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…

  16. Employee health.

    PubMed

    2015-09-01

    The National Institute for Health and Care Excellence has produced a new guideline looking at improving the health and wellbeing of employees, with a particular focus on organisational culture and context, and the role of line managers. PMID:26309009

  17. 26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... administration of objective conditions has the effect of providing disproportionate benefits to officers... high or low options, self only or self and family, coverage through a local prepaid group medical plan. The contributions required of those electing the prepaid group medical plan also vary with the type...

  18. 26 CFR 1.501(c)(9)-2 - Membership in a voluntary employees' beneficiary association; employees; voluntary association of...

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... administration of objective conditions has the effect of providing disproportionate benefits to officers... high or low options, self only or self and family, coverage through a local prepaid group medical plan. The contributions required of those electing the prepaid group medical plan also vary with the type...

  19. 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

    ..., or to membership in one or more locals of a national or international labor union. For example... the meaning of paragraph (b) of this section), provided that such individuals share an employment... meaning of paragraph (b) of this section). (2) Restrictions—(i) In general. Eligibility for membership...

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

    ERIC Educational Resources Information Center

    Joo, Baek-Kyoo

    2010-01-01

    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…

  1. 27 CFR 19.691 - Voluntary destruction.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., State, and local environmental laws and regulations. (e) Record of destruction. The proprietor shall... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Voluntary destruction. 19... Voluntary Destruction Voluntary Destruction § 19.691 Voluntary destruction. (a) General. Spirits,...

  2. 12 CFR 627.2795 - Voluntary liquidation.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Voluntary liquidation. 627.2795 Section 627.2795 Banks and Banking FARM CREDIT ADMINISTRATION FARM CREDIT SYSTEM TITLE IV CONSERVATORS, RECEIVERS, AND VOLUNTARY LIQUIDATIONS Voluntary Liquidation § 627.2795 Voluntary liquidation. (a) A Farm...

  3. Voluntary Support of Education 1987-1988.

    ERIC Educational Resources Information Center

    Council for Aid to Education, New York, NY.

    The 29th edition of a publication featuring statistics on voluntary support of education is presented. Three sections have the following titles: (1) "Colleges and Universities" (including national estimates of expenditures and voluntary support, and survey results noting voluntary support by type of institution, voluntary support by source,…

  4. The Notion of Voluntary Unemployment.

    ERIC Educational Resources Information Center

    Standing, Guy

    1981-01-01

    Considers the distinction between voluntary and involuntary unemployment by analyzing six behavioral characteristics attributed to groups of workers suspected of indulging in the former, and the labor market mechanisms supposedly encouraging them. (Author/CT)

  5. Employee Handbook

    SciTech Connect

    Bello, Madelyn

    2008-09-05

    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

  6. The Role of Pay Satisfaction in Instructor Satisfaction

    ERIC Educational Resources Information Center

    Wilson, Jackson

    2009-01-01

    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, &…

  7. Employee Participation

    ERIC Educational Resources Information Center

    Jarratt, Alex

    1975-01-01

    The article presents another approach to individual motivation--participative management--which concerns an emotional rather than financial commitment to the job through involvement and job satisfaction. The author favors within this approach: employee participation in decision-making, entitlement to information, and the establishment of…

  8. Overworked RNs, social workers cause high nursing assistant turnover in nursing homes.

    PubMed

    1999-04-01

    Using benchmarking to stanch the loss of employees. Many nursing homes and long-term care facilities have a burdensome employee turnover rate, in some cases approaching 400% annually. A benchmarking study conducted by Southern University and the Louisiana State Nursing Home Association revealed that the factors widely believed to cause the problem--wages, benefits, and workload--are not to blame. Take a look at the results. PMID:10557961

  9. Voluntary or Mandatory Enrollment in Training and the Motivation to Transfer Training

    ERIC Educational Resources Information Center

    Curado, Carla; Henriques, Paulo Lopes; Ribeiro, Sofia

    2015-01-01

    The purpose of this study is to examine the motivation to transfer training in a multidimensional way. It investigates autonomous and controlled motivation and explores the difference in motivation to transfer according to whether the employee is enrolled in training on a voluntary or mandatory basis. This is a cross-sectional hypotheses-testing…

  10. Employee retention: a customer service approach.

    PubMed

    Gerson, Richard F

    2002-01-01

    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

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

    PubMed

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

    2002-04-01

    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

  12. Employee recruitment.

    PubMed

    Breaugh, James A

    2013-01-01

    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

  13. The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations.

    PubMed

    Mackay, Michael M

    2016-09-01

    This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment) and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism). The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in "Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis" (Mackay et al., 2016) [1]. PMID:27583347

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

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Bacharach, Samuel B.; Bamberger, Peter

    1990-01-01

    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…

  16. Employees' Perceptions of Barriers to Participation in Training and Development in Small Engineering Businesses

    ERIC Educational Resources Information Center

    Susomrith, Pattanee; Coetzer, Alan

    2015-01-01

    Purpose: This paper aims to investigate barriers to employee participation in voluntary formal training and development opportunities from the perspective of employees in small engineering businesses. Design/methodology/approach: An exploratory qualitative methodology involving data collection via site visits and in-depth semi-structured…

  17. 9 CFR 307.1 - Facilities for Program employees.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 9 Animals and Animal Products 2 2012-01-01 2012-01-01 false Facilities for Program employees. 307.1 Section 307.1 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE AGENCY ORGANIZATION AND TERMINOLOGY; MANDATORY MEAT AND POULTRY PRODUCTS INSPECTION AND VOLUNTARY INSPECTION AND CERTIFICATION FACILITIES...

  18. How Dutch Employees Experience Freedom of Learning for Work

    ERIC Educational Resources Information Center

    van Dellen, Theo; Heidekamp, Ina

    2015-01-01

    This article focuses on the perceived freedom of Dutch employees to embark on workplace learning in terms of whether they feel it is "voluntary" or "compulsory". The paper is based on the findings of a large international explorative survey carried out by the Workplace Learning (WPL) Research Network (RN2) of the Asia-Europe…

  19. Effect of Diet and Cold Exposure on Norepinephrine Turnover in Brown Adipose Tissue of the Rat

    PubMed Central

    Young, James B.; Saville, Elizabeth; Rothwell, Nancy J.; Stock, Michael J.; Landsberg, Lewis

    1982-01-01

    Brown adipose tissue (BAT) is an important site of adaptive changes in thermogenesis in the rat. The sympathetic nervous system, which richly supplies BAT, is thought to play an important role in the regulation of BAT thermogenesis because catecholamines stimulate and beta adrenergic blocking agents inhibit oxygen consumption in this tissue. The present studies were carried out to assess directly sympathetic activity in BAT in response to cold exposure and to changes in dietary intake, both of which alter heat production in the rat. Sympathetic activity was determined from the rate of norepinephrine (NE) turnover in interscapular brown adipose tissue (IBAT) after preliminary experiments validated the use of NE turnover techniques in IBAT. Acute exposure to 4°C increased NE turnover in IBAT 4- to 12-fold compared with ambient temperature controls, depending upon the interval over which the turnover measurement was made, while in the heart NE turnover doubled in response to the same cold stimulus. In animals exposed to cold continuously for 10 d before study, NE turnover measurements in IBAT and in the heart were elevated comparably to those obtained during acute exposure. Alterations in feeding were also associated with changes in NE turnover in IBAT. Fasting for 2 d decreased NE turnover in IBAT (-35% from 29.2±4.2 ng NE/h to 18.9±5.9) and in heart (-52%). In animals fed a “cafeteria” diet, a model of voluntary overfeeding in the rat, NE turnover was increased in both IBAT (+108% from 24.8±4.5 ng NE/h to 51.7±6.8) and heart (+66%). Because ganglionic blockade exerted a greater effect on NE turnover in IBAT in cafeteria-fed rats than in controls, the increase in NE turnover in IBAT with this overfeeding regimen reflects enhanced central sympathetic outflow. Thus NE turnover techniques can be satisfactorily applied to the assessment of sympathetic nervous system activity in IBAT. The experiments reported here demonstrate changes in sympathetic activity in

  20. Voluntary Associations and Community Structure.

    ERIC Educational Resources Information Center

    Dillman, Don A.; And Others

    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…

  1. Social Cohesion and Voluntary Associations

    ERIC Educational Resources Information Center

    Heuser, Brian L.

    2005-01-01

    Voluntary organizations exert great influence over how social norms and ethical codes are guided into action. As such, they have a significant impact on societal levels of social cohesion. Although social capital involves generalized trust becoming manifest as spontaneous sociability, social cohesion is determined by how that sociability is…

  2. Voluntary euthanasia: a utilitarian perspective.

    PubMed

    Singer, Peter

    2003-10-01

    Belgium legalised voluntary euthanasia in 2002, thus ending the long isolation of the Netherlands as the only country in which doctors could openly give lethal injections to patients who have requested help in dying. Meanwhile in Oregon, in the United States, doctors may prescribe drugs for terminally ill patients, who can use them to end their life--if they are able to swallow and digest them. But despite President Bush's oft-repeated statements that his philosophy is to 'trust individuals to make the right decisions' and his opposition to 'distant bureaucracies', his administration is doing its best to prevent Oregonians acting in accordance with a law that its voters have twice ratified. The situation regarding voluntary euthanasia around the world is therefore very much in flux. This essay reviews ethical arguments regarding voluntary euthanasia and physician-assisted suicide from a utilitarian perspective. I shall begin by asking why it is normally wrong to kill an innocent person, and whether these reasons apply to aiding a person who, when rational and competent, asks to be killed or given the means to commit suicide. Then I shall consider more specific utilitarian arguments for and against permitting voluntary euthanasia. PMID:14959723

  3. Turnover in the Advancement Profession

    ERIC Educational Resources Information Center

    Iarrobino, Jon D.

    2006-01-01

    Recruitment and retention is an area with which most organizations are concerned. Excessive turnover has exorbitant costs and wastes valuable time. Institutions of higher education are no exception. One of the most vital operations in nonprofit colleges and universities is its Office of Institutional Advancement. More and more, an institution of…

  4. Informal Learning and the Voluntary Arts

    ERIC Educational Resources Information Center

    Simpson, Robin

    2011-01-01

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

  5. The Commitment and Job Tenure of New Employees: Some Evidence of Postdecisional Justification.

    ERIC Educational Resources Information Center

    O'Reilly, Charles A., III; Caldwell, David F.

    1981-01-01

    A two-year longitudinal study of 108 MBA's from a state university program found that job commitment and job satisfaction were higher after six months and job turnover was lower after two years, when the MBA's perceived the original job choice as both voluntary and irrevocable. (RW)

  6. Perceived importance of employees' traits in the service industry.

    PubMed

    Lange, Rense; Houran, James

    2009-04-01

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

  7. Chronic Teacher Turnover in Urban Elementary Schools

    ERIC Educational Resources Information Center

    Guin, Kacey

    2004-01-01

    This study examines the characteristics of elementary schools that experience chronic teacher turnover and the impacts of turnover on a school's working climate and ability to effectively function. Based on evidence from staff climate surveys and case studies, it is clear that high turnover schools face significant organizational challenges.…

  8. Estimating Teacher Turnover Costs: A Case Study

    ERIC Educational Resources Information Center

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

    2012-01-01

    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…

  9. Measuring Staff Turnover in Nursing Homes

    ERIC Educational Resources Information Center

    Castle, Nicholas G.

    2006-01-01

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

  10. Using Turnover as a Recruitment Strategy

    ERIC Educational Resources Information Center

    Duncan, Sandra

    2009-01-01

    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…

  11. How Teacher Turnover Harms Student Achievement

    ERIC Educational Resources Information Center

    Ronfeldt, Matthew; Loeb, Susanna; Wyckoff, James

    2013-01-01

    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…

  12. Benchmarking of homogeneous electrocatalysts: overpotential, turnover frequency, limiting turnover number.

    PubMed

    Costentin, Cyrille; Passard, Guillaume; Savéant, Jean-Michel

    2015-04-29

    In relation to contemporary energy challenges, a number of molecular catalysts for the activation of small molecules, mainly based on transition metal complexes, have been developed. The time has thus come to develop tools allowing the benchmarking of these numerous catalysts. Two main factors of merit are addressed. One involves their intrinsic catalytic performances through the comparison of "catalytic Tafel plots" relating the turnover frequency to the overpotential independently of the characteristics of the electrochemical cell. The other examines the effect of deactivation of the catalyst during the course of electrolysis. It introduces the notion of the limiting turnover number as a second key element of catalyst benchmarking. How these two factors combine with one another to control the course of electrolysis is analyzed in detail, leading to procedures that allow their separate estimation from measurements of the current, the charge passed, and the decay of the catalyst concentration. Illustrative examples from literature data are discussed. PMID:25757058

  13. Propensity to Leave versus Probability of Leaving: The Relationship between Intrinsic and Extrinsic Satisfaction in the Voluntary Leaving Behavior of IT Professionals

    ERIC Educational Resources Information Center

    King, Christopher S.

    2013-01-01

    This dissertation presents a quantitative analysis of the relationship between intrinsic and extrinsic job satisfaction and the voluntary leaving behavior of IT professionals. In addition, the study adds to the validity and reliability of the Udechukwu and Mujtaba Mathematical Turnover Model. Surveyed within the study for their intrinsic and…

  14. International Voluntary Renewable Energy Markets (Presentation)

    SciTech Connect

    Heeter, J.

    2012-06-01

    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.

  15. Perceived supervisor support: contributions to perceived organizational support and employee retention.

    PubMed

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

    2002-06-01

    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 with perceived supervisor status in the organization. Study 3 found, with 493 retail sales employees, evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover. These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention. PMID:12090614

  16. Altered bone turnover during spaceflight

    NASA Technical Reports Server (NTRS)

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

    1982-01-01

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

  17. Supervisory Turnover in Outpatient Substance Abuse Treatment

    PubMed Central

    Knight, Danica K.; Broome, Kirk M.; Edwards, Jennifer R.; Flynn, Patrick M.

    2009-01-01

    Staff turnover is a significant issue within substance abuse treatment, with implications for service delivery and organizational health. This study examined factors associated with turnover among supervisors in outpatient substance abuse treatment. Turnover was conceptualized as being an individual response to organizational-level influences, and predictors represent aggregate program measures. Participants included 532 staff (including 467 counselors and 65 clinical/program directors) from 90 programs in four regions of the USA. Using logistic regression, analyses of structural factors indicated that programs affiliated with a parent organization and those providing more counseling hours to clients had higher turnover rates. When measures of job attitudes were included, only parent affiliation and collective appraisal of satisfaction were related to turnover. Subsequent analyses identified a trend toward increased supervisory turnover when satisfaction was low following the departure of a previous supervisor. These findings suggest that organizational-level factors can be influential in supervisory turnover. PMID:19949883

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

    PubMed

    Merkin, Rebecca S; Shah, Muhammad Kamal

    2014-01-01

    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

  19. 16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY... standard development committee or group and take an active part in the discussions of the committee and in... to do so. (e) In the event of duplication of effort by two or more groups (either inside or...

  20. 16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 16 Commercial Practices 2 2011-01-01 2011-01-01 false Extent and form of Commission involvement in... SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES General Policies § 1031.6 Extent and form of Commission involvement in the...

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

    ERIC Educational Resources Information Center

    Dailey, Felecia Ann

    2011-01-01

    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…

  2. Examining the effects of turnover intentions on organizational citizenship behaviors and deviance behaviors: A psychological contract approach.

    PubMed

    Mai, Ke Michael; Ellis, Aleksander P J; Christian, Jessica Siegel; Porter, Christopher O L H

    2016-08-01

    Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an explanatory framework, we argue that turnover intentions result in high levels of transactional contract orientation and low levels of relational contract orientation, which in turn lead to a decrease in the incidence of OCBs and an increase in the incidence of DBs. We first used a pilot study to investigate the direction of causality between turnover intentions and psychological contract orientations. Then, in Study 1, we tested our mediated model using a sample of employees from a large drug retailing chain. In Study 2, we expanded our model by arguing that the mediated effects are much stronger when the organization is deemed responsible for potential exit. We then tested our full model using a sample of employees from a large state-owned telecommunications corporation in China. Across both studies, results were generally consistent and supportive of our hypotheses. We discuss the implications of our findings for future theory, research, and practice regarding the management of both the turnover process and discretionary behaviors at work. (PsycINFO Database Record PMID:27077526

  3. Revisiting nurse turnover costs: adjusting for inflation.

    PubMed

    Jones, Cheryl Bland

    2008-01-01

    Organizational knowledge of nurse turnover costs is important, but gathering these data frequently may not always be feasible in today's fast-paced and complex healthcare environment. The author presents a method to inflation adjust baseline nurse turnover costs using the Consumer Price Index. This approach allows nurse executives to gain current knowledge of organizational nurse turnover costs when primary data collection is not practical and to determine costs and potential savings if nurse retention investments are made. PMID:18157000

  4. Promotion and resignation in employee networks

    NASA Astrophysics Data System (ADS)

    Yuan, Jia; Zhang, Qian-Ming; Gao, Jian; Zhang, Linyan; Wan, Xue-Song; Yu, Xiao-Jun; Zhou, Tao

    2016-02-01

    Enterprises have put more and more emphasis on data analysis so as to obtain effective management advices. Managers and researchers are trying to dig out the major factors that lead to employees' promotion and resignation. Most previous analyses are based on questionnaire survey, which usually consists of a small fraction of samples and contains biases caused by psychological defense. In this paper, we successfully collect a data set consisting of all the employees' work-related interactions (action network, AN for short) and online social connections (social network, SN for short) of a company, which inspires us to reveal the correlations between structural features and employees' career development, namely promotion and resignation. Through statistical analysis, we show that the structural features of both AN and SN are correlated and predictive to employees' promotion and resignation, and the AN has higher correlation and predictability. More specifically, the in-degree in AN is the most relevant indicator for promotion, while the k-shell index in AN and in-degree in SN are both very predictive to resignation. Our results provide a novel and actionable understanding of enterprise management and suggest that to enhance the interplays among employees, no matter work-related or social interplays, can be helpful to reduce staffs' turnover risk.

  5. Guide to good practices for operations turnover

    SciTech Connect

    1998-12-01

    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.

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

    PubMed

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

    2010-06-01

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

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

    PubMed Central

    2012-01-01

    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

  8. Determinants of employee punctuality.

    PubMed

    Dishon-Berkovits, Miriam; Koslowsky, Meni

    2002-12-01

    Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups. PMID:12450347

  9. Work–family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders ⋆

    PubMed Central

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

    2009-01-01

    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

  10. Dynamics of Voluntary Cough Maneuvers

    NASA Astrophysics Data System (ADS)

    Naire, Shailesh

    2008-11-01

    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.

  11. Eight ways for employees to stay.

    PubMed

    Dutschke, Gerry

    2002-09-01

    According to the US Department of Labor, company costs for replacing an employee equal one-third of a new hire's annual salary. Normal turnover costs' effect on a home care agency's bottom line is currently compounded by the fact that beyond the media hype, the nursing shortage is very real. Home Health Services of Dallas has a successful strategy for staff retention that has assisted in retaining many of the home health aides and other staff since the agency opened in 1974. PMID:12244806

  12. Extending experiences of voluntary action by association.

    PubMed

    Khalighinejad, Nima; Haggard, Patrick

    2016-08-01

    "Sense of agency" refers to the experience that links one's voluntary actions to their external outcomes. It remains unclear whether this ubiquitous experience is hardwired, arising from specific signals within the brain's motor systems, or rather depends on associative learning, through repeated cooccurrence of voluntary movements and their outcomes. To distinguish these two models, we asked participants to trigger a tone by a voluntary keypress action. The voluntary action was always associated with an involuntary movement of the other hand. We then tested whether the combination of the involuntary movement and tone alone might now suffice to produce a sense of agency, even when the voluntary action was omitted. Sense of agency was measured using an implicit marker based on time perception, namely a shift in the perceived time of the outcome toward the action that caused it. Across two experiments, repeatedly pairing an involuntary movement with a voluntary action induced key temporal features of agency, with the outcome now perceived as shifted toward the involuntary movement. This shift required involuntary movements to have been previously associated with voluntary actions. We show that some key aspects of agency may be transferred from voluntary actions to involuntary movements. An internal volitional signal is required for the primary acquisition of agency but, with repeated association, the involuntary movement in itself comes to produce some key temporal features of agency over the subsequent outcome. This finding may explain how humans can develop an enduring sense of agency in nonnatural cases, like brain-machine interfaces. PMID:27436902

  13. 12 CFR 650.10 - Voluntary liquidation.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Voluntary liquidation. 650.10 Section 650.10 Banks and Banking FARM CREDIT ADMINISTRATION FARM CREDIT SYSTEM FEDERAL AGRICULTURAL MORTGAGE CORPORATION GENERAL PROVISIONS § 650.10 Voluntary liquidation. (a) The Corporation may voluntarily...

  14. 14 CFR 234.7 - Voluntary reporting.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 4 2011-01-01 2011-01-01 false Voluntary reporting. 234.7 Section 234.7 Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to...

  15. 14 CFR 234.7 - Voluntary reporting.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Voluntary reporting. 234.7 Section 234.7 Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF TRANSPORTATION (AVIATION PROCEEDINGS) ECONOMIC REGULATIONS AIRLINE SERVICE QUALITY PERFORMANCE REPORTS § 234.7 Voluntary reporting. (a) In addition to...

  16. 22 CFR 127.12 - Voluntary disclosures.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Voluntary disclosures. 127.12 Section 127.12 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS VIOLATIONS AND PENALTIES § 127.12 Voluntary disclosures. (a) General policy. The Department strongly encourages the disclosure of information to the Directorate of...

  17. Voluntary Support of Education, 1982-1983.

    ERIC Educational Resources Information Center

    Council for Financial Aid to Education, New York, NY.

    Results of the 1982-1983 Survey of Voluntary Support of Education are presented, including a narrative summary and detailed statistical tables. Reports of voluntary support are presented for 1,137 institutions, and support patterns over the past decade are examined, along with patterns for a core group participating in two successive surveys.…

  18. Voluntary Support of Education, 1980-1981.

    ERIC Educational Resources Information Center

    Council for Financial Aid to Education, New York, NY.

    Results of the 1980-1981 Survey of Voluntary Support of Education are presented, including a narrative summary and detailed statistical tables. Reports of voluntary support are presented for 928 institutions, and support patterns over the last decade are examined, along with patterns for a core group participating in two successive surveys.…

  19. Mitigating Greenhouse Gas Emissions: Voluntary Reporting 1996

    EIA Publications

    1997-01-01

    Presents information on voluntary actions to reduce greenhouse gases or remove such gases from the atmosphere in 1995. It provides an overview of participation in the Voluntary Reporting Program, a perspective on the composition of activities reported, and a review of some key issues in interpreting and evaluating achievements associated with reported emissions mitigation initiatives.

  20. 75 FR 47504 - Voluntary Education Programs

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-08-06

    ... America. TTT helps relieve teacher shortages, especially in math, science, special education, and other...) Support the off-duty, voluntary education programs of DoD and conduct special projects and developmental... of the Secretary 32 CFR Part 68 RIN 0790-AI50 Voluntary Education Programs AGENCY: Office of...

  1. Changing Dynamics in the Voluntary Market (Presentation)

    SciTech Connect

    Heeter, J.

    2014-12-01

    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.

  2. 78 FR 51678 - Voluntary Education Programs; Correction

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-08-21

    ... 14, 2013 (78 FR 49382-49400), the Department of Defense published a proposed rule titled Voluntary Education Programs. Subsequent to the publication of the proposed rule in the Federal Register, DoD... Part 68 RIN 0790-AJ06 Voluntary Education Programs; Correction AGENCY: Office of the Under Secretary...

  3. 78 FR 6208 - Voluntary Education Programs

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-01-30

    ...: On Friday, December 7, 2012 (77 FR 72941-72956), the Department of Defense published a final rule in the Federal Register titled Voluntary Education Programs. Subsequent to the publication of that rule... of the Secretary 32 CFR Part 68 RIN 0790-AI50 Voluntary Education Programs AGENCY: Office of...

  4. Ohio's Resource Guide for Voluntary Skill Standards.

    ERIC Educational Resources Information Center

    Springfield-Clark Joint Vocational School, Springfield, OH.

    Voluntary skill standards are industry-based, industry-verified performance specifications that identify the knowledge, skills, and abilities individuals need for success in an industry. This resource guide is designed to raise awareness of voluntary skill standards, identify their benefits, and encourage stakeholder involvement in implementation…

  5. Voluntary Task Switching: Chasing the Elusive Homunculus

    ERIC Educational Resources Information Center

    Arrington, Catherine M.; Logan, Gordon D.

    2005-01-01

    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…

  6. Principal Turnover. Information Capsule. Volume 0914

    ERIC Educational Resources Information Center

    Blazer, Christie

    2010-01-01

    Recent studies indicate that school districts are facing increasing rates of principal turnover. Frequent principal changes deprive schools of the leadership stability they need to succeed, disrupt long-term school reform efforts, and may even be linked to increased teacher turnover and lower levels of student achievement. This Information Capsule…

  7. Contextual Factors Related to Elementary Principal Turnover

    ERIC Educational Resources Information Center

    Partlow, Michelle C.

    2007-01-01

    The issue of school leadership instability and how it affects schools and student achievement has been studied. The question of how to predict turnover of the principal remains an unknown. The purpose of this research was to search for possible relationships between certain contextual variables and principal turnover and to test the independent…

  8. Mitochondrial Turnover in the Heart

    PubMed Central

    Gustafsson, Åsa B.

    2010-01-01

    Mitochondrial quality control is increasingly recognized as an essential element in maintaining optimally functioning tissues. Mitochondrial quality control depends upon a balance between biogenesis and autophagic destruction. Mitochondrial dynamics (fusion and fission) allows for the redistribution of mitochondrial components. We speculate that this permits sorting of highly functional components into one end of a mitochondrion, while damaged components are segregated at the other end, to be jettisoned by asymmetric fission followed by selective mitophagy. Ischemic preconditioning requires autophagy/mitophagy, resulting in selective elimination of damaged mitochondria, leaving behind a population of robust mitochondria with a higher threshold for opening of the mitochondrial permeability transition pore. In this review we will consider the factors that regulate mitochondrial biogenesis and destruction, the machinery involved in both processes, and the biomedical consequences associated with altered mitochondrial turnover. PMID:21147177

  9. Social Disadvantage and Network Turnover

    PubMed Central

    2015-01-01

    Objectives. Research shows that socially disadvantaged groups—especially African Americans and people of low socioeconomic status (SES)—experience more unstable social environments. I argue that this causes higher rates of turnover within their personal social networks. This is a particularly important issue among disadvantaged older adults, who may benefit from stable networks. This article, therefore, examines whether social disadvantage is related to various aspects of personal network change. Method. Social network change was assessed using longitudinal egocentric network data from the National Social Life, Health, and Aging Project, a study of older adults conducted between 2005 and 2011. Data collection in Wave 2 included a technique for comparing respondents’ confidant network rosters between waves. Rates of network losses, deaths, and additions were modeled using multivariate Poisson regression. Results. African Americans and low-SES individuals lost more confidants—especially due to death—than did whites and college-educated respondents. African Americans also added more confidants than whites. However, neither African Americans nor low-SES individuals were able to match confidant losses with new additions to the extent that others did, resulting in higher levels of confidant network shrinkage. These trends are partly, but not entirely, explained by disadvantaged individuals’ poorer health and their greater risk of widowhood or marital dissolution. Discussion. Additional work is needed to shed light on the role played by race- and class-based segregation on group differences in social network turnover. Social gerontologists should examine the role these differences play in explaining the link between social disadvantage and important outcomes in later life, such as health decline. PMID:24997286

  10. Family planning and voluntary workers.

    PubMed

    Bhende, A

    1968-01-01

    The Family Planning Communication Action Research Projects at the Demographic Training and Research Centre, DTRC, Bombay, and the Planning Research and Action Institute (PRAI) Lucknow, provide guidelines for implementation of a program in which voluntary workers play an important role. DTRC has concentrated on urban areas and PRAI on rural areas. In selecting the volunteers, emphasis is on involving those who are already active in community affairs, or those who wield some degree of influence. In rural areas, the literacy level of the leaders is an important factor, as well as those who have a wide circle of acquaintances. The training programs conducted by the DTRC are for 3-5 days, covering 6-10 hours, and the involvement of some local association is always sought. It is found that an informal, permissive atmosphere, the use of visual aids, the distribution of reference material, and the lecture and group discussion methods are effective in orienting the participants to family planning educational activities. The PRAI trains the workers 1st through individual visits, and then when a good number have participated for 3 or 4 months, a training camp is organized. When high officials attend and address these camps, and when certificates and badges are distributed, it serves to keep up the enthusiasm. The main problem in both urban and rural area are sustaining the interest of the volunteer and involving men as volunteers. Where cash incentives are not feasible, newspaper and radio publicity is effective, and words of recognition and appreciation also help. Where male volunteers are involved, it is found that they can work well in their places of employment rather than in residential communities. In highly cosmopolitan areas, various linquestic groups live side by side, and it is necessary to enroll voluntary workers from the individual groups. PMID:12338667

  11. Factors influencing the rate of job turnover among hospital pharmacists.

    PubMed

    Smith, S N; Stewart, J E; Grussing, P G

    1986-08-01

    Factors influencing the rate of job turnover among hospital pharmacists were studied. In June 1982, pharmacists and pharmacy directors in acute-care hospitals in the Chicago area with more than 100 beds were asked both open-ended and multiple-choice questions pertaining to reasons for accepting and staying at current jobs, reasons for leaving previous and possibly current jobs, career goals, and demographic data. From the sample of 529 pharmacists, 217 (41%) usable responses were received. Pharmacy directors' responses indicated that the turnover rate for pharmacists was 14.4% and that relocation and layoffs or job termination were the most common reasons for job turnover. Overall, pharmacists' pay and benefits and opportunity for promotion or advancement were the reasons pharmacists cited most frequently both for leaving a job and for staying at a job. Men ranked pay and benefits as the most important reason for taking and staying at a position and for leaving, whereas women cited hospital location as the most important reason for taking, staying at, or leaving a job. Other factors cited as important were working hours, professional challenge, job duties, and continuation of education. Pharmacists who had been in the current job for more than two years were less likely to leave. Pregnancy of the employee or spouse was not a strong reason for leaving, and relocation was a more important reason for women than for men. Approximately half the respondents indicated they had a career goal; promotion to management and continuation of education were the goals most frequently mentioned. Regional or national studies should be conducted to gain further understanding of why pharmacists accept, remain in, and change jobs. PMID:3752133

  12. Voluntary Informed Consent in Paediatric Oncology Research.

    PubMed

    Dekking, Sara A S; Van Der Graaf, Rieke; Van Delden, Johannes J M

    2016-07-01

    In paediatric oncology, research and treatments are often closely combined, which may compromise voluntary informed consent of parents. We identified two key scenarios in which voluntary informed consent for paediatric oncology studies is potentially compromised due to the intertwinement of research and care. The first scenario is inclusion by the treating paediatric oncologist, the second scenario concerns treatments confined to the research context. In this article we examine whether voluntary informed consent of parents for research is compromised in these two scenarios, and if so whether this is also morally problematic. For this, we employ the account of voluntary consent from Nelson and colleagues, who assert that voluntary consent requires substantial freedom from controlling influences. We argue that, in the absence of persuasion or manipulation, inclusion by the treating physician does not compromise voluntariness. However, it may function as a risk factor for controlling influence as it narrows the scope within which parents make decisions. Furthermore, physician appeal to reciprocity is not controlling as it constitutes persuasion. In addition, framing information is a form of informational manipulation and constitutes a controlling influence. In the second scenario, treatments confined to the research context qualify as controlling if the available options are restricted through manipulation of options. Although none of the influences is morally problematic in itself, a combination of influences may create morally problematic instances of involuntary informed consent. Therefore, safeguards should be implemented to establish an optimal environment for parents to provide voluntary informed consent in an integrated research-care context. PMID:26686529

  13. Documenting Employee Conduct

    ERIC Educational Resources Information Center

    Dalton, Jason

    2009-01-01

    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…

  14. Improvements to Kramers turnover theory

    NASA Astrophysics Data System (ADS)

    Pollak, Eli; Ankerhold, Joachim

    2013-04-01

    The Kramers turnover problem, that is, obtaining a uniform expression for the rate of escape of a particle over a barrier for any value of the external friction was solved in the 1980s. Two formulations were given, one by Mel'nikov and Meshkov (MM) [V. I. Mel'nikov and S. V. Meshkov, J. Chem. Phys. 85, 1018 (1986), 10.1063/1.451844], which was based on a perturbation expansion for the motion of the particle in the presence of friction. The other, by Pollak, Grabert, and Hänggi (PGH) [E. Pollak, H. Grabert, and P. Hänggi, J. Chem. Phys. 91, 4073 (1989), 10.1063/1.456837], valid also for memory friction, was based on a perturbation expansion for the motion along the collective unstable normal mode of the particle. Both theories did not take into account the temperature dependence of the average energy loss to the bath. Increasing the bath temperature will reduce the average energy loss. In this paper, we analyse this effect, using a novel perturbation theory. We find that within the MM approach, the thermal energy gained from the bath diverges, the average energy gain becomes infinite implying an essential failure of the theory. Within the PGH approach increasing the bath temperature reduces the average energy loss but only by a finite small amount of the order of the inverse of the reduced barrier height. Then, this does not seriously affect the theory. Analysis and application for a cubic potential and Ohmic friction are presented.

  15. 5 CFR 831.405 - Interest on voluntary contributions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Interest on voluntary contributions. 831.405 Section 831.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.405 Interest on voluntary contributions. (a) Interest on voluntary contributions...

  16. 5 CFR 831.405 - Interest on voluntary contributions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Interest on voluntary contributions. 831.405 Section 831.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.405 Interest on voluntary contributions. (a) Interest on voluntary contributions...

  17. 24 CFR 972.212 - Timing of voluntary conversion.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Timing of voluntary conversion. 972... URBAN DEVELOPMENT CONVERSION OF PUBLIC HOUSING TO TENANT-BASED ASSISTANCE Voluntary Conversion of Public Housing Developments Voluntary Conversion Procedure § 972.212 Timing of voluntary conversion. (a) A...

  18. 40 CFR 90.804 - Voluntary emissions recall.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emissions recall. 90.804...-Related Defect Reporting Requirements, Voluntary Emission Recall Program, Ordered Recalls § 90.804 Voluntary emissions recall. (a) When any manufacturer initiates a voluntary emissions recall...

  19. 40 CFR 91.904 - Voluntary emission recall.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emission recall. 91.904... Requirements, Voluntary Emission Recall Program § 91.904 Voluntary emission recall. (a) A manufacturer, prior to initiating a voluntary emission recall program, must submit to the EPA the following...

  20. 40 CFR 90.804 - Voluntary emissions recall.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emissions recall. 90.804...-Related Defect Reporting Requirements, Voluntary Emission Recall Program, Ordered Recalls § 90.804 Voluntary emissions recall. (a) When any manufacturer initiates a voluntary emissions recall...

  1. 40 CFR 94.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emissions recall reporting... Reporting Requirements, Voluntary Emission Recall Program § 94.404 Voluntary emissions recall reporting. (a) When any manufacturer initiates a voluntary emissions recall campaign involving an engine,...

  2. 40 CFR 92.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emissions recall reporting... Defect Reporting Requirements, Voluntary Emission Recall Program § 92.404 Voluntary emissions recall reporting. (a) When any manufacturer or remanufacturer initiates a voluntary emissions recall...

  3. 40 CFR 91.904 - Voluntary emission recall.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emission recall. 91.904... Requirements, Voluntary Emission Recall Program § 91.904 Voluntary emission recall. (a) A manufacturer, prior to initiating a voluntary emission recall program, must submit to the EPA the following...

  4. 40 CFR 94.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emissions recall reporting... Reporting Requirements, Voluntary Emission Recall Program § 94.404 Voluntary emissions recall reporting. (a) When any manufacturer initiates a voluntary emissions recall campaign involving an engine,...

  5. 40 CFR 91.904 - Voluntary emission recall.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emission recall. 91.904... Requirements, Voluntary Emission Recall Program § 91.904 Voluntary emission recall. (a) A manufacturer, prior to initiating a voluntary emission recall program, must submit to the EPA the following...

  6. 40 CFR 94.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emissions recall reporting... Reporting Requirements, Voluntary Emission Recall Program § 94.404 Voluntary emissions recall reporting. (a) When any manufacturer initiates a voluntary emissions recall campaign involving an engine,...

  7. 40 CFR 90.804 - Voluntary emissions recall.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emissions recall. 90.804...-Related Defect Reporting Requirements, Voluntary Emission Recall Program, Ordered Recalls § 90.804 Voluntary emissions recall. (a) When any manufacturer initiates a voluntary emissions recall...

  8. 40 CFR 94.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emissions recall reporting... Reporting Requirements, Voluntary Emission Recall Program § 94.404 Voluntary emissions recall reporting. (a) When any manufacturer initiates a voluntary emissions recall campaign involving an engine,...

  9. 40 CFR 92.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emissions recall reporting... Defect Reporting Requirements, Voluntary Emission Recall Program § 92.404 Voluntary emissions recall reporting. (a) When any manufacturer or remanufacturer initiates a voluntary emissions recall...

  10. 40 CFR 91.904 - Voluntary emission recall.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emission recall. 91.904... Requirements, Voluntary Emission Recall Program § 91.904 Voluntary emission recall. (a) A manufacturer, prior to initiating a voluntary emission recall program, must submit to the EPA the following...

  11. 40 CFR 92.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emissions recall reporting... Defect Reporting Requirements, Voluntary Emission Recall Program § 92.404 Voluntary emissions recall reporting. (a) When any manufacturer or remanufacturer initiates a voluntary emissions recall...

  12. 40 CFR 94.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emissions recall reporting... Reporting Requirements, Voluntary Emission Recall Program § 94.404 Voluntary emissions recall reporting. (a) When any manufacturer initiates a voluntary emissions recall campaign involving an engine,...

  13. 40 CFR 92.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emissions recall reporting... Defect Reporting Requirements, Voluntary Emission Recall Program § 92.404 Voluntary emissions recall reporting. (a) When any manufacturer or remanufacturer initiates a voluntary emissions recall...

  14. 40 CFR 92.404 - Voluntary emissions recall reporting.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emissions recall reporting... Defect Reporting Requirements, Voluntary Emission Recall Program § 92.404 Voluntary emissions recall reporting. (a) When any manufacturer or remanufacturer initiates a voluntary emissions recall...

  15. 40 CFR 91.904 - Voluntary emission recall.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emission recall. 91.904... Requirements, Voluntary Emission Recall Program § 91.904 Voluntary emission recall. (a) A manufacturer, prior to initiating a voluntary emission recall program, must submit to the EPA the following...

  16. 40 CFR 90.804 - Voluntary emissions recall.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emissions recall. 90.804...-Related Defect Reporting Requirements, Voluntary Emission Recall Program, Ordered Recalls § 90.804 Voluntary emissions recall. (a) When any manufacturer initiates a voluntary emissions recall...

  17. 40 CFR 90.804 - Voluntary emissions recall.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emissions recall. 90.804...-Related Defect Reporting Requirements, Voluntary Emission Recall Program, Ordered Recalls § 90.804 Voluntary emissions recall. (a) When any manufacturer initiates a voluntary emissions recall...

  18. 42 CFR 460.162 - Voluntary disenrollment.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... (CONTINUED) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) Participant Enrollment and Disenrollment § 460.162 Voluntary disenrollment. A...

  19. 42 CFR 460.162 - Voluntary disenrollment.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... (CONTINUED) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) Participant Enrollment and Disenrollment § 460.162 Voluntary disenrollment. A...

  20. 42 CFR 460.162 - Voluntary disenrollment.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... (CONTINUED) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) Participant Enrollment and Disenrollment § 460.162 Voluntary disenrollment. A...

  1. 42 CFR 460.162 - Voluntary disenrollment.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... (CONTINUED) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) PROGRAMS OF ALL-INCLUSIVE CARE FOR THE ELDERLY (PACE) Participant Enrollment and Disenrollment § 460.162 Voluntary disenrollment. A...

  2. Contemplated Suicide Among Voluntary and Involuntary Retirees

    ERIC Educational Resources Information Center

    Peretti, Peter O.; Wilson, Cedric

    1978-01-01

    This study explored anomic and egoistic dimensions of contemplated suicide among voluntary and involuntary retired males. Results indicated a direct relationship between anomie and egoism on the one hand, and contemplation of suicide on the other. (Author)

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

    PubMed Central

    Bogan, Sharon; Bosslet, Lindsay

    2014-01-01

    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

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

    PubMed

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

    2012-04-01

    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

  5. Coping with Turnovers in School Food Service.

    ERIC Educational Resources Information Center

    Pannell, Dorothy V.

    1988-01-01

    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)

  6. Biomimetic catalysis: Taking on the turnover challenge

    NASA Astrophysics Data System (ADS)

    Hooley, Richard J.

    2016-03-01

    Emulating the efficiency with which enzymes catalyse reactions has often been used as inspiration to develop self-assembled cages. Now two studies present approaches to achieving catalyst turnover -- one of the biggest challenges in achieving truly biomimetic catalysis.

  7. The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation Methodology.

    PubMed

    Jones, Cheryl Bland

    2005-01-01

    This is the second article in a 2-part series focusing on nurse turnover and its costs. Part 1 (December 2004) described nurse turnover costs within the context of human capital theory, and using human resource accounting methods, presented the updated Nursing Turnover Cost Calculation Methodology. Part 2 presents an application of this method in an acute care setting and the estimated costs of nurse turnover that were derived. Administrators and researchers can use these methods and cost information to build a business case for nurse retention. PMID:15647669

  8. Spatial turnover in the global avifauna

    PubMed Central

    Gaston, Kevin J; Davies, Richard G; Orme, C. David L; Olson, Valerie A; Thomas, Gavin H; Ding, Tzung-Su; Rasmussen, Pamela C; Lennon, Jack J; Bennett, Peter M; Owens, Ian P.F; Blackburn, Tim M

    2007-01-01

    Despite its wide implications for many ecological issues, the global pattern of spatial turnover in the occurrence of species has been little studied, unlike the global pattern of species richness. Here, using a database on the breeding distributions of birds, we present the first global maps of variation in spatial turnover for an entire taxonomic class, a pattern that has to date remained largely a matter of conjecture, based on theoretical expectations and extrapolation of inconsistent patterns from different biogeographic realms. We use these maps to test four predictions from niche theory as to the form that this variation should take, namely that turnover should increase with species richness, towards lower latitudes, and with the steepness of environmental gradients and that variation in turnover is determined principally by rare (restricted) species. Contrary to prediction, we show that turnover is high both in areas of extremely low and high species richness, does not increase strongly towards the tropics, and is related both to average environmental conditions and spatial variation in those conditions. These results are closely associated with a further important and novel finding, namely that global patterns of spatial turnover are driven principally by widespread species rather than the restricted ones. This complements recent demonstrations that spatial patterns of species richness are also driven principally by widespread species, and thus provides an important contribution towards a unified model of how terrestrial biodiversity varies both within and between the Earth's major land masses. PMID:17472910

  9. On gigahertz spectral turnovers in pulsars

    NASA Astrophysics Data System (ADS)

    Rajwade, K.; Lorimer, D. R.; Anderson, L. D.

    2016-01-01

    Pulsars are known to emit non-thermal radio emission that is generally a power-law function of frequency. In some cases, a turnover is seen at frequencies around 100 MHz. Kijak et al. have reported the presence of a new class of `Gigahertz Peaked Spectrum' (GPS) pulsars that show spectral turnovers at frequencies around 1 GHz. We apply a model based on free-free thermal absorption to explain these turnovers in terms of surrounding material such as the dense environments found in H II regions, pulsar wind nebulae, or in cold, partially ionized molecular clouds. We show that the turnover frequency depends on the electron temperature of the environment close to the pulsar, as well as the emission measure along the line of sight. We fitted this model to the radio fluxes of known GPS pulsars and show that it can replicate the GHz turnover. From the thermal absorption model, we demonstrate that normal pulsars would exhibit a GPS-like behaviour if they were in a dense environment. We discuss the application of this model in the context of determining the population of neutron stars within the central parsec of the Galaxy. We show that a non-negligible fraction of this population might exhibit high-frequency spectral turnovers, which has implications on the detectability of these sources in the Galactic Centre.

  10. Doxorubicin enhances nucleosome turnover around promoters.

    PubMed

    Yang, Fan; Kemp, Christopher J; Henikoff, Steven

    2013-05-01

    Doxorubicin is an anthracycline DNA intercalator that is among the most commonly used anticancer drugs. Doxorubicin causes DNA double-strand breaks in rapidly dividing cells, although whether it also affects general chromatin properties is unknown. Here, we use a metabolic labeling strategy to directly measure nucleosome turnover to examine the effect of doxorubicin on chromatin dynamics in squamous cell carcinoma cell lines derived from genetically defined mice. We find that doxorubicin enhances nucleosome turnover around gene promoters and that turnover correlates with gene expression level. Consistent with a direct action of doxorubicin, enhancement of nucleosome turnover around promoters gradually increases with time of exposure to the drug. Interestingly, enhancement occurs both in wild-type cells and in cells lacking either the p53 tumor suppressor gene or the master regulator of the DNA damage response, ATM, suggesting that doxorubicin action on nucleosome dynamics is independent of the DNA damage checkpoint. In addition, another anthracycline drug, aclarubicin, shows similar effects on enhancing nucleosome turnover around promoters. Our results suggest that anthracycline intercalation promotes nucleosome turnover around promoters by its effect on DNA topology, with possible implications for mechanisms of cell killing during cancer chemotherapy. PMID:23602475

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    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…

  12. 5 CFR 3601.104 - Additional limitations on gifts between DoD employees.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... that include a subordinate and to voluntary contributions to gifts for superiors permitted under 5 CFR... employees contributing to a gift on a special, infrequent occasion as permitted by 5 CFR 2635.304(c)(1), a... is his subordinate. (1) The cost of items excluded from the definition of a gift by 5 CFR...

  13. Occupational Health and Safety Management and Turnover Intention in the Ghanaian Mining Sector

    PubMed Central

    Amponsah-Tawiah, Kwesi; Ntow, Michael Akomeah Ofori; Mensah, Justice

    2015-01-01

    Background The mining industry is considered as one of the most dangerous and hazardous industries and the need for effective and efficient occupational health and safety management is critical to safeguard workers and the industry. Despite the dangers and hazards present in the mining industry, only few studies have focused on how occupational health and safety and turnover intentions in the mines. Method The study suing a cross-sectional survey design collected quantitative data from the 255 mine workers that were conveniently sampled from the Ghanaian mining industry. The data collection tools were standardized questionnaires that measured occupational health and safety management and turnover intentions. These scales were also pretested before their usage in actual data collection. Results The correlation coefficient showed that a negative relationship existed between dimensions of occupational health and safety management and turnover intention; safety leadership (r = −0.33, p < 0.01); supervision (r = −0.26, p < 0.01); safety facilities and equipment (r = −0.32, p < 0.01); safety procedure (r = −0.27, p < 0.01). Among these dimensions, safety leadership and safety facility were significant predictors of turnover intention, (β = −0.28, p < 0.01) and (β = −0.24, p < 0.01) respectively. The study also found that turnover intention of employees is heavily influenced by the commitment of safety leadership in ensuring the effective formulation of policies and supervision of occupational health and safety at the workplace. Conclusion The present study demonstrates that safety leadership is crucial in the administration of occupational health and safety and reducing turnover intention in organizations. PMID:27014486

  14. The voluntary health sector: some reflections.

    PubMed

    Narayan, R; Narayan, T

    1993-06-01

    A discussion of voluntary organizations contributions to health efforts identifies the challenges for the 1990s. Questions are posed which will determine the voluntary organizational effort will be subverted. The emerging needs and new directions indicated are ones which voluntary organizations are committed to pursuing in the decades ahead. The role of the voluntary health sectors will be determined by increasing self-reflection and a collective effort. Voluntary organizations direct their efforts to broader social and societal dimensions of health than do governmental health agencies. Voluntary is distinguished from nongovernmental in order to avoid the confusion between voluntary and for profit groups. It is also important to recognize that citizen efforts are just as much a part of the government system as those of the government system as those of government functionaries. The term primary health care is also avoided, because it denotes primary actions devoted to individuals. The term community health is preferred, as it shifts the focus to individual, group, community, and societal action. Voluntary organizations, thus, are committed to awareness building and autonomy, demystifying education, participatory decision making processes, community building processes, and creative means of challenging and going beyond the conflicts of interest groups. The assumption is that alternative health care is a necessary part of providing health for all in an "alternative socio-political-economic-cultural system." The goals have been materialized as a de-emphasis on the over professionalism of skills and knowledge an a de-emphasis on the focus on physical health only. Lobbying efforts are directed to changing health and medical policy to meet the health needs of the people and to be accountable. Examples of voluntary groups in India are the Medio Friends Circle, Kerala Shastra Sahitya Parishad, All India Drug Action Network, Lok Swasthya Parampara Samvardhan Samithi, and

  15. The costs of nurse turnover: part 1: an economic perspective.

    PubMed

    Jones, Cheryl Bland

    2004-12-01

    Nurse turnover is costly for healthcare organizations. Administrators and nurse executives need a reliable estimate of nurse turnover costs and the origins of those costs if they are to develop effective measures of reducing nurse turnover and its costs. However, determining how to best capture and quantify nurse turnover costs can be challenging. Part 1 of this series conceptualizes nurse turnover via human capital theory and presents an update of a previously developed method for determining the costs of nurse turnover, the Nursing Turnover Cost Calculation Method. Part 2 (January 2005) presents a recent application of the methodology in an acute care hospital. PMID:15632752

  16. [Mexico. Federal agreement for voluntary motherhood].

    PubMed

    1991-01-01

    In June 1991, the National Forum for Voluntary Motherhood and the Decriminalization of Abortion was convened in Tuxtla Gutierrez, Chiapas, Mexico. The forum culminated in the signing of a pact in which participants pledged to support the women of Chiapas in their efforts to win approval of legislation assuring the right to legal abortion. The action in Chiapas was viewed as the beginning of a national legislative process aimed at achieving juridical recognition of the sexual freedom of women. The participants planned to promote discussion in each community and state of existing abortion legislation and the proposed reforms to assure women the right to abortion. Space will be demanded in the mass media in order to inform the population. The movement will seek to develop a widespread local and national consensus on the right to voluntary maternity. Voluntary maternity implies recognition of the rights to women to make decisions regarding their own sexuality and fertility. It implies availability of sex education and contraception, as well as access to safe and legal abortions. Voluntary maternity implies elimination by society of morbidity and mortality due to causes associated with reproduction, and it implies generalized use of contraception and elimination of involuntary sterilization. Voluntary maternity requires that the state develop an ethic of protection of mothers and children, and that authoritarian demographic programs that do not recognize the humanity and autonomy of women be abandoned. Voluntary maternity requires protection by public institutions, and it requires that women and children have access to a decent standard of living. It requires as well that the daily care of children cease to be the exclusive responsibility of women and that it be shared by men. Women cannot be free as long as maternity is compulsory. It is proposed that the discussions and proposals made to local legislatures will eventually be brought before the national Congress in

  17. Employee satisfaction: creating a positive work force.

    PubMed

    Wright, M

    1998-01-01

    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

  18. MSFC personnel management tasks: Recruitment and orientation of new employees

    NASA Technical Reports Server (NTRS)

    Brindley, T. A.

    1980-01-01

    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.

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

    PubMed

    Zhang, Yuan; Punnett, Laura; Gore, Rebecca

    2014-02-01

    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

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

    ERIC Educational Resources Information Center

    Berrios-Ortiz, Edwin J.

    2012-01-01

    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…

  1. Returning the Favor: Positive Employee Responses to Supervisor and Peer Support for Training Transfer

    ERIC Educational Resources Information Center

    Wei Tian, Amy; Cordery, John; Gamble, Jos

    2016-01-01

    Drawing on social exchange theory and associated notions of reciprocity, we argue that interpersonal support for training transfer in the workplace is associated with increased employee task performance and organizational citizenship behavior (OCB) and reduced turnover intention. We test our hypotheses using survey data from 786 Chinese retail…

  2. Voluntary sterilization in North Tyneside.

    PubMed

    Carnegie-Smith, K

    1984-04-01

    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

  3. Flexible work arrangements, job satisfaction, and turnover intentions: the mediating role of work-to-family enrichment.

    PubMed

    McNall, Laurel A; Masuda, Aline D; Nicklin, Jessica M

    2010-01-01

    The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice. PMID:20092070

  4. Employee Resignation: An Update.

    ERIC Educational Resources Information Center

    Zirkel, Perry A.

    2002-01-01

    Discusses Louisiana teacher resignation case wherein the trial court ruled and the appeals court affirmed that the resignation was not made under duress and thus the district had not breached the teacher's contract. Discusses other court decisions dealing with issues of voluntary resignation and withdrawal and their implications for principals.…

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

    PubMed

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

    2013-01-01

    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

  6. Theme: Employee Ownership.

    ERIC Educational Resources Information Center

    Gordon, Michael E.; And Others

    1991-01-01

    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…

  7. Voluntary reporting of greenhouse gases, 1995

    SciTech Connect

    1996-07-01

    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.

  8. The empirical slippery slope from voluntary to non-voluntary euthanasia.

    PubMed

    Lewis, Penney

    2007-01-01

    This article examines the evidence for the empirical argument that there is a slippery slope between the legalization of voluntary and non-voluntary euthanasia. The main source of evidence in relation to this argument comes from the Netherlands. The argument is only effective against legalization if it is legalization which causes the slippery slope. Moreover, it is only effective if it is used comparatively-to show that the slope is more slippery in jurisdictions which have legalized voluntary euthanasia than it is in jurisdictions which have not done so. Both of these elements are examined comparatively. PMID:17341228

  9. Employees' organizational identification and affective organizational commitment: an integrative approach.

    PubMed

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

    2015-01-01

    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

  10. Quantification of isotopic turnover in agricultural systems

    NASA Astrophysics Data System (ADS)

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

    2012-04-01

    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

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

    PubMed Central

    Chan, X’avia CY; Black, Caitlin M; Lin, Amanda J; Ping, Peipei; Lau, Edward

    2016-01-01

    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. PMID:25451168

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

    PubMed

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

    2015-01-01

    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

  13. A Phenomenographical Study of Voluntary Digital Exclusion

    ERIC Educational Resources Information Center

    Anderson, Derrick L.

    2012-01-01

    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…

  14. Voluntary Oral Administration of Losartan in Rats.

    PubMed

    Diogo, Lucília N; Faustino, Inês V; Afonso, Ricardo A; Pereira, Sofia A; Monteiro, Emília C; Santos, Ana I

    2015-09-01

    Gavage is a widely performed technique for daily dosing in laboratory rodents. Although effective, gavage comprises a sequence of potentially stressful procedures for laboratory animals that may introduce bias into experimental results, especially when the drugs to be tested interfere with stress-dependent parameters. We aimed to test vehicles suitable for drug delivery by voluntary ingestion in rats. Specifically, Male Wistar rats (age, 2 to 3 mo) were used to test nut paste (NUT), peanut butter (PB), and sugar paste (SUG) as vehicles for long-term voluntary oral administration of losartan, an angiotensin II receptor blocker. Vehicles were administered for 28 d without drug to assess effects on the glucose level and serum lipid profile. Losartan was mixed with vehicles and either offered to the rats or administered by gavage (14 d) for subsequent quantification of losartan plasma levels by HPLC. After a 2-d acclimation period, all rats voluntarily ate the vehicles, either alone or mixed with losartan. NUT administration reduced blood glucose levels. The SUG group had higher concentrations of losartan than did the gavage group, without changes in lipid and glucose profiles. Our results showed that NUT, PB, and SUG all are viable for daily single-dose voluntary ingestion of losartan and that SUG was the best alternative overall. Drug bioavailability was not reduced after voluntary ingestion, suggesting that this method is highly effective for chronic oral administration of losartan to laboratory rodents. PMID:26424254

  15. 42 CFR 441.456 - Voluntary disenrollment.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... return to a traditional service delivery system. (b) The State must specify in a section 1915(j) State... 42 Public Health 4 2010-10-01 2010-10-01 false Voluntary disenrollment. 441.456 Section 441.456 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN...

  16. Voluntary Oral Administration of Losartan in Rats

    PubMed Central

    Diogo, Lucília N; Faustino, Inês V; Afonso, Ricardo A; Pereira, Sofia A; Monteiro, Emília C; Santos, Ana I

    2015-01-01

    Gavage is a widely performed technique for daily dosing in laboratory rodents. Although effective, gavage comprises a sequence of potentially stressful procedures for laboratory animals that may introduce bias into experimental results, especially when the drugs to be tested interfere with stress-dependent parameters. We aimed to test vehicles suitable for drug delivery by voluntary ingestion in rats. Specifically, Male Wistar rats (age, 2 to 3 mo) were used to test nut paste (NUT), peanut butter (PB), and sugar paste (SUG) as vehicles for long-term voluntary oral administration of losartan, an angiotensin II receptor blocker. Vehicles were administered for 28 d without drug to assess effects on the glucose level and serum lipid profile. Losartan was mixed with vehicles and either offered to the rats or administered by gavage (14 d) for subsequent quantification of losartan plasma levels by HPLC. After a 2-d acclimation period, all rats voluntarily ate the vehicles, either alone or mixed with losartan. NUT administration reduced blood glucose levels. The SUG group had higher concentrations of losartan than did the gavage group, without changes in lipid and glucose profiles. Our results showed that NUT, PB, and SUG all are viable for daily single-dose voluntary ingestion of losartan and that SUG was the best alternative overall. Drug bioavailability was not reduced after voluntary ingestion, suggesting that this method is highly effective for chronic oral administration of losartan to laboratory rodents. PMID:26424254

  17. 22 CFR 127.12 - Voluntary disclosures.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Voluntary disclosures. 127.12 Section 127.12 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS VIOLATIONS AND PENALTIES... pattern of violations, or reflects the absence of an effective compliance program, the Directorate...

  18. 22 CFR 127.12 - Voluntary disclosures.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Voluntary disclosures. 127.12 Section 127.12 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS VIOLATIONS AND PENALTIES... pattern of violations, or reflects the absence of an effective compliance program, the Directorate...

  19. 22 CFR 127.12 - Voluntary disclosures.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Voluntary disclosures. 127.12 Section 127.12 Foreign Relations DEPARTMENT OF STATE INTERNATIONAL TRAFFIC IN ARMS REGULATIONS VIOLATIONS AND PENALTIES... board of directors). If the violation is a major violation, reveals a systemic pattern of violations,...

  20. Staff's perceptions of voluntary assertiveness skills training.

    PubMed

    McVanel, Sarah; Morris, Beth

    2010-01-01

    Clinicians' ability to be assertive when unsure or concerned about procedures, treatment modalities, or patients' symptoms is key in reducing risk and preventing sentinel events. In this article, the authors provide a framework for generic, voluntary assertiveness communication skills workshops that any educator can implement. PMID:21119378

  1. Health promotion: private voluntary organisations in action.

    PubMed

    Arnold, J P

    1998-01-01

    Since the country's independence in 1947, India has come a long way in its efforts to improve health services. One initiative taken by the Government is the involvement of private voluntary organizations (PVOs) in the health promotion activity. Several grant-in-aid schemes have been initiated, whereby PVOs obtain government funding for the provision of services and the promotion of health and family welfare activities. The US Agency for International Development has supported the government in this endeavor. Keeping these in mind, Tamil Nadu Voluntary Health Association, a state-level association of voluntary health organizations such as hospitals, dispensaries and community-based health organizations, worked out a proposal for support and collaboration with the Government of India. This association aims to promote health through networking and coordinating with voluntary organizations, strengthening of nongovernmental organization activities, collection and dissemination of relevant information, lobbying, campaigning and liaisoning for health issues. This article highlights the experience of the Association in conceiving and carrying out its proposal/project. In particular, it describes the planning and implementation of the Integrated Project for Development of Primary Health Care and Women's Welfare in Tamil Nadu as well as the achievements of the project. The main goal of this project is to coordinate with various levels of health services to improve the health status of rural Tamil Nadu. PMID:12349576

  2. 43 CFR 4.1111 - Voluntary dismissal.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 43 Public Lands: Interior 1 2014-10-01 2014-10-01 false Voluntary dismissal. 4.1111 Section 4.1111 Public Lands: Interior Office of the Secretary of the Interior DEPARTMENT HEARINGS AND APPEALS PROCEDURES Special Rules Applicable to Surface Coal Mining Hearings and Appeals General Provisions § 4.1111...

  3. 43 CFR 4.1111 - Voluntary dismissal.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Voluntary dismissal. 4.1111 Section 4.1111 Public Lands: Interior Office of the Secretary of the Interior DEPARTMENT HEARINGS AND APPEALS PROCEDURES Special Rules Applicable to Surface Coal Mining Hearings and Appeals General Provisions § 4.1111...

  4. 43 CFR 4.1111 - Voluntary dismissal.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 43 Public Lands: Interior 1 2013-10-01 2013-10-01 false Voluntary dismissal. 4.1111 Section 4.1111 Public Lands: Interior Office of the Secretary of the Interior DEPARTMENT HEARINGS AND APPEALS PROCEDURES Special Rules Applicable to Surface Coal Mining Hearings and Appeals General Provisions § 4.1111...

  5. 43 CFR 4.1111 - Voluntary dismissal.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 43 Public Lands: Interior 1 2012-10-01 2011-10-01 true Voluntary dismissal. 4.1111 Section 4.1111 Public Lands: Interior Office of the Secretary of the Interior DEPARTMENT HEARINGS AND APPEALS PROCEDURES Special Rules Applicable to Surface Coal Mining Hearings and Appeals General Provisions § 4.1111...

  6. 43 CFR 4.1111 - Voluntary dismissal.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 43 Public Lands: Interior 1 2011-10-01 2011-10-01 false Voluntary dismissal. 4.1111 Section 4.1111 Public Lands: Interior Office of the Secretary of the Interior DEPARTMENT HEARINGS AND APPEALS PROCEDURES Special Rules Applicable to Surface Coal Mining Hearings and Appeals General Provisions § 4.1111...

  7. Voluntary Environmental Programs: A Comparative Perspective

    ERIC Educational Resources Information Center

    Prakash, Aseem; Potoski, Matthew

    2012-01-01

    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…

  8. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... services on behalf of Bureau schools from the private sector, including individuals, groups, or students. Voluntary service shall be for all non-hazardous activities where public services, special projects, or school operations are improved and enhanced. Volunteer service is limited to personal services...

  9. Voluntary Flammability Regulations for Residential Upholstered Furniture

    ERIC Educational Resources Information Center

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

    2008-01-01

    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…

  10. Communication and Voluntary Downward Career Changes

    ERIC Educational Resources Information Center

    Tan, Claire L.; Kramer, Michael W.

    2012-01-01

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

  11. 25 CFR 38.14 - Voluntary services.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... receiving credit for their work (i.e., student teaching) from an education institution, the agreement will be jointly completed by the student, a representative of the institution, and the Bureau school... INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION EDUCATION PERSONNEL § 38.14 Voluntary services....

  12. A Decade of Voluntary Childlessness: A Bibliography.

    ERIC Educational Resources Information Center

    McKirdy, Gail; Nissley, Debbie

    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…

  13. Effects of transcranial magnetic stimulation during voluntary and non-voluntary stepping movements in humans.

    PubMed

    Solopova, I A; Selionov, V A; Kazennikov, O V; Ivanenko, Y P

    2014-09-01

    Here, we compared motor evoked potentials (MEP) in response to transcranial magnetic stimulation of the motor cortex and the H-reflex during voluntary and vibration-induced air-stepping movements in humans. Both the MEPs (in mm biceps femoris, rectus femoris and tibialis anterior) and H-reflex (in m soleus) were significantly smaller during vibration-induced cyclic leg movements at matched amplitudes of angular motion and muscle activity. These findings highlight differences between voluntary and non-voluntary activation of the spinal pattern generator circuitry in humans, presumably due to an extra facilitatory effect of voluntary control/triggering of stepping on spinal motoneurons and interneurons. The results support the idea of active engagement of supraspinal motor areas in developing central pattern generator-modulating therapies. PMID:25038416

  14. Home Visitor Job Satisfaction and Turnover.

    ERIC Educational Resources Information Center

    Buchbinder, Sharon B.; Duggan, Anne K.; Young, Elizabeth; Fuddy, Loretta; Sia, Cal

    This paper summarizes findings of a 3-year study of the job satisfaction and turnover of home visitors, both professional and paraprofessional, in programs which link families-at-risk for impaired functioning to medical home care and other resources. Specifically, the study examined: (1) home visitor personal characteristics that influence…

  15. Job Turnover Intentions Among Pharmacy Faculty

    PubMed Central

    Conklin, Mark H.

    2007-01-01

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

  16. Teacher Turnover in Charter Schools. Research Brief

    ERIC Educational Resources Information Center

    Stuit, David; Smith, Thomas M.

    2010-01-01

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

  17. Antecedents of Norwegian Beginning Teachers' Turnover Intentions

    ERIC Educational Resources Information Center

    Tiplic, Dijana; Brandmo, Christian; Elstad, Eyvind

    2015-01-01

    This study aims at exploring several individual, organizational, and contextual factors that may affect beginning teachers' turnover intentions during their first years of practice. The sample consists of 227 beginning teachers (69% female and 31% male) from 133 schools in Norway. The results show four important antecedents of beginning teachers'…

  18. Normal Bone Turnover in Transient Hyperphosphatasemia

    PubMed Central

    Kutilek, Stepan; Cervickova, Barbora; Bebova, Pavla; Kmonickova, Marie; Nemec, Vladimir

    2012-01-01

    Transient hyperphosphatasemia of infancy and early childhood (THI) is characterized by a temporary isolated elevation of serum alkaline phosphatase activity (ALP), predominantly its bone or liver isoform, in either sick or healthy children under 5 years of age. Return to normal ALP levels usually occurs within four months. Spontaneous rise of ALP might concern the physician, especially when treating seriously ill children. However, THI is considered a benign biochemical disorder with no clinical consequences. Some existing reports support the hypothesis that THI is a result of increased bone turnover. We present evidence of normal bone turnover in two children with THI. In a one-year-old girl and a boy of the same age, high ALP levels (31 and 109 μkat/L, respectively) were accidentally detected. The children had no signs of metabolic bone disease or of liver disease. The high ALP levels returned to normal in two months, thus fulfilling the diagnosis of THI. In both patients, serum parathyroid hormone and bone turnover markers, serum CrossLaps, and serum osteocalcin were neither elevated, nor did these markers follow the ALP dynamics, thus reflecting normal bone turnover in THI. Children with THI should be spared from extensive investigations and unnecessary vitamin D treatment. Conflict of interest:None declared. PMID:22664360

  19. Director Turnover: An Australian Academic Development Study

    ERIC Educational Resources Information Center

    Fraser, Kym; Ryan, Yoni

    2012-01-01

    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…

  20. 37 CFR 351.2 - Voluntary negotiation period; settlement.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 37 Patents, Trademarks, and Copyrights 1 2010-07-01 2010-07-01 false Voluntary negotiation period... CONGRESS COPYRIGHT ROYALTY JUDGES RULES AND PROCEDURES PROCEEDINGS § 351.2 Voluntary negotiation period..., the Copyright Royalty Judges will announce the beginning of a voluntary negotiation period and...

  1. 37 CFR 351.2 - Voluntary negotiation period; settlement.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 37 Patents, Trademarks, and Copyrights 1 2011-07-01 2011-07-01 false Voluntary negotiation period... CONGRESS COPYRIGHT ROYALTY JUDGES RULES AND PROCEDURES PROCEEDINGS § 351.2 Voluntary negotiation period..., the Copyright Royalty Judges will announce the beginning of a voluntary negotiation period and...

  2. 78 FR 54444 - Advisory Committee on Voluntary Foreign Aid Meeting

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-09-04

    ...; ] AGENCY FOR INTERNATIONAL DEVELOPMENT Advisory Committee on Voluntary Foreign Aid Meeting AGENCY: United... Advisory Committee Act, notice is hereby given of a meeting of the Advisory Committee on Voluntary Foreign..., Executive Director, Advisory Committee on Voluntary Foreign Aid (ACVFA), U.S. Agency for...

  3. 10 CFR 431.176 - Voluntary Independent Certification Programs.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 3 2011-01-01 2011-01-01 false Voluntary Independent Certification Programs. 431.176... Water Heating Products § 431.176 Voluntary Independent Certification Programs. (a) The Department will approve a Voluntary Independent Certification Program (VICP) for a commercial HVAC and WH product if...

  4. 5 CFR 831.406 - Withdrawal of voluntary contributions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Withdrawal of voluntary contributions. 831.406 Section 831.406 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.406 Withdrawal of voluntary contributions. (a) Before receiving...

  5. 5 CFR 831.403 - Eligibility to make voluntary contributions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Eligibility to make voluntary contributions. 831.403 Section 831.403 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.403 Eligibility to make voluntary contributions. (a)...

  6. 5 CFR 831.405 - Interest on voluntary contributions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Interest on voluntary contributions. 831.405 Section 831.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.405 Interest on voluntary contributions....

  7. 5 CFR 831.403 - Eligibility to make voluntary contributions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Eligibility to make voluntary contributions. 831.403 Section 831.403 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.403 Eligibility to make voluntary contributions. (a)...

  8. 5 CFR 831.404 - Procedure for making voluntary contributions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Procedure for making voluntary contributions. 831.404 Section 831.404 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.404 Procedure for making voluntary contributions. (a) To make...

  9. 5 CFR 831.404 - Procedure for making voluntary contributions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 2 2011-01-01 2011-01-01 false Procedure for making voluntary contributions. 831.404 Section 831.404 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.404 Procedure for making voluntary contributions. (a) To make...

  10. 5 CFR 831.406 - Withdrawal of voluntary contributions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Withdrawal of voluntary contributions. 831.406 Section 831.406 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.406 Withdrawal of voluntary contributions. (a) Before receiving...

  11. 75 FR 27563 - Agency Information Collection Activities: Voluntary Customer Survey

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-05-17

    ... SECURITY U.S. Customs and Border Protection Agency Information Collection Activities: Voluntary Customer... Voluntary Customer Survey. This request for comment is being made pursuant to the Paperwork Reduction Act of... following information collection: Title: Voluntary Customer Survey. OMB Number: Will be assigned...

  12. 47 CFR 80.1151 - Voluntary radio operations.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 47 Telecommunication 5 2010-10-01 2010-10-01 false Voluntary radio operations. 80.1151 Section 80.1151 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151 Voluntary...

  13. 47 CFR 80.1151 - Voluntary radio operations.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 47 Telecommunication 5 2013-10-01 2013-10-01 false Voluntary radio operations. 80.1151 Section 80.1151 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151 Voluntary...

  14. 47 CFR 80.1151 - Voluntary radio operations.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 47 Telecommunication 5 2011-10-01 2011-10-01 false Voluntary radio operations. 80.1151 Section 80.1151 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151 Voluntary...

  15. 47 CFR 80.1151 - Voluntary radio operations.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 47 Telecommunication 5 2014-10-01 2014-10-01 false Voluntary radio operations. 80.1151 Section 80.1151 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151 Voluntary...

  16. 47 CFR 80.1151 - Voluntary radio operations.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 47 Telecommunication 5 2012-10-01 2012-10-01 false Voluntary radio operations. 80.1151 Section 80.1151 Telecommunication FEDERAL COMMUNICATIONS COMMISSION (CONTINUED) SAFETY AND SPECIAL RADIO SERVICES STATIONS IN THE MARITIME SERVICES Voluntary Radio Installations General § 80.1151 Voluntary...

  17. Characterization of the dynamics of fat cell turnover in different bovine adipose tissue depots.

    PubMed

    Häussler, S; Germeroth, D; Friedauer, K; Akter, S H; Dänicke, S; Sauerwein, H

    2013-12-01

    In many but not all high producing cows, the energy requirements for milk yield and maintenance exceed energy intake by voluntary feed intake during early lactation. Prioritizing milk secretion, body reserves mainly from adipose tissue are mobilized and imply an increased risk for metabolic diseases. Reducing the energy output via milk by decreasing the milk fat content through feed supplements containing conjugated linoleic acids (CLAs) may attenuate the negative energy balance during this period. In two separate trials, variables characterizing fat cell turnover were investigated in different subcutaneous and visceral fat depots from primiparous heifers (n = 25) during early lactation, and subcutaneous fat from non-lactating, over-conditioned heifers (n = 12) by immunohistochemistry. The portion of apoptotic adipocytes was consistently greater than that of proliferating cells and preadipocytes; the sporadically observed effects of CLA were limited to visceral fat. Lactating heifers had more apoptosis and less preadipocytes than non-lactating heifers. PMID:23932766

  18. Looking for a Challenge? Watch That Labour Turnover!

    ERIC Educational Resources Information Center

    Wilkinson, Roderick

    1975-01-01

    Low labor turnover is an essential factor in the success of an enterprise. Steps in dealing with the turnover problem include: establish the objective, get the facts, decide what to do, take action, and check results. (MW)

  19. Staff turnover: occasional friend, frequent foe, and continuing frustration.

    PubMed

    McConnell, C R

    1999-09-01

    Turnover appears to be a relatively simple concept. However, considerable confusion results when discussing turnover because of differences in how it is defined--what is counted, how it is counted, and how the rate of turnover is expressed. Turnover is also costly, although not enough attention is paid to turnover's cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some which can be corrected and some which 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. PMID:10747463

  20. Work-Related Variables and Turnover Intention among Registered Nurses.

    ERIC Educational Resources Information Center

    Pooyan, Abdullah; And Others

    1990-01-01

    Health institutions have become more interested in the causes of job turnover among registered nurses. Proper management of job turnover can improve the financial health and long-term survival of health care institutions. (Author)

  1. Gaussian Process Modeling of Protein Turnover.

    PubMed

    Rahman, Mahbubur; Previs, Stephen F; Kasumov, Takhar; Sadygov, Rovshan G

    2016-07-01

    We describe a stochastic model to compute in vivo protein turnover rate constants from stable-isotope labeling and high-throughput liquid chromatography-mass spectrometry experiments. We show that the often-used one- and two-compartment nonstochastic models allow explicit solutions from the corresponding stochastic differential equations. The resulting stochastic process is a Gaussian processes with Ornstein-Uhlenbeck covariance matrix. We applied the stochastic model to a large-scale data set from (15)N labeling and compared its performance metrics with those of the nonstochastic curve fitting. The comparison showed that for more than 99% of proteins, the stochastic model produced better fits to the experimental data (based on residual sum of squares). The model was used for extracting protein-decay rate constants from mouse brain (slow turnover) and liver (fast turnover) samples. We found that the most affected (compared to two-exponent curve fitting) results were those for liver proteins. The ratio of the median of degradation rate constants of liver proteins to those of brain proteins increased 4-fold in stochastic modeling compared to the two-exponent fitting. Stochastic modeling predicted stronger differences of protein turnover processes between mouse liver and brain than previously estimated. The model is independent of the labeling isotope. To show this, we also applied the model to protein turnover studied in induced heart failure in rats, in which metabolic labeling was achieved by administering heavy water. No changes in the model were necessary for adapting to heavy-water labeling. The approach has been implemented in a freely available R code. PMID:27229456

  2. Employees with Cerebral Palsy

    MedlinePlus

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information About ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  3. Hiring the right employees.

    PubMed

    Reigle, Dale A

    2014-01-01

    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

  4. Understanding Employee Motivation.

    ERIC Educational Resources Information Center

    Lindner, James R.

    1998-01-01

    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)

  5. Moving from voluntary euthanasia to non-voluntary euthanasia: equality and compassion.

    PubMed

    Amaraskekara, Kumar; Bagaric, Mirko

    2004-09-01

    The recent Dutch law legalising active voluntary euthanasia will reignite the euthanasia debate. An illuminating method for evaluating the moral status of a practice is to follow the implications of the practice to its logical conclusion. The argument for compassion is one of the central arguments in favour of voluntary active euthanasia. This argument applies perhaps even more forcefully in relation to incompetent patients. If active voluntary euthanasia is legalised, arguments based on compassion and equality will be directed towards legalising active non-voluntary euthanasia in order to make accelerated termination of death available also to the incompetent. The removal of discrimination against the incompetent has the potential to become as potent a catch-cry as the right to die. However, the legalisation of non-voluntary euthanasia is undesirable. A review of the relevant authorities reveals that there is no coherent and workable "best interests" test which can be invoked to decide whether an incompetent patient is better off dead. This provides a strong reason for not stepping onto the slippery path of permitting active voluntary euthanasia. PMID:16602214

  6. Employee Selection Process: Integrating Employee Needs and Employer Motivators.

    ERIC Educational Resources Information Center

    Carroll, Brian J.

    1989-01-01

    Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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;…

  8. Salary and Ranking and Teacher Turnover: A Statewide Study

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

  9. Investing in Leadership: The District's Role in Managing Principal Turnover

    ERIC Educational Resources Information Center

    Mascall, Blair; Leithwood, Kenneth

    2010-01-01

    This article presents the results of research into the impact of principal turnover on schools, and the ability of schools to mitigate the negative effects of frequent turnover by distributing leadership in the schools. The findings from this qualitative and quantitative analysis show that rapid principal turnover does indeed have a negative…

  10. Job Turnover and Job Satisfaction among Nursing Home Aides.

    ERIC Educational Resources Information Center

    Waxman, Howard M.; And Others

    1984-01-01

    Interviewed 234 aides in seven nursing homes concerning job turnover rate, job satisfaction, and perception of milieu. A positive association found between turnover rate and aides' perceptions of the homes' order, organization, and control suggested that job turnover would lessen with more involvement in the decision-making process. (JAC)

  11. High School Band Students' Perspectives of Teacher Turnover

    ERIC Educational Resources Information Center

    Kloss, Thomas E.

    2013-01-01

    Teacher turnover remains an important issue in education. The least researched perspectives, though, are those of the students who experience teacher turnover. The purpose of this study was to examine how high school band students experience teacher turnover. A total of twelve students were interviewed, representing three schools that experienced…

  12. Sexual Harassment by School Employees.

    ERIC Educational Resources Information Center

    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

    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…

  13. Turnover intention in new graduate nurses: a multivariate analysis

    PubMed Central

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

    2008-01-01

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

  14. Voluntary reporting of greenhouse gases 1997

    SciTech Connect

    1999-05-01

    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.

  15. Replicator dynamics with turnover of players

    NASA Astrophysics Data System (ADS)

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

    2013-08-01

    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.

  16. Health Care Workplace Discrimination and Physician Turnover

    PubMed Central

    Nunez-Smith, Marcella; Pilgrim, Nanlesta; Wynia, Matthew; Desai, Mayur M.; Bright, Cedric; Krumholz, Harlan M.; Bradley, Elizabeth H.

    2013-01-01

    Objective To examine the association between physician race/ethnicity, workplace discrimination, and physician job turnover. Methods Cross-sectional, national survey conducted in 2006–2007 of practicing physicians [n = 529] randomly identified via the American Medical Association Masterfile and The National Medical Association membership roster. We assessed the relationships between career racial/ethnic discrimination at work and several career-related dependent variables, including 2 measures of physician turnover, career satisfaction, and contemplation of career change. We used standard frequency analyses, odds ratios and χ2 statistics, and multivariate logistic regression modeling to evaluate these associations. Results Physicians who self-identified as nonmajority were significantly more likely to have left at least 1 job because of workplace discrimination (black, 29%; Asian, 24%; other race, 21%; Hispanic/Latino, 20%; white, 9%). In multivariate models, having experienced racial/ethnic discrimination at work was associated with high job turnover [adjusted odes ratio, 2.7; 95% CI, 1.4–4.9]. Among physicians who experienced work-place discrimination, only 45% of physicians were satisfied with their careers (vs 88% among those who had not experienced workplace discrimination, p value < .01], and 40% were con-templating a career change (vs 10% among those who had not experienced workplace discrimination, p value < .001). Conclusion Workplace discrimination is associated with physician job turnover, career dissatisfaction, and contemplation of career change. These findings underscore the importance of monitoring for workplace discrimination and responding when opportunities for intervention and retention still exist. PMID:20070016

  17. Strategies to manage low-bone turnover.

    PubMed

    Spasovski, G

    2009-01-01

    A change in paradigm occurred lately whereby not hypocalcemia but hypercalcemia and positive calcium balance were considered negative factors. Namely, the use of calcium- based binders in combination with vitamin D analogues, has been shown to lead to an over-suppression of parathyroid hormone (PTH) and development of low-bone turnover adynamic bone disease (ABD). The changing prevalence of various types of bone diseases from a high to low-bone turnover goes in line with the presence of increased risk for vascular calcification (VC), morbidity and mortality in the dialysis population. The attenuation of the previous great expectations in calcium-based phosphate binders and vitamin D-analogues entailed a new treatment strategy to preserve bone and vascular health. Hence, a new evidence for treatment of ABD with various types of non calcium based binders and low calcium dialysate is presented. Sevelamer treatment has reduced calcium concentration and increased PTH levels, resulting in the improvement of markers of bone turnover, increased bone formation and improved trabecular architecture, providing a slower progression of VC. Data on lanthanum beneficial effect on ABD histology have been demonstrated in long-term clinical studies. Although there is a slow release of lanthanum from its bone deposits after discontinuation of the treatment and no association with aluminium- like bone toxicity, there is still an ongoing scientific debate about its long-term toxic potential. Finally, reducing the number of calcium based binders and low calcium dialysate (1.25 mmol/l) has been reported to have an impact on the evolution towards markers reflecting higher bone turnover. Then, adoption of the non calcium-based binders should be reserved to high risk patients with ABD and progression of vascular calcifications associated with increased morbidity and mortality. PMID:19668299

  18. Turnover of soil monosaccharides: Recycling versus Stabilization

    NASA Astrophysics Data System (ADS)

    Basler, Anna; Dyckmans, Jens

    2014-05-01

    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 μL min-1 at 10 ° C.

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

    ERIC Educational Resources Information Center

    Hellweg, Susan A.

    1981-01-01

    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)

  20. Forest turnover rates follow global and regional patterns of productivity

    USGS Publications Warehouse

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

    2005-01-01

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

  1. Mitigating greenhouse gas emissions: Voluntary reporting

    SciTech Connect

    1997-10-01

    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.

  2. Voluntary Green Power Market Forecast through 2015

    SciTech Connect

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

    2010-05-01

    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.

  3. Generational differences in registered nurse turnover.

    PubMed

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

    2009-08-01

    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

  4. The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

    PubMed

    Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

    2016-07-01

    Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record PMID:26652264

  5. Managing the temperamental employee.

    PubMed

    Anderson, P; Pulich, M

    1999-06-01

    In today's fast-paced, competitive, and quality-centered health care environment, dealing effectively with a temperamental employee and the resultant impact on the organization presents particular challenges. Considerations include the requirement of timely action in order to alleviate the real problems of unprofessional behavior in the workplace. This article discusses the major issues associated with such situations, including why there often is a reluctance for management to take action, the consequences that are accentuated by inaction, prescriptions for preventing the problem, and steps to be taken in dealing effectively with the temperamental employee. PMID:10537682

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

    ERIC Educational Resources Information Center

    Dawson, Ann Gilman; And Others

    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…

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

    ERIC Educational Resources Information Center

    Dawson, Ann Gilman; And Others

    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…

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

    ERIC Educational Resources Information Center

    Grissom, Jason A.; Keiser, Lael R.

    2011-01-01

    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…

  9. Health and turnover of working mothers after childbirth via the work-family interface: an analysis across time.

    PubMed

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

    2011-09-01

    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

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

    PubMed Central

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

    2013-01-01

    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

  11. Assessing Employee Skills.

    ERIC Educational Resources Information Center

    1997

    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…

  12. The NOW Employee.

    ERIC Educational Resources Information Center

    Nadler, David

    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…

  13. Employees on the Move!

    ERIC Educational Resources Information Center

    Levin, Sarah

    This paper describes a method for designing, implementing, and evaluating a work-site physical activity campaign aimed at employees who are currently sedentary in their leisure time. Inactivity is a major but modifiable risk factor for coronary heart disease. Increasing the activity levels of underactive adults would have a positive impact on…

  14. Employee Communication: A Bibliography.

    ERIC Educational Resources Information Center

    Balachandran, Sarojini

    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,…

  15. Enhancing Employee Skills.

    ERIC Educational Resources Information Center

    1999

    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…

  16. 26 CFR 1.501(c)(9)-4 - Voluntary employees' beneficiary associations; inurement.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... benefit within the meaning of § 1.501(c)(9)-3 even though the benefit otherwise is one of the type... receive unemployment benefits from X. Those to A include an amount in addition to those provided to B...

  17. How Dutch employees experience freedom of learning for work

    NASA Astrophysics Data System (ADS)

    van Dellen, Theo; Heidekamp, Ina

    2015-12-01

    This article focuses on the perceived freedom of Dutch employees to embark on workplace learning in terms of whether they feel it is "voluntary" or "compulsory". The paper is based on the findings of a large international explorative survey carried out by the Workplace Learning (WPL) Research Network (RN2) of the Asia-Europe Meeting (ASEM) Lifelong Learning (LLL) Research Hub. The comparative study focused on employees' quest for "freedom of learning for work". This paper reports on the Dutch part of the research, the quantitative results of which seem to indicate that the freedom of learning for work is not as important to Dutch employees as might be expected. In a second phase, to investigate employees' experiences of work-related learning in more depth, the Dutch researchers added a follow-up qualitative study, involving one-on-one interviews. In order to triangulate the results of the quantitative and qualitative research phases, the authors then added a mixed-methods sequential explanatory analysis. They assessed the quality of the collected data in both distinct phases by identifying converging results, which are useful for refining our understanding of learning for work. The paper draws both on rich insights into workplace learning based on this research as well as on theoretical literature which refers to concepts like motivation, subjectivity, work identity and agency in connection with the quest for freedom of learning.

  18. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    ERIC Educational Resources Information Center

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    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…

  19. Current State of the Voluntary Renewable Energy Market (Presentation)

    SciTech Connect

    Heeter, J.

    2013-09-01

    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.

  20. Phantom perception: voluntary and involuntary nonretinal vision.

    PubMed

    Pearson, Joel; Westbrook, Fred

    2015-05-01

    Hallucinations, mental imagery, synesthesia, perceptual filling-in, and many illusions are conscious visual experiences without a corresponding retinal stimulus: what we call 'phantom perception'. Such percepts show that our experience of the world is not solely determined by direct sensory input. Some phantom percepts are voluntary, whereas others are involuntarily, occurring automatically. Here, by way of review, we compare and contrast these two types of phantom perception and their neural representations. We propose a dichotomous framework for phantom vision, analogous to the subtypes of attention: endogenous and exogenous. This framework unifies findings from different fields and species, providing a guide to study the constructive nature of conscious sensory perception. PMID:25863415

  1. Organizational commitment and turnover of nursing home administrators.

    PubMed

    Castle, Nicholas G

    2006-01-01

    In this investigation, the associations between organizational commitment (OC), intent-to-turnover, and actual turnover of a large sample of nursing home administrators (NHAs) are examined. Data used come from a mail survey, from which 632 responses were received from the NHAs (response rate = 63%). The one-year turnover rate of NHAs was 39 percent, and in almost all cases (87%) these NHAs had also exhibited low OC scores. The intent-to-turnover results show thinking about quitting comes before searching for a new position, which in turn both comes before the intention to quit. Multivariate analyses show work overload has a strong and robust association with both intent-to-turnover and turnover of NHAs, and may indicate that NHAs are leaving their positions because they are understaffed. PMID:16648695

  2. 40 CFR 91.905 - Reports, voluntary recall plan filing, record retention.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Reports, voluntary recall plan filing... Defect Reporting Requirements, Voluntary Emission Recall Program § 91.905 Reports, voluntary recall plan filing, record retention. (a) The defect report, voluntary recall plan, and the voluntary recall...

  3. 40 CFR 91.905 - Reports, voluntary recall plan filing, record retention.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Reports, voluntary recall plan filing... Defect Reporting Requirements, Voluntary Emission Recall Program § 91.905 Reports, voluntary recall plan filing, record retention. (a) The defect report, voluntary recall plan, and the voluntary recall...

  4. 40 CFR 91.905 - Reports, voluntary recall plan filing, record retention.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Reports, voluntary recall plan filing... Defect Reporting Requirements, Voluntary Emission Recall Program § 91.905 Reports, voluntary recall plan filing, record retention. (a) The defect report, voluntary recall plan, and the voluntary recall...

  5. 40 CFR 91.905 - Reports, voluntary recall plan filing, record retention.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Reports, voluntary recall plan filing... Defect Reporting Requirements, Voluntary Emission Recall Program § 91.905 Reports, voluntary recall plan filing, record retention. (a) The defect report, voluntary recall plan, and the voluntary recall...

  6. 40 CFR 91.905 - Reports, voluntary recall plan filing, record retention.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Reports, voluntary recall plan filing... Defect Reporting Requirements, Voluntary Emission Recall Program § 91.905 Reports, voluntary recall plan filing, record retention. (a) The defect report, voluntary recall plan, and the voluntary recall...

  7. Protein turnover in Azotobacter vinelandii during encystment and germination.

    PubMed

    Ruppen, M E; Garner, G; Sadoff, H L

    1983-12-01

    Protein turnover occurs during differentiation of Azotobacter vinelandii 12837 to the extent of 50% during encystment and 7% during germination. The addition of rifampin at the initiation of encystment prevents encystment and inhibits turnover. In germinating cysts, protein turnover is essential owing to an apparent lack of certain amino acid biosynthetic enzymes. The capacity to synthesize sulfur-containing amino acids from inorganic precursors is regained about halfway through the germination process. PMID:6643391

  8. Professional Employees Turn to Unions

    ERIC Educational Resources Information Center

    Chamot, Dennis

    1976-01-01

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

  9. MSU Libraries Student Employee Handbook.

    ERIC Educational Resources Information Center

    Delgado, LaDonne; Breland, June, Ed.; Turner, Susanna, Ed.

    This manual was designed to give student employees of the Mitchell Memorial Library at Mississippi State University an understanding of what to expect from faculty and staff, and what is expected of all student employees of the Library. In general, the manual is aimed at helping student employees: develop a philosophy of service and promote a…

  10. Dynamics of Adipocyte Turnover in Humans

    SciTech Connect

    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

    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.

  11. Cytoplasmic mRNA turnover and ageing

    PubMed Central

    Borbolis, Fivos; Syntichaki, Popi

    2015-01-01

    Messenger RNA (mRNA) turnover that determines the lifetime of cytoplasmic mRNAs is a means to control gene expression under both normal and stress conditions, whereas its impact on ageing and age-related disorders has just become evident. Gene expression control is achieved at the level of the mRNA clearance as well as mRNA stability and accessibility to other molecules. All these processes are regulated by cis-acting motifs and trans-acting factors that determine the rates of translation and degradation of transcripts. Specific messenger RNA granules that harbor the mRNA decay machinery or various factors, involved in translational repression and transient storage of mRNAs, are also part of the mRNA fate regulation. Their assembly and function can be modulated to promote stress resistance to adverse conditions and over time affect the ageing process and the lifespan of the organism. Here, we provide insights into the complex relationships of ageing modulators and mRNA turnover mechanisms. PMID:26432921

  12. Evolutionary prisoner's dilemma games with voluntary participation.

    PubMed

    Szabó, György; Hauert, Christoph

    2002-12-01

    Voluntary participation in public good games has recently been demonstrated to be a simple yet effective mechanism to avoid deadlocks in states of mutual defection and to promote persistent cooperative behavior. Apart from cooperators and defectors a third strategical type is considered: the risk averse loners who are unwilling to participate in the social enterprise and rather rely on small but fixed earnings. This results in a rock-scissors-paper type of cyclic dominance of the three strategies. In the prisoner's dilemma, the effects of voluntary participation crucially depend on the underlying population structure. While leading to homogeneous states of all loners in well-mixed populations, we demonstrate that cyclic dominance produces self-organizing patterns on square lattices but leads to different types of oscillatory behavior on random regular graphs: the temptation to defect determines whether damped, periodic, or increasing oscillations occur. These Monte Carlo simulations are complemented by predictions from pair approximation reproducing the results for random regular graphs particularly well. PMID:12513331

  13. Voluntary self-touch increases body ownership

    PubMed Central

    Hara, Masayuki; Pozeg, Polona; Rognini, Giulio; Higuchi, Takahiro; Fukuhara, Kazunobu; Yamamoto, Akio; Higuchi, Toshiro; Blanke, Olaf; Salomon, Roy

    2015-01-01

    Experimental manipulations of body ownership have indicated that multisensory integration is central to forming bodily self-representation. Voluntary self-touch is a unique multisensory situation involving corresponding motor, tactile and proprioceptive signals. Yet, even though self-touch is frequent in everyday life, its contribution to the formation of body ownership is not well understood. Here we investigated the role of voluntary self-touch in body ownership using a novel adaptation of the rubber hand illusion (RHI), in which a robotic system and virtual reality allowed participants self-touch of real and virtual hands. In the first experiment, active and passive self-touch were applied in the absence of visual feedback. In the second experiment, we tested the role of visual feedback in this bodily illusion. Finally, in the third experiment, we compared active and passive self-touch to the classical RHI in which the touch is administered by the experimenter. We hypothesized that active self-touch would increase ownership over the virtual hand through the addition of motor signals strengthening the bodily illusion. The results indicated that active self-touch elicited stronger illusory ownership compared to passive self-touch and sensory only stimulation, and show an important role for active self-touch in the formation of bodily self. PMID:26617534

  14. What we think before a voluntary movement

    PubMed Central

    Schneider, L.; Houdayer, E.; Bai, O.; Hallett, M.

    2016-01-01

    A central feature of voluntary movement is the sense of volition, but when this sense arises in the course of movement formulation and execution is not clear. Many studies have explored how the brain might be actively preparing movement prior to the sense of volition, however, because the timing of the sense of volition has depended on subjective and retrospective judgements these findings are still regarded with a degree of scepticism. Electroencephalographic (EEG) events such as beta event-related desynchronization (βERD) and movement-related cortical potentials (MRCPs) are associated with the brain’s programming of movement. Using an optimized EEG signal derived from multiple variables we were able to make real-time predictions of movements in advance of their occurrence with a low false positive rate. We asked subjects what they were thinking at the time of prediction: sometimes they were thinking about movement, and other times they were not. Our results indicate that the brain can be preparing to make voluntary movements while subjects are thinking about something else. PMID:23363409

  15. Voluntary self-touch increases body ownership.

    PubMed

    Hara, Masayuki; Pozeg, Polona; Rognini, Giulio; Higuchi, Takahiro; Fukuhara, Kazunobu; Yamamoto, Akio; Higuchi, Toshiro; Blanke, Olaf; Salomon, Roy

    2015-01-01

    Experimental manipulations of body ownership have indicated that multisensory integration is central to forming bodily self-representation. Voluntary self-touch is a unique multisensory situation involving corresponding motor, tactile and proprioceptive signals. Yet, even though self-touch is frequent in everyday life, its contribution to the formation of body ownership is not well understood. Here we investigated the role of voluntary self-touch in body ownership using a novel adaptation of the rubber hand illusion (RHI), in which a robotic system and virtual reality allowed participants self-touch of real and virtual hands. In the first experiment, active and passive self-touch were applied in the absence of visual feedback. In the second experiment, we tested the role of visual feedback in this bodily illusion. Finally, in the third experiment, we compared active and passive self-touch to the classical RHI in which the touch is administered by the experimenter. We hypothesized that active self-touch would increase ownership over the virtual hand through the addition of motor signals strengthening the bodily illusion. The results indicated that active self-touch elicited stronger illusory ownership compared to passive self-touch and sensory only stimulation, and show an important role for active self-touch in the formation of bodily self. PMID:26617534

  16. Component processes in voluntary task switching.

    PubMed

    Demanet, Jelle; Liefooghe, Baptist

    2014-05-01

    The present study investigated the involvement of bottom-up and top-down control in task-switching situations in which tasks are selected on a voluntary basis. We tested for indices of both types of control in the reduction in switch cost that is observed when more time is available before executing a task. Participants had to indicate their task choice overtly prior to the actual task execution, and two time intervals were manipulated: the interval between the task-execution response of the previous trial and task-indication response of the current trial and the interval between task-indication response and task-execution response of a particular trial. In Experiment 1, the length of these intervals was manipulated orthogonally, and indices for top-down and bottom-up control were observed. Concerned with the validity of these results, Experiments 2-3 additionally discouraged participants from preparing the upcoming task before their task-indication response. Indices for bottom-up control remained, but not for top-down control. The characteristics of top-down and bottom-up control in voluntary task switching and task switching in general are discussed. PMID:24070330

  17. Leaders, managers, and employee care.

    PubMed

    Stewart, Della W

    2012-01-01

    With the economic and market changes currently taking place, organizations cannot survive or prosper without quality employees. Key to employee loyalty, performance, and retention is the relationship between the leader, manager, and employee. Leaders are visionaries who make sure that the right things are done for the organization. Managers are in a position to make sure that things are done right within the organization. There are traits and qualities that good leaders and managers must possess to ensure organizational success. Displaying these characteristics will ensure that employees are taken care of, which will benefit both the employees and the organization. PMID:22282003

  18. Donor Behavior and Voluntary Support for Higher Education Institutions.

    ERIC Educational Resources Information Center

    Leslie, Larry L.; Ramey, Garey

    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…

  19. Voluntary Affirmative Action and Preferential Treatment: Legal and Research Implications.

    ERIC Educational Resources Information Center

    Kleiman, Lawrence S.; Faley, Robert H.

    1988-01-01

    Reviews recent Supreme Court decisions stemming from implementation of voluntary affirmative action plans (AAPs) that include preferential treatment as a remedy. Evidence and proof required to establish and defend against reverse discrimination claims are identified. Examines research on potential effects of voluntary AAPs on important…

  20. 10 CFR 862.6 - Voluntary minimum altitude.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Voluntary minimum altitude. 862.6 Section 862.6 Energy DEPARTMENT OF ENERGY RESTRICTIONS ON AIRCRAFT LANDING AND AIR DELIVERY AT DEPARTMENT OF ENERGY NUCLEAR SITES § 862.6 Voluntary minimum altitude. In addition to complying with all applicable FAA prohibitions...

  1. 12 CFR 239.65 - Voluntary supervisory conversions.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... company must comply with this section and § 239.66 to engage in a voluntary supervisory conversion. This... supervisory conversion. In conducting a voluntary supervisory conversion, the mutual holding company may: (1... corporation; or (3) Sell its shares directly to an acquiror, who may be an individual, company,...

  2. 12 CFR 239.65 - Voluntary supervisory conversions.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... company must comply with this section and § 239.66 to engage in a voluntary supervisory conversion. This... supervisory conversion. In conducting a voluntary supervisory conversion, the mutual holding company may: (1... corporation; or (3) Sell its shares directly to an acquiror, who may be an individual, company,...

  3. 12 CFR 239.65 - Voluntary supervisory conversions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... company must comply with this section and § 239.66 to engage in a voluntary supervisory conversion. This... supervisory conversion. In conducting a voluntary supervisory conversion, the mutual holding company may: (1... corporation; or (3) Sell its shares directly to an acquiror, who may be an individual, company,...

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

    ERIC Educational Resources Information Center

    Antweiler, Werner; Harrison, Kathryn

    2007-01-01

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

  5. 29 CFR 1614.603 - Voluntary settlement attempts.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Voluntary settlement attempts. 1614.603 Section 1614.603 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FEDERAL SECTOR EQUAL EMPLOYMENT OPPORTUNITY Matters of General Applicability § 1614.603 Voluntary settlement...

  6. 15 CFR 30.74 - Voluntary self-disclosure.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 15 Commerce and Foreign Trade 1 2014-01-01 2014-01-01 false Voluntary self-disclosure. 30.74 Section 30.74 Commerce and Foreign Trade Regulations Relating to Commerce and Foreign Trade BUREAU OF THE CENSUS, DEPARTMENT OF COMMERCE FOREIGN TRADE REGULATIONS Penalties § 30.74 Voluntary self-disclosure....

  7. 5 CFR 831.403 - Eligibility to make voluntary contributions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Eligibility to make voluntary contributions. 831.403 Section 831.403 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.403 Eligibility to make...

  8. 5 CFR 831.406 - Withdrawal of voluntary contributions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Withdrawal of voluntary contributions. 831.406 Section 831.406 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.406 Withdrawal of...

  9. 5 CFR 831.404 - Procedure for making voluntary contributions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Procedure for making voluntary contributions. 831.404 Section 831.404 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL... voluntary contributions to the Office of Personnel Management, at the address designated for that...

  10. 5 CFR 831.403 - Eligibility to make voluntary contributions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Eligibility to make voluntary contributions. 831.403 Section 831.403 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.403 Eligibility to make...

  11. 5 CFR 831.406 - Withdrawal of voluntary contributions.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Withdrawal of voluntary contributions. 831.406 Section 831.406 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) RETIREMENT Voluntary Contributions § 831.406 Withdrawal of...

  12. 5 CFR 831.404 - Procedure for making voluntary contributions.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 2 2012-01-01 2012-01-01 false Procedure for making voluntary contributions. 831.404 Section 831.404 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL... voluntary contributions to the Office of Personnel Management, at the address designated for that...

  13. 15 CFR 12.3 - Development of voluntary product standards.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 15 Commerce and Foreign Trade 1 2013-01-01 2013-01-01 false Development of voluntary product standards. 12.3 Section 12.3 Commerce and Foreign Trade Office of the Secretary of Commerce FAIR PACKAGING AND LABELING § 12.3 Development of voluntary product standards. (a) Invitation to participate in...

  14. 15 CFR 12.3 - Development of voluntary product standards.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 15 Commerce and Foreign Trade 1 2014-01-01 2014-01-01 false Development of voluntary product standards. 12.3 Section 12.3 Commerce and Foreign Trade Office of the Secretary of Commerce FAIR PACKAGING AND LABELING § 12.3 Development of voluntary product standards. (a) Invitation to participate in...

  15. 15 CFR 12.3 - Development of voluntary product standards.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 15 Commerce and Foreign Trade 1 2011-01-01 2011-01-01 false Development of voluntary product standards. 12.3 Section 12.3 Commerce and Foreign Trade Office of the Secretary of Commerce FAIR PACKAGING AND LABELING § 12.3 Development of voluntary product standards. (a) Invitation to participate in...

  16. 15 CFR 12.3 - Development of voluntary product standards.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Development of voluntary product standards. 12.3 Section 12.3 Commerce and Foreign Trade Office of the Secretary of Commerce FAIR PACKAGING AND LABELING § 12.3 Development of voluntary product standards. (a) Invitation to participate in...

  17. 78 FR 71476 - Authority for Voluntary Withholding on Other Payments

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-11-29

    ... Internal Revenue Service 26 CFR Part 31 RIN 1545-BL93 Authority for Voluntary Withholding on Other Payments... describe payments for which the Secretary finds that income tax withholding under a voluntary withholding... persons receiving payments for which the IRS issues subsequent guidance authorizing the parties to...

  18. 7 CFR 993.162 - Voluntary prune plum diversion.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 7 Agriculture 8 2013-01-01 2013-01-01 false Voluntary prune plum diversion. 993.162 Section 993... Voluntary prune plum diversion. (a) Quantity to be diverted. The Committee shall indicate the quantity of prune plums that producers may divert pursuant to § 993.62 whenever it recommends to the Secretary...

  19. 7 CFR 993.162 - Voluntary prune plum diversion.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 7 Agriculture 8 2014-01-01 2014-01-01 false Voluntary prune plum diversion. 993.162 Section 993... Voluntary prune plum diversion. (a) Quantity to be diverted. The Committee shall indicate the quantity of prune plums that producers may divert pursuant to § 993.62 whenever it recommends to the Secretary...

  20. 7 CFR 993.162 - Voluntary prune plum diversion.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 8 2011-01-01 2011-01-01 false Voluntary prune plum diversion. 993.162 Section 993... Voluntary prune plum diversion. (a) Quantity to be diverted. The Committee shall indicate the quantity of prune plums that producers may divert pursuant to § 993.62 whenever it recommends to the Secretary...

  1. 7 CFR 993.162 - Voluntary prune plum diversion.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 8 2010-01-01 2010-01-01 false Voluntary prune plum diversion. 993.162 Section 993... Voluntary prune plum diversion. (a) Quantity to be diverted. The Committee shall indicate the quantity of prune plums that producers may divert pursuant to § 993.62 whenever it recommends to the Secretary...

  2. 7 CFR 993.162 - Voluntary prune plum diversion.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 8 2012-01-01 2012-01-01 false Voluntary prune plum diversion. 993.162 Section 993... Voluntary prune plum diversion. (a) Quantity to be diverted. The Committee shall indicate the quantity of prune plums that producers may divert pursuant to § 993.62 whenever it recommends to the Secretary...

  3. 26 CFR 31.3402(p)-1 - Voluntary withholding agreements.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Voluntary withholding agreements. 31.3402(p)-1 Section 31.3402(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Collection of Income Tax at Source § 31.3402(p)-1 Voluntary withholding agreements. (a) In...

  4. 26 CFR 31.3402(p)-1 - Voluntary withholding agreements.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 26 Internal Revenue 15 2011-04-01 2011-04-01 false Voluntary withholding agreements. 31.3402(p)-1 Section 31.3402(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Collection of Income Tax at Source § 31.3402(p)-1 Voluntary withholding agreements. (a) In...

  5. 77 FR 55487 - Agency Information Collection Activities; Voluntary Customer Survey

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-10

    ... SECURITY U.S. Customs and Border Protection Agency Information Collection Activities; Voluntary Customer... approval in accordance with the Paperwork Reduction Act: Voluntary Customer Survey. This is a proposed... Register (77 FR 36566) on June 19, 2012, allowing for a 60-day comment period. This notice allows for...

  6. 27 CFR 25.221 - Voluntary destruction of beer.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... beer. 25.221 Section 25.221 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY ALCOHOL BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises. (1) A brewer may destroy, at the brewery, beer on which the tax has...

  7. 27 CFR 25.221 - Voluntary destruction of beer.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... beer. 25.221 Section 25.221 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY ALCOHOL BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises. (1) A brewer may destroy, at the brewery, beer on which the tax has...

  8. 27 CFR 25.221 - Voluntary destruction of beer.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... beer. 25.221 Section 25.221 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises. (1) A brewer may destroy, at the brewery, beer on which the tax has...

  9. 27 CFR 25.221 - Voluntary destruction of beer.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... beer. 25.221 Section 25.221 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises. (1) A brewer may destroy, at the brewery, beer on which the tax has...

  10. 27 CFR 25.221 - Voluntary destruction of beer.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... beer. 25.221 Section 25.221 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY LIQUORS BEER Voluntary Destruction § 25.221 Voluntary destruction of beer. (a) On brewery premises. (1) A brewer may destroy, at the brewery, beer on which the tax has...

  11. 26 CFR 31.3402(p)-1 - Voluntary withholding agreements.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 15 2014-04-01 2014-04-01 false Voluntary withholding agreements. 31.3402(p)-1 Section 31.3402(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Collection of Income Tax at Source § 31.3402(p)-1 Voluntary withholding agreements. (a) In...

  12. 26 CFR 31.3402(p)-1 - Voluntary withholding agreements.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 26 Internal Revenue 15 2013-04-01 2013-04-01 false Voluntary withholding agreements. 31.3402(p)-1 Section 31.3402(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Collection of Income Tax at Source § 31.3402(p)-1 Voluntary withholding agreements. (a) In...

  13. 26 CFR 31.3402(p)-1 - Voluntary withholding agreements.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 26 Internal Revenue 15 2012-04-01 2012-04-01 false Voluntary withholding agreements. 31.3402(p)-1 Section 31.3402(p)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED... SOURCE Collection of Income Tax at Source § 31.3402(p)-1 Voluntary withholding agreements. (a) In...

  14. A Chain-Retrieval Model for Voluntary Task Switching

    ERIC Educational Resources Information Center

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

    2012-01-01

    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…

  15. Using voluntary motor commands to inhibit involuntary arm movements.

    PubMed

    Ghosh, Arko; Rothwell, John; Haggard, Patrick

    2014-11-01

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

  16. 40 CFR 91.806 - Voluntary emissions recall.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emissions recall. 91.806... (CONTINUED) CONTROL OF EMISSIONS FROM MARINE SPARK-IGNITION ENGINES In-Use Testing and Recall Regulations § 91.806 Voluntary emissions recall. (a) Prior to an EPA ordered recall, the manufacturer may perform...

  17. 40 CFR 92.703 - Voluntary emissions recall.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emissions recall. 92.703... (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES AND LOCOMOTIVE ENGINES Recall Regulations § 92.703 Voluntary emissions recall. (a) Prior to an EPA ordered recall, a manufacturer or remanufacturer may...

  18. 40 CFR 92.703 - Voluntary emissions recall.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emissions recall. 92.703... (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES AND LOCOMOTIVE ENGINES Recall Regulations § 92.703 Voluntary emissions recall. (a) Prior to an EPA ordered recall, a manufacturer or remanufacturer may...

  19. 40 CFR 92.703 - Voluntary emissions recall.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emissions recall. 92.703... (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES AND LOCOMOTIVE ENGINES Recall Regulations § 92.703 Voluntary emissions recall. (a) Prior to an EPA ordered recall, a manufacturer or remanufacturer may...

  20. 40 CFR 91.806 - Voluntary emissions recall.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 40 Protection of Environment 20 2014-07-01 2013-07-01 true Voluntary emissions recall. 91.806... (CONTINUED) CONTROL OF EMISSIONS FROM MARINE SPARK-IGNITION ENGINES In-Use Testing and Recall Regulations § 91.806 Voluntary emissions recall. (a) Prior to an EPA ordered recall, the manufacturer may perform...

  1. 40 CFR 92.703 - Voluntary emissions recall.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 40 Protection of Environment 21 2012-07-01 2012-07-01 false Voluntary emissions recall. 92.703... (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES AND LOCOMOTIVE ENGINES Recall Regulations § 92.703 Voluntary emissions recall. (a) Prior to an EPA ordered recall, a manufacturer or remanufacturer may...

  2. 40 CFR 91.806 - Voluntary emissions recall.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emissions recall. 91.806... (CONTINUED) CONTROL OF EMISSIONS FROM MARINE SPARK-IGNITION ENGINES In-Use Testing and Recall Regulations § 91.806 Voluntary emissions recall. (a) Prior to an EPA ordered recall, the manufacturer may perform...

  3. 40 CFR 92.703 - Voluntary emissions recall.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 20 2010-07-01 2010-07-01 false Voluntary emissions recall. 92.703... (CONTINUED) CONTROL OF AIR POLLUTION FROM LOCOMOTIVES AND LOCOMOTIVE ENGINES Recall Regulations § 92.703 Voluntary emissions recall. (a) Prior to an EPA ordered recall, a manufacturer or remanufacturer may...

  4. 40 CFR 91.806 - Voluntary emissions recall.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 40 Protection of Environment 20 2011-07-01 2011-07-01 false Voluntary emissions recall. 91.806... (CONTINUED) CONTROL OF EMISSIONS FROM MARINE SPARK-IGNITION ENGINES In-Use Testing and Recall Regulations § 91.806 Voluntary emissions recall. (a) Prior to an EPA ordered recall, the manufacturer may perform...

  5. 40 CFR 91.806 - Voluntary emissions recall.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 40 Protection of Environment 21 2013-07-01 2013-07-01 false Voluntary emissions recall. 91.806... (CONTINUED) CONTROL OF EMISSIONS FROM MARINE SPARK-IGNITION ENGINES In-Use Testing and Recall Regulations § 91.806 Voluntary emissions recall. (a) Prior to an EPA ordered recall, the manufacturer may perform...

  6. 12 CFR 925.26 - Voluntary withdrawal from membership.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Voluntary withdrawal from membership. 925.26... ASSOCIATES MEMBERS OF THE BANKS Withdrawal and Removal From Membership § 925.26 Voluntary withdrawal from membership. (a) In general. (1) Any institution may withdraw from membership by providing to the Bank...

  7. Protein turnover, nitrogen balance and rehabilitation.

    PubMed

    Fern, E B; Waterlow, J C

    1983-01-01

    Not many studies have been done on protein turnover during recovery from malnutrition. Some relevant information can, however, be obtained from measurements on normal growing animals, since rehabilitation and normal growth have in common a rapid rate of net protein synthesis. The key question is the extent to which net gain in protein results from an increase in synthesis or a decrease in breakdown or both. Different studies have used different methods, and all methods for measuring protein turnover have some disadvantages and sources of error. It is important to bear this in mind in evaluating the results. Consequently, part of this paper will be devoted to questions of methodology. Whole body protein turnover has been measured in children recovering from severe malnutrition. During the phase of rapid catch-up growth the rate of protein synthesis is increased. As might be expected, it increases linearly with the rate of weight gain. At the same time there is a smaller increase in the rate of protein breakdown. The resultant of these two processes is that, over and above the basal rate of protein synthesis, 1.4 grams of protein have to be synthesized for 1 gram to be laid down. Very similar results have been obtained in rapidly growing young pigs. Experimental studies on muscle growth in general confirm the conclusion that, at least in muscle, rapid growth is associated with rapid rates of protein breakdown as well as of synthesis. This has been shown in muscles of young growing rats, as well as in muscles in which hypertrophy has been induced by stretch or other stimuli. In contrast, the evidence suggests that rapid growth involves a fall in the rate of protein degradation. The magnitude of the nitrogen balance under any conditions is determined by the difference between synthesis and breakdown. In the absence of any storage of amino acids, this must be the same as the difference between intake and excretion (S - B = I - E). A question of great interest is whether

  8. Job Search, Intentions, and Turnover: The Mismatched Trilogy.

    ERIC Educational Resources Information Center

    Kirschenbaum, Alan; Weisberg, Jacob

    1994-01-01

    Interviews with 477 Israeli blue-collar workers showed that neither intent to leave nor actual job search significantly explained actual turnover, resulting from lack of available opportunities. "Passive" search seems to occur before intent emerges; active search may bring together perceived and actual opportunities and lead to turnover. (SK)

  9. Estimating Cause: Teacher Turnover and School Effectiveness in Michigan

    ERIC Educational Resources Information Center

    Keesler, Venessa; Schneider, Barbara

    2010-01-01

    The purpose of this paper is investigate issues related to within-school teacher supply and school-specific teacher turnover within the state of Michigan using state administrative data on Michigan's teaching force. This paper 1) investigates the key predictors of teacher turnover and mobility, 2) develops a profile of schools that are likely to…

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

    ERIC Educational Resources Information Center

    Keeler, Emmett B.

    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…

  11. The Link between Training Satisfaction, Work Engagement and Turnover Intention

    ERIC Educational Resources Information Center

    Memon, Mumtaz Ali; Salleh, Rohani; Baharom, Mohamed Noor Rosli

    2016-01-01

    Purpose: The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention. Design/methodology/approach: Data were collected from 409 oil and gas professionals using an email survey…

  12. Organizational Characteristics Associated with Staff Turnover in Nursing Homes

    ERIC Educational Resources Information Center

    Castle, Nicholas G.; Engberg, John

    2006-01-01

    Purpose: The association between certified nurse aide, licensed practical nurse, and registered nurse turnover and the organizational characteristics of nursing homes are examined. Design and Methods: Hypotheses for eight organizational characteristics are examined (staffing levels, top management turnover, resident case mix, facility quality,…

  13. Predicting Turnover: Validating the Intent to Leave Child Welfare Scale

    ERIC Educational Resources Information Center

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

    2014-01-01

    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…

  14. Understanding the Impacts of Induction Programs on Beginning Teacher Turnover

    ERIC Educational Resources Information Center

    Kang, Seok

    2010-01-01

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

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

    PubMed

    Collins, Sandra K

    2007-01-01

    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

  16. Pexophagy and peroxisomal protein turnover in plants.

    PubMed

    Young, Pierce G; Bartel, Bonnie

    2016-05-01

    Peroxisomes are dynamic, vital organelles that sequester a variety of oxidative reactions and their toxic byproducts from the remainder of the cell. The oxidative nature of peroxisomal metabolism predisposes the organelle to self-inflicted damage, highlighting the need for a mechanism to dispose of damaged peroxisomes. In addition, the metabolic requirements of plant peroxisomes change during development, and obsolete peroxisomal proteins are degraded. Although pexophagy, the selective autophagy of peroxisomes, is an obvious mechanism for executing such degradation, pexophagy has only recently been described in plants. Several recent studies in the reference plant Arabidopsis thaliana implicate pexophagy in the turnover of peroxisomal proteins, both for quality control and during functional transitions of peroxisomal content. In this review, we describe our current understanding of the occurrence, roles, and mechanisms of pexophagy in plants. PMID:26348128

  17. Statistical Analysis of Demographic and Temporal Differences in LANL's 2014 Voluntary Protection Program Survey

    SciTech Connect

    Davis, Adam Christopher; Booth, Steven Richard

    2015-08-20

    Voluntary Protection Program (VPP) surveys were conducted in 2013 and 2014 to assess the degree to which workers at Los Alamos National Laboratory feel that their safety is valued by their management and peers. The goal of this analysis is to determine whether the difference between the VPP survey scores in 2013 and 2014 is significant, and to present the data in a way such that it can help identify either positive changes or potential opportunities for improvement. Data for several questions intended to identify the demographic groups of the respondent are included in both the 2013 and 2014 VPP survey results. These can be used to identify any significant differences among groups of employees as well as to identify any temporal trends in these cohorts.

  18. Voluntary chemical castration of a mental patient.

    PubMed

    Brahams, D

    1988-06-01

    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

  19. Employee vs independent contractor.

    PubMed

    Kolender, Ellen

    2012-01-01

    Finding qualified personnel for the cancer registry department has become increasingly difficult, as experienced abstractors retire and cancer diagnoses increase. Faced with hiring challenges, managers turn to teleworkers to fill positions and accomplish work in a timely manner. Suddenly, the hospital hires new legal staff and all telework agreements are disrupted. The question arises: Are teleworkers employees or independent contractors? Creating telework positions requires approval from the legal department and human resources. Caught off-guard in the last quarter of the year, I found myself again faced with hiring challenges. PMID:23599033

  20. Peer-to-peer computing in health-promoting voluntary organizations: a system design analysis.

    PubMed

    Irestig, Magnus; Hallberg, Niklas; Eriksson, Henrik; Timpka, Toomas

    2005-10-01

    A large part of the health promotion in today's society is performed as peer-to-peer empowerment in voluntary organisations such as sports clubs, charities, and trade unions. In order to prevent work-related illness and long-term sickness absence, the aim of this study is to explore computer network services for empowerment of employees by peer-to-peer communication. The 'technique trade-off method was used for the analysis of the system design. A Critical Incident Technique questionnaire was distributed to a representative sample of trade union shop stewards (n = 386), and focus-group seminars were arranged where a preliminary set of requirements was discussed. Seven basic requirements were identified and matched to a set of 12 design issues for computer network services, allocating a subset of design issues to each requirement. The conclusion is that the systems design displays an inexpensive and potentially feasible method for peer-to-peer computing in voluntary health-promoting organisations. PMID:16180479

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

    PubMed Central

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

    2009-01-01

    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

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

    PubMed

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

    2009-01-01

    Compared with 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, the authors adapted the JD-R framework to analyze data collected from a sample of 410 leaders of addiction treatment organizations. The authors 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. The authors 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, and 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

  3. Voluntary control of a phantom limb.

    PubMed

    Walsh, E; Long, C; Haggard, P

    2015-08-01

    Voluntary actions are often accompanied by a conscious experience of intention. The content of this experience, and its neural basis, remain controversial. On one view, the mind just retrospectively ascribes intentions to explain the occurrence of actions that lack obvious triggering stimuli. Here, we use EEG frequency analysis of sensorimotor rhythms to investigate brain activity when a participant (CL, co-author of this paper) with congenital absence of the left hand and arm, prepared and made a voluntary action with the right or the phantom "left hand". CL reported the moment she experienced the intention to press a key. This timepoint was then used as a marker for aligning and averaging EEG. In a second condition, CL was asked to prepare the action on all trials, but then, on some trials, to cancel the action at the last moment. For the right hand, we observed a typical reduction in beta-band spectral power prior to movement, followed by beta rebound after movement. When CL prepared but then cancelled a movement, we found a characteristic EEG pattern reported previously, namely a left frontal increase in spectral power close to the time of the perceived intention to move. Interestingly, the same neural signatures of positive and inhibitory volition were also present when CL prepared and inhibited movements with her phantom left hand. These EEG signals were all similar to those reported previously in a group of 14 healthy volunteers. Our results suggest that conscious intention may depend on preparatory brain activity, and not on making, or ever having made, the corresponding physical body movement. Accounts that reduce conscious volition to mere retrospective confabulation cannot easily explain our participant's neurophenomenology of action and inhibition. In contrast, the results are consistent with the view that specific neural events prior to movement may generate conscious experiences of positive and negative volition. PMID:26116910

  4. Prior voluntary wheel running attenuates neuropathic pain.

    PubMed

    Grace, Peter M; Fabisiak, Timothy J; Green-Fulgham, Suzanne M; Anderson, Nathan D; Strand, Keith A; Kwilasz, Andrew J; Galer, Erika L; Walker, Frederick Rohan; Greenwood, Benjamin N; Maier, Steven F; Fleshner, Monika; Watkins, Linda R

    2016-09-01

    Exercise is known to exert a systemic anti-inflammatory influence, but whether its effects are sufficient to protect against subsequent neuropathic pain is underinvestigated. We report that 6 weeks of voluntary wheel running terminating before chronic constriction injury (CCI) prevented the full development of allodynia for the ∼3-month duration of the injury. Neuroimmune signaling was assessed at 3 and 14 days after CCI. Prior exercise normalized ipsilateral dorsal spinal cord expression of neuroexcitatory interleukin (IL)-1β production and the attendant glutamate transporter GLT-1 decrease, as well as expression of the disinhibitory P2X4R-BDNF axis. The expression of the macrophage marker Iba1 and the chemokine CCL2 (MCP-1), and a neuronal injury marker (activating transcription factor 3), was attenuated by prior running in the ipsilateral lumbar dorsal root ganglia. Prior exercise suppressed macrophage infiltration and/or injury site proliferation, given decreased presence of macrophage markers Iba1, iNOS (M1), and Arg-1 (M2; expression was time dependent). Chronic constriction injury-driven increases in serum proinflammatory chemokines were suppressed by prior running, whereas IL-10 was increased. Peripheral blood mononuclear cells were also stimulated with lipopolysaccharide ex vivo, wherein CCI-induced increases in IL-1β, nitrite, and IL-10 were suppressed by prior exercise. Last, unrestricted voluntary wheel running, beginning either the day of, or 2 weeks after, CCI, progressively reversed neuropathic pain. This study is the first to investigate the behavioral and neuroimmune consequences of regular exercise terminating before nerve injury. This study suggests that chronic pain should be considered a component of "the diseasome of physical inactivity," and that an active lifestyle may prevent neuropathic pain. PMID:27355182

  5. On voluntary rhythmic leg movement behaviour and control during pedalling.

    PubMed

    Hansen, E A

    2015-06-01

    The overall purpose of the present dissertation was to contribute to the understanding of voluntary human rhythmic leg movement behaviour and control. This was achieved by applying pedalling as a movement model and exposing healthy and recreationally active individuals as well as trained cyclists to for example cardiopulmonary and mechanical loading, fatiguing exercise, and heavy strength training. As a part of the background, the effect of pedalling frequency on diverse relevant biomechanical, physiological, and psychophysiological variables as well as on performance was initially explored. Freely chosen pedalling frequency is considerably higher than the energetically optimal pedalling frequency. This has been shown by others and was confirmed in the present work. As a result, pedal force is relatively low while rates of VO2 and energy turnover are relatively high during freely chosen pedalling as compared to a condition where a lower and more efficient pedalling frequency is imposed. The freely chosen pedalling frequency was in the present work, and by others, found to most likely be less advantageous than the lower energetically optimal pedalling frequency with respect to performance during intensive cycling following prolonged submaximal cycling. This stimulates the motivation to understand the behaviour and control of the freely chosen pedalling frequency during cycling. Freely chosen pedalling frequency was in the present work shown to be highly individual. In addition, the pedalling frequency was shown to be steady in a longitudinal perspective across 12 weeks. Further, it was shown to be unaffected by both fatiguing hip extension exercise and hip flexion exercise as well as by increased loading on the cardiopulmonary system at constant mechanical loading, and vice versa. Based on this, the freely chosen pedalling frequency is considered to be characterised as a highly individual, steady, and robust innate voluntary motor rhythm under primary influence of

  6. Differential effects of age on involuntary and voluntary autobiographical memory.

    PubMed

    Schlagman, Simone; Kliegel, Matthias; Schulz, Jörg; Kvavilashvili, Lia

    2009-06-01

    Research on aging and autobiographical memory has focused almost exclusively on voluntary autobiographical memory. However, in everyday life, autobiographical memories often come to mind spontaneously without deliberate attempt to retrieve anything. In the present study, diary and word-cue methods were used to compare the involuntary and voluntary memories of 44 young and 38 older adults. The results showed that older adults reported fewer involuntary and voluntary memories than did younger adults. Additionally, the life span distribution of involuntary and voluntary memories did not differ in young adults (a clear recency effect) or in older adults (a recency effect and a reminiscence bump). Despite these similarities between involuntary and voluntary memories, there were also important differences in terms of the effects of age on some memory characteristics. Thus, older adults' voluntary memories were less specific and were recalled more slowly than those of young adults, but there were no reliable age differences in the specificity of involuntary memories. Moreover, older adults rated their involuntary memories as more positive than did young adults, but this positivity effect was not found for voluntary memories. Theoretical implications of these findings for research on autobiographical memory and cognitive aging are discussed. PMID:19485657

  7. Voluntary motor commands reveal awareness and control of involuntary movement.

    PubMed

    De Havas, Jack; Ghosh, Arko; Gomi, Hiroaki; Haggard, Patrick

    2016-10-01

    The capacity to inhibit actions is central to voluntary motor control. However, the control mechanisms and subjective experience involved in voluntarily stopping an involuntary movement remain poorly understood. Here we examined, in humans, the voluntary inhibition of the Kohnstamm phenomenon, in which sustained voluntary contraction of shoulder abductors is followed by involuntary arm raising. Participants were instructed to stop the involuntary movement, hold the arm in a constant position, and 'release' the inhibition after ∼2s. Participants achieved this by modulating agonist muscle activity, rather than by antagonist contraction. Specifically, agonist muscle activity plateaued during this voluntary inhibition, and resumed its previous increase thereafter. There was no discernible antagonist activation. Thus, some central signal appeared to temporarily counter the involuntary motor drive, without directly affecting the Kohnstamm generator itself. We hypothesise a form of "negative motor command" to account for this novel finding. We next tested the specificity of the negative motor command, by inducing bilateral Kohnstamm movements, and instructing voluntary inhibition for one arm only. The results suggested negative motor commands responsible for inhibition are initially broad, affecting both arms, and then become focused. Finally, a psychophysical investigation found that the perceived force of the aftercontraction was significantly overestimated, relative to voluntary contractions with similar EMG levels. This finding is consistent with the hypothesis that the Kohnstamm generator does not provide an efference copy signal. Our results shed new light on this interesting class of involuntary movement, and provide new information about voluntary inhibition of action. PMID:27399155

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

    PubMed Central

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

    2010-01-01

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

  9. Interaction of Compliance and Voluntary Renewable Energy Markets

    SciTech Connect

    Bird, L.; Lokey, E.

    2007-10-01

    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.

  10. The spinal reflex cannot be perceptually separated from voluntary movements.

    PubMed

    Ghosh, Arko; Haggard, Patrick

    2014-01-01

    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

  11. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    ERIC Educational Resources Information Center

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    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.…

  12. Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

    PubMed

    Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

    2014-11-01

    In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved). PMID:24911178

  13. Understanding the factors that determine registered nurses' turnover intentions.

    PubMed

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

    2014-01-01

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

  14. Turnover of metallothioneins in rat liver.

    PubMed Central

    Andersen, R D; Winter, W P; Maher, J J; Bernstein, I A

    1978-01-01

    Two electrophoretically distinguishable metallothioneins were isolated from the livers of Cd2+-treated rats and had thiol group/metal ratios of 3:1, a total metal content, in each of these proteins, of 3.6 atoms of Cd2+ + 2.4 atoms of Zn2+/molecule and 4.2 atoms of Cd2+ + 2.8 atoms of Zn2+/molecule and respective apoprotein mol.wts. of 5844 and 6251. Studies with 1 h pulse labels of [3H]cysteine, given after a single injection of ZnCl2 or CdCl2, showed that these metals stimulated radioactive isotope incorporation into the metallothioneins over the control value by 10- and 15-fold respectively. This stimulation was maximal at 4 h after a single CdCl2 injection and decreased to control values by 16 h, suggesting that either a translational event is responding to free intracellular Cd2+ or a short-lived mRNA is being produced or stabilized in response to the metal treatment. In rats chronically exposed to CdCl2, the metallothioneins increased to 0.2% of the liver wet weight from a control value of 2--4 mumol/kg of liver, with a maximum rate of accumulation of 2--3 mumol/h per kg of liver. The turnover of these proteins in control animals was 0.3--0.6 mumoles/h per kg of liver, measured by the rate of disappearance of 203Hg2+, which binds irreversibly to the metallothioneins. Pretreatment with CdCl2 completely stopped the rapid 203Hg turnover observed in untreated animals. Unlike CdCl2, treatment with ZnCl2 increased the concentration of metallothioneins to a new steady-state pool, 11 mumole/kg of liver, after 10 h. The increase in the zinc-thionein pool by exposure to ZnCl2 in vivo was determined to be primarily due to a stimulation of metallothionein biosynthesis. PMID:697759

  15. Motivating pharmacy employees.

    PubMed

    White, S J; Generali, J A

    1984-07-01

    Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented. PMID:6465152

  16. [Employee assistance program].

    PubMed

    Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

    2002-03-01

    Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed. PMID:11993232

  17. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  18. 14 CFR 1267.640 - Employee.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... payroll; or employees of subrecipients or subcontractors in covered workplaces). ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section...

  19. Using Readership Research to Study Employee Views.

    ERIC Educational Resources Information Center

    Pavlik, John; And Others

    1990-01-01

    Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)

  20. 25 CFR 700.549 - Employee organizations.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United...

  1. Community College Employee Wellness Programs

    ERIC Educational Resources Information Center

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  2. Leadership behavior and employee effectiveness.

    PubMed

    McNeese-Smith, D

    1993-05-01

    A research study shows how leaders can significantly impact employee productivity, job satisfaction and commitment. Five leadership skills basic to good management are developed and implemented to complement the nurse manager's own unique style. Employees, in turn, will respond to the manager's examples of high standards and values. PMID:8265078

  3. Training Guidelines for Employee Relations.

    ERIC Educational Resources Information Center

    Hotel and Catering Training Board, Wembley (England).

    This set of guidelines is intended for use by employers desiring to establish the training needs of those involved in employee relations. The 16 guidelines cover the following principal activities normally associated with employee relations: staff management policy and aims, staff recruitment and selection, terms and conditions of employment,…

  4. Employee Ownership, Motivation and Productivity.

    ERIC Educational Resources Information Center

    Michie, Jonathan; Oughton, Christine; Bennion, Yvonne

    The relationship between employee ownership, motivation, and productivity was explored. The main data collection activities were as follows: (1) a literature review; (2) interviews with management and employees from 10 selected companies across the United Kingdom; (3) surveys of ICOM (the federation of worker cooperatives) member companies and…

  5. Public Sector Employee Assistance Programs.

    ERIC Educational Resources Information Center

    Kemp, Donna R.; Verlinde, Beverly

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

  6. Counseling Employees: A Multifaceted Approach.

    ERIC Educational Resources Information Center

    Sandhu, Daya Singh, Ed.

    This book is divided into five major sections that focus on the various perspectives, needs, and concerns of employees in the workplace. Chapters include: (1) Work: Meaning, Mattering, and Job Satisfaction (K. M. Connolly); (2) Spirituality in the Workplace: An Overview (E. J. Looby and D. S. Sandhu); (3) Developing the Whole Employee: Some…

  7. Sexual Misconduct by School Employees.

    ERIC Educational Resources Information Center

    Mawdsley, Ralph D.

    1992-01-01

    The recent United States Supreme Court decision in "Franklin v. Gwinnett County Public Schools" highlights the additional risks facing school districts and employees under federal statutes and the common law as a result of sexual misconduct by school employees. The "Franklin" case illustrates that damages could be available to the student and that…

  8. Investigating Histone Acetylation Stoichiometry and Turnover Rate.

    PubMed

    Fan, J; Baeza, J; Denu, J M

    2016-01-01

    Histone acetylation is a dynamic epigenetic modification that functions in the regulation of DNA-templated reactions, such as transcription. This lysine modification is reversibly controlled by histone (lysine) acetyltransferases and deacetylases. Here, we present methods employing isotopic labeling and mass spectrometry (MS) to comprehensively investigate histone acetylation dynamics. Turnover rates of histone acetylation are determined by measuring the kinetics of labeling from (13)C-labeled precursors of acetyl-CoA, which incorporates (13)C-carbon onto histones via the acetyltransferase reaction. Overall histone acetylation states are assessed from complete protease digestion to single amino acids, which is followed by MS analysis. Determination of site-specific acetylation stoichiometry is achieved by chemically acetylating endogenous histones with isotopic acetic anhydride, followed by trypsin digestion and LC-MS analysis. Combining metabolic labeling with stoichiometric analysis permits determination of both acetylation level and acetylation dynamics. When comparing genetic, diet, or environmental perturbations, these methods permit both a global and site-specific evaluation of how histone acetylation is dynamically regulated. PMID:27423860

  9. Triacylglycerol turnover in the failing heart.

    PubMed

    Carley, Andrew N; Lewandowski, E Douglas

    2016-10-01

    No longer regarded as physiologically inert the endogenous triacylglyceride (TAG) pool within the cardiomyocyte is now recognized to play a dynamic role in metabolic regulation. Beyond static measures of content, the relative rates of interconversion among acyl intermediates are more closely linked to dynamic processes of physiological function in normal and diseased hearts, with the potential for both adaptive and maladaptive contributions. Indeed, multiple inefficiencies in cardiac metabolism have been identified in the decompensated, hypertrophied and failing heart. Among the intracellular responses to physiological, metabolic and pathological stresses, TAG plays a central role in the balance of lipid handling and signaling mechanisms. TAG dynamics are profoundly altered from normal in both diabetic and pathologically stressed hearts. More than just expansion or contraction of the stored lipid pool, the turnover rates of TAG are sensitive to and compete against other enzymatic pathways, anabolic and catabolic, for reactive acyl-CoA units. The rates of TAG synthesis and lipolysis thusly affect multiple components of cardiomyocyte function, including energy metabolism, cell signaling, and enzyme activation, as well as the regulation of gene expression in both normal and diseased states. This review examines the multiple etiologies and metabolic consequences of the failing heart and the central role of lipid storage dynamics in the pathogenic process. This article is part of a Special Issue entitled: Heart Lipid Metabolism edited by G.D. Lopaschuk. PMID:26993578

  10. Turnover of cytokeratin polypeptides in mouse hepatocytes

    SciTech Connect

    Denk, H.; Lackinger, E.; Zatloukal, K. ); Franke, W.W. )

    1987-11-01

    The turnover of cytokeratin polypeptides A (equivalent to No. 8 of the human cytokeratin catalog) and D (equivalent to human cytokeratin No. 18) of mouse hepatocytes was studied by pulse-labeling of mouse liver proteins after intraperitoneal injection of L-(guanido{sup 14}C)arginine and ({sup 14}C)sodium bicarbonate. With L-(guanido-{sup 14}C)arginine a rapid increase in the specific radioactivity of both cytokeratins was observed which reached a plateau between 12 and 24 h. With ({sup 14}C)sodium bicarbonate maximal specific radioactivity was obtained at 6 h followed by a rapid decrease to half maximum values within the subsequent 6 h and then a slower decrease. Half-lives were determined from the decrease of specific radioactivities after pulse-labeling by least-squares plots and found to be 84 h (for cytokeratin component A) and 104 h (component D) for arginine labeling . Values obtained after bicarbonate labeling were similar (95 h for A and 98 h for D). These results show that liver cytokeratins are relatively stable proteins and suggest that components A and D are synthesized and degraded at similar rates, probably in a coordinate way.

  11. How Do Healthcare Employees Rate the Ethics of Their Organization? An Analysis Based on VA IntegratedEthics@ Staff Survey Data.

    PubMed

    Cohen, Jennifer H; Foglia, Mary Beth; Kwong, Katherine; Pearlman, Robert; Fox, Ellen

    2015-01-01

    Healthcare organizations with an ethical culture experience higher levels of employee productivity, less staff turnover, better levels of patient safety, resource and cost savings, and higher levels of patient satisfaction. Employees' perceptions of the ethics of their organization are considered a good indicator of the ethics culture. How employees rate the ethics of their organization is not well understood. Previous research has identified a number of attributes that are salient to employees' perceptions in this area. However, little is known about how employees synthesize their perceptions of these attributes to rate the ethics of their organization. Without this knowledge, managers have little specific information to act on to improve practices that would in turn improve employees' perceptions of their organization's ethics. For this study, we used data from Department of Veterans Affairs' (VA) 2014 IntegratedEthics@ Staff Survey administered to Veterans Health Administration (VHA) staff. We used multivariate regression analyses to investigate how VHA employees weigh their perceptions of eight attributes of an ethical organization to inform an overall rating of the ethics of their organization. We found that employee perceptions of fairness, clarity of expectations, accountability, and leadership's prioritization of ethics had the strongest associations with the overall rating. In addition, employees disproportionately weighed their positive perceptions in determining their overall rating. Therefore, a strategy to improve employees' perceptions of these attributes could potentially have the greatest marginal return on investment with respect to improving employees' perceptions of the ethics of an organization. PMID:26554261

  12. 5 CFR 576.105 - Existing Voluntary Separation Incentive Payment authorities.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Existing Voluntary Separation Incentive... SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.105 Existing Voluntary Separation Incentive Payment authorities. As provided in section 1313(a)(3)...

  13. 5 CFR 576.102 - Voluntary Separation Incentive Payment implementation plans.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Voluntary Separation Incentive Payment... SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.102 Voluntary Separation Incentive Payment implementation plans. (a) In accordance with section...

  14. 5 CFR 576.102 - Voluntary Separation Incentive Payment implementation plans.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Voluntary Separation Incentive Payment implementation plans. 576.102 Section 576.102 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.102 Voluntary Separation...

  15. 5 CFR 576.203 - Waivers of the Voluntary Separation Incentive Repayment requirement.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... MANAGEMENT CIVIL SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Waiver of Repayment of Voluntary Separation Incentive Payments § 576.203 Waivers of the Voluntary Separation Incentive Repayment requirement... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Waivers of the Voluntary...

  16. 5 CFR 576.203 - Waivers of the Voluntary Separation Incentive Repayment requirement.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... MANAGEMENT CIVIL SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Waiver of Repayment of Voluntary Separation Incentive Payments § 576.203 Waivers of the Voluntary Separation Incentive Repayment requirement... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Waivers of the Voluntary...

  17. 5 CFR 576.105 - Existing Voluntary Separation Incentive Payment authorities.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Existing Voluntary Separation Incentive... SERVICE REGULATIONS VOLUNTARY SEPARATION INCENTIVE PAYMENTS Voluntary Separation Incentive Payments § 576.105 Existing Voluntary Separation Incentive Payment authorities. As provided in section 1313(a)(3)...

  18. Voluntary GHG reduction in the US electric industry

    SciTech Connect

    2005-11-15

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

  19. 44 CFR 332.4 - Termination or modifying voluntary agreements.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... immunity conferred upon the participants in that agreement by subsection 708(j) of the DPA shall not apply... modification of a voluntary agreement, no antitrust immunity shall apply to any subsequent act or omission...

  20. 44 CFR 332.4 - Termination or modifying voluntary agreements.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... immunity conferred upon the participants in that agreement by subsection 708(j) of the DPA shall not apply... modification of a voluntary agreement, no antitrust immunity shall apply to any subsequent act or omission...