Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

PubMed

Chang, Ching-Sheng

2015-06-01

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

Commitment among state health officials & its implications for health sector reform: lessons from Gujarat.

PubMed

Maheshwari, Sunil; Bhat, Ramesh; Saha, Somen

2008-02-01

Commitment, competencies and skills of people working in the health sector can significantly impact the performance and its reform process. In this study we attempted to analyse the commitment of state health officials and its implications for human resource practices in Gujarat. A self-administered questionnaire was used to measure commitment and its relationship with human resource (HR) variables. Employee's organizational commitment (OC) and professional commitment (PC) were measured using OC and PC scale. Fifty five medical officers from Gujarat participated in the study. Professional commitment of doctors (3.21 to 4.01) was found to be higher than their commitment to the organization (3.01 to 3.61). Doctors did not perceive greater fairness in the system on promotion (on the scale of 5, score: 2.55) and were of the view that the system still followed seniority based promotion (score: 3.42). Medical officers were upset about low autonomy in the department with regard to reward and recognition, accounting procedure, prioritization and synchronization of health programme and other administrative activities. Our study provided some support for positive effects of progressive HR practices on OC, specifically on affective and normative OC. Following initiatives were identified to foster a development climate among the health officials: providing opportunities for training, professional competency development, developing healthy relationship between superiors and subordinates, providing useful performance feedback, and recognising and rewarding performance. For reform process in the health sector to succeed, there is a need to promote high involvement of medical officers. There is a need to invest in developing leadership quality, supervision skills and developing autonomy in its public health institutions.

Institutional Commitment to Sustainability: An Evaluation of Natural Resource Extension Programs in Universities in Alabama and Oregon

ERIC Educational Resources Information Center

Broussard, Shorna R.; Bliss, John C.

2007-01-01

Purpose: The purpose of this research is to determine institutional commitment to sustainability by examining Natural Resource Extension program inputs, activities, and participation. Design/methodology/approach: A document analysis of Natural Resource Extension planning and reporting documents was conducted to provide contextual and historical…

28 CFR 522.10 - Purpose.

Code of Federal Regulations, 2010 CFR

2010-07-01

... TO INSTITUTION Civil Contempt of Court Commitments § 522.10 Purpose. (a) This subpart describes the procedures for federal civil contempt of court commitments (civil contempt commitments) referred to the... to implement civil contempt commitments by making our facilities and resources available. When we...

Federal Civil Rights Commitments: An Assessment of Enforcement Resources and Performance. United States Commission on Civil Rights Clearinghouse Publication 82.

ERIC Educational Resources Information Center

Commission on Civil Rights, Washington, DC.

This report reviews, in the context of their budget and staff resources, selected activities of six Federal agencies with significant responsibility for enforcing civil rights laws. They are: (1) the Department of Education's Office for Civil Rights; (2) The Department of Health and Human Services' Office for Civil Rights; (3) the Department of…

Organizational commitment and intrinsic motivation of regular and contractual primary health care providers.

PubMed

Kumar, Pawan; Mehra, Anu; Inder, Deep; Sharma, Nandini

2016-01-01

Motivated and committed employees deliver better health care, which results in better outcomes and higher patient satisfaction. To assess the Organizational Commitment and Intrinsic Motivation of Primary Health Care Providers (HCPs) in New Delhi, India. Study was conducted in 2013 on a sample of 333 HCPs who were selected using multistage stage random sampling technique. The sample includes medical officers, auxiliary nurses and midwives, and pharmacists and laboratory technicians/assistants among regular and contractual staff. Data were collected using the pretested structured questionnaire for organization commitment (OC), job satisfiers, and intrinsic job motivation. Analysis was done by using SPSS version 18 and appropriate statistical tests were applied. The mean score for OC for entire regular staff is 1.6 ± 0.39 and contractual staff is 1.3 ± 0.45 which has statistically significant difference (t = 5.57; P = 0.00). In both regular and contractual staff, none of them show high emotional attachment with the organization and does not feel part of the family in the organization. Contractual staff does not feel proud to work in a present organization for rest of their career. Intrinsic motivation is high in both regular and contractual groups but intergroup difference is significant (t = 2.38; P < 0.05). Contractual staff has more dissatisfier than regular, and the difference is significant (P < 0.01). Organizational commitment and intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization.

An integrated environmental and human systems modeling framework for Puget Sound restoration planning.

EPA Science Inventory

Local, state, federal, tribal and private stakeholders have committed significant resources to restoring Puget Sound’s terrestrial-marine ecosystem. Though jurisdictional issues have promoted a fragmented approach to restoration planning, there is growing recognition that a...

An integrated environmental and human systems modeling framework for Puget Sound restoration planning

EPA Science Inventory

Local, state, federal, tribal and private stakeholders have committed significant resources to restoring Puget Sound’s terrestrial-marine ecosystem. Though jurisdictional issues have promoted a fragmented approach to restoration planning, there is growing recognition that a...

Microbiology of Shell Egg Production in the United States

USDA-ARS?s Scientific Manuscript database

A significant proportion of human illnesses caused by Salmonella are linked to the consumption of contaminated eggs. Substantial government and industry resources have been committed to comprehensive Salmonella testing and risk reduction programs for commercial egg-laying flocks. The implementation ...

Satellite Power System (SPS) societal assessment

NASA Technical Reports Server (NTRS)

1980-01-01

Construction and operation of a 60-unit (300 GW) domestic SPS over the period 2000 to 2030 would stress many segments of U.S. society. A significant commitment of resources (land, energy, materials) would be required, and a substantial proportion of them would have to be committed prior to the production of any SPS electricity. Forty-four concerns about the SPS were identified via a public outreach experiment involving 9000 individuals from three special interest organizations. The concerns focused on environmental impacts (particularly the effects of microwave radiation) and the centralizing tendency of the SPS on society.

[On eco-ethics and sustainable development of natural resources].

PubMed

Wang, Qingli; Deng, Hongbing

2002-07-01

In this paper, definition of natural resources was discussed at first, and chief characteristics of natural resources were concluded and summarized systematically. Then, in point of eco-ethics, relationship between natural resources and human was discussed. Human in the contemporary era should hold the responsibilities and commitments to remain abundant resources for survival and development of the offspring, and it is the same important to meet the requirement of human in the contemporary era and the offspring. Bringing eco-ethics into the practice of protection, exploitation, and sustainable development of natural resources has very important theoretic and practical significance undoubtedly. Therefore, approaches and main measures to sustainable development of natural resources were also discussed in this paper.

Organizational commitment and intrinsic motivation of regular and contractual primary health care providers

PubMed Central

Kumar, Pawan; Mehra, Anu; Inder, Deep; Sharma, Nandini

2016-01-01

Background: Motivated and committed employees deliver better health care, which results in better outcomes and higher patient satisfaction. Objective: To assess the Organizational Commitment and Intrinsic Motivation of Primary Health Care Providers (HCPs) in New Delhi, India. Materials and Methods: Study was conducted in 2013 on a sample of 333 HCPs who were selected using multistage stage random sampling technique. The sample includes medical officers, auxiliary nurses and midwives, and pharmacists and laboratory technicians/assistants among regular and contractual staff. Data were collected using the pretested structured questionnaire for organization commitment (OC), job satisfiers, and intrinsic job motivation. Analysis was done by using SPSS version 18 and appropriate statistical tests were applied. Results: The mean score for OC for entire regular staff is 1.6 ± 0.39 and contractual staff is 1.3 ± 0.45 which has statistically significant difference (t = 5.57; P = 0.00). In both regular and contractual staff, none of them show high emotional attachment with the organization and does not feel part of the family in the organization. Contractual staff does not feel proud to work in a present organization for rest of their career. Intrinsic motivation is high in both regular and contractual groups but intergroup difference is significant (t = 2.38; P < 0.05). Contractual staff has more dissatisfier than regular, and the difference is significant (P < 0.01). Conclusion: Organizational commitment and intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization. PMID:27453851

Relational job characteristics and nurses' affective organizational commitment: the mediating role of work engagement.

PubMed

Santos, Alda; Chambel, Maria José; Castanheira, Filipa

2016-02-01

To study work engagement as a mediator of the associations between relational job characteristics and nurses' affective commitment to the hospital. Earlier research has shown that work engagement mediates the relationship between job resources and affective organizational commitment. However, relational job characteristics, which may be job resources, have not been studied or examined in relation to work engagement and affective organizational commitment in the nursing profession. This study uses a correlational survey design and an online survey for data collection. Data for this correlational study were collected by survey over months (2013) from a sample of 335 hospital nurses. Measures included Portuguese translations of the Relational Job Characteristics' Psychological Effects Scale, the Utrecht Work Engagement Scale and the Affective Organizational Commitment Scale. Data analysis supports a full mediation model where relational job characteristics explained affective commitment to the hospital through nurses' work engagement. Relational job characteristics contribute to nurses' work engagement, which in turn contributes to affective organizational commitment. © 2015 John Wiley & Sons Ltd.

Religious and Spiritual Values and Moral Commitment in Marriage: Untapped Resources in Couples Counseling?

ERIC Educational Resources Information Center

Nelson, Judith A.; Kirk, Amy Manning; Ane, Pedra; Serres, Sheryl A.

2011-01-01

The authors investigated the relationship between religious and spiritual values and moral commitment in marriage to further inform marriage and family counselors about the nature of committed relationships. Using a qualitative research design, they examined individuals' perceptions of moral commitment in their marriage and how their religious and…

Occidental Geothermal, Inc. , Oxy geothermal power plant No. 1. Final environmental impact report

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1981-12-01

The project-specific environmental analysis covers the following: geology, soils, water resources, biology, air quality, noise, waste management, health, safety, transportation, energy and material resources, cultural resources, socioeconomics, public services, land use, and aesthetics. Other topics covered are: the cumulative envionmental analysis; unavoidable significant adverse environmental effects; irreversible environmental changes and irretrievable commitments of energy and materials; the relationship between local short-term uses of man's environment and the maintenance and enhancement of long-term productivity; growth-inducing impacts; and alternatives to the proposed action. (MHR)

Going Global: Dispatches from Experienced Board Members

ERIC Educational Resources Information Center

Lovett, Clara M.

2011-01-01

Board members are increasingly being asked to bless a variety of international engagements. But how many trustees truly understand how to evaluate opportunities or assess potential risks? The author interviewed board members at institutions that already have committed significant resources to global agendas. These interviewees represent a wide…

Microbiological Consequences of Different Housing Systems for Laying Hens: Field and Experimental Infection Studies

USDA-ARS?s Scientific Manuscript database

A significant proportion of human illnesses caused by Salmonella are linked to the consumption of contaminated eggs. In response, substantial government and private industry resources are committed to comprehensive Salmonella testing and risk reduction programs for commercial egg-laying flocks. Envi...

Organisational commitment in nurses: is it dependent on age or education?

PubMed

Jones, April

2015-02-01

In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in workloads for the remaining nurses. Consequently, the level of commitment that these nurses have to their jobs is important. Outside health care, employees from different generations working for a variety of organisations differ in their levels of organisational commitment, but this information has not been available for nurses. This study, carried out in the state of Alabama, looks at whether nurses from different generations differ in their levels of organisational commitment, and also whether there are any differences in organisational commitment between licensed practical nurses (LPNs) and registered nurses (RNs). A questionnaire designed to measure levels of organisational commitment was answered by 145 nurses. The results were analysed for any differences in organisational commitment in nurses from different generations and with different nursing degrees. Nurses from different generations showed the same levels of organisational commitment, but LPNs showed significantly less affective commitment, that is, lower feelings of loyalty to their workplace, than RNs. This information may be useful for hospital administrators and human resource managers in the United States to highlight the value of flexible incentive packages to address the needs of a diverse workforce. For healthcare employers in the UK, the concept that there is an association between nursing qualifications and levels of organisational commitment is critical for building organisational stability and effectiveness, and for nurse recruitment and retention.

Foundational Report Series: Advanced Distribution Management Systems for Grid Modernization, Business Case Calculations for DMS

DOE Office of Scientific and Technical Information (OSTI.GOV)

Lu, Xiaonan; Singh, Ravindra; Wang, Jianhui

Distribution Management System (DMS) applications require a substantial commitment of technical and financial resources. In order to proceed beyond limited-scale demonstration projects, utilities must have a clear understanding of the business case for committing these resources that recognizes the total cost of ownership. Many of the benefits provided by investments in DMSs do not translate easily into monetary terms, making cost-benefit calculations difficult. For example, Fault Location Isolation and Service Restoration (FLISR) can significantly reduce customer outage duration and improve reliability. However, there is no well-established and universally-accepted procedure for converting these benefits into monetary terms that can be comparedmore » directly to investment costs. This report presents a methodology to analyze the benefits and costs of DMS applications as fundamental to the business case.« less

Readiness to Change Over Time: Change Commitment and Change Efficacy in a Workplace Health-Promotion Trial.

PubMed

Helfrich, Christian D; Kohn, Marlana J; Stapleton, Austin; Allen, Claire L; Hammerback, Kristen Elizabeth; Chan, K C Gary; Parrish, Amanda T; Ryan, Daron E; Weiner, Bryan J; Harris, Jeffrey R; Hannon, Peggy A

2018-01-01

Organizational readiness to change may be a key determinant of implementation success and a mediator of the effectiveness of implementation interventions. If organizational readiness can be reliably and validly assessed at the outset of a change initiative, it could be used to assess the effectiveness of implementation-support activities by measuring changes in readiness factors over time. We analyzed two waves of readiness-to-change survey data collected as part of a three-arm, randomized controlled trial to implement evidence-based health promotion practices in small worksites in low-wage industries. We measured five readiness factors: context (favorable broader conditions); change valence (valuing health promotion); information assessment (demands and resources to implement health promotion); change commitment (an intention to implement health promotion); and change efficacy (a belief in shared ability to implement health promotion). We expected commitment and efficacy to increase at intervention sites along with their self-reported effort to implement health promotion practices, termed wellness-program effort. We compared means between baseline and 15 months, and between intervention and control sites. We used linear regression to test whether intervention and control sites differed in their change-readiness scores over time. Only context and change commitment met reliability thresholds. Change commitment declined significantly for both control (-0.39) and interventions sites (-0.29) from baseline to 15 months, while context did not change for either. Only wellness program effort at 15 months, but not at baseline, differed significantly between control and intervention sites (1.20 controls, 2.02 intervention). Regression analyses resulted in two significant differences between intervention and control sites in changes from baseline to 15 months: (1) intervention sites exhibited significantly smaller change in context scores relative to control sites over time and (2) intervention sites exhibited significantly higher changes in wellness program effort relative to control sites. Contrary to our hypothesis, change commitment declined significantly at both Healthlinks and control sites, even as wellness-program effort increased significantly at HealthLinks sites. Regression to the mean may explain the decline in change commitment. Future research needs to assess whether baseline commitment is an independent predictor of wellness-program effort or an effect modifier of the HealthLinks intervention.

Commitment to Celibacy in German Catholic Priests: Its Relation to Religious Practices, Psychosomatic Health and Psychosocial Resources.

PubMed

Baumann, Klaus; Jacobs, Christoph; Frick Sj, Eckhard; Büssing, Arndt

2017-04-01

We aimed to investigate Catholic priests' commitment to celibacy and its relation to their religious practices, life and work satisfaction, and psychosomatic health. Results of our cross-sectional study of 2549 priests show that the majority finds living in celibacy helpful to minister more effectively. Nevertheless, a large proportion see it as a burden and would not choose celibate life again. Commitment to celibacy was predicted best by the frequency of religious practices (liturgy), work engagement and personal relation with God, explaining 39 % of variance. These resources are predictors for maintaining a celibate lifestyle and facilitate priests' satisfaction with life and commitment to their ministry.

75 FR 32470 - Agency Information Collection Activities; Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-08

... committed significant resources to educational initiatives designed to protect consumers. The Commission... also conducted telephone surveys in 2003 and 2005 designed to measure the proportion of the U.S. adult... subjects will participate in a pretest. Pretest subjects will participate in an in-person interview about...

Stress and Single Professional Women: An Exploration of Causal Factors.

ERIC Educational Resources Information Center

Fong, Margaret L.; Amatea, Ellen S.

1992-01-01

Explored stress, career satisfaction, career commitment, personal resources, and coping strategies for single, single-parent, married, and married-parent academic women (n=141). Results indicated single women had significantly higher levels of stress symptoms than married-parent women. Single women did not differ from multiple-role colleagues in…

Faculty Experience with Diversity: A Case Study of Macalester College.

ERIC Educational Resources Information Center

Gudeman, Roxane Harvey

This study tested the belief that domestic racial/ethnic diversity in the classroom contributes to the preparation of students for civic responsibility, focusing on Macalester College, a small liberal arts college in Saint Paul, Minnesota. Macalester has committed significant resources to fulfilling its goals of multicultural recruitment and…

Self esteem and organizational commitment among health information management staff in tertiary care hospitals in Tehran.

PubMed

Sadoughi, Farahnaz; Ebrahimi, Kamal

2014-12-12

Self esteem (SE) and organizational commitment (OC)? have significant impact on the quality of work life. This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran). This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen's three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests. The OC and SE of the employees' were 67.8?, out of 120 (weak) and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (P<0.05). The one way ANOVA test (P<0.05) did not show any significant difference between educational degree and work experience with SE and OC. This research showed that SE and OC ?are moderate. SE and OC have strong correlation with turnover, critical thinking, job satisfaction, and individual and organizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures.

75 FR 38148 - Finding of No Significant Impact Related to Approval of the Mallinckrodt C-T Phase 2...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-01

... selected the following decommissioning strategy: (1) Remediate remaining floor slabs and subsurface soils... has committed to conducting a FSS consistent with the approach presented in the Multi-Agency Radiation...) climatology, meteorology, and air quality; (3) geology and soils; (4) water resources; (5) biological...

From strategy to action: how top managers' support increases middle managers' commitment to innovation implementation in health care organizations.

PubMed

Birken, Sarah A; Lee, Shoou-Yih Daniel; Weiner, Bryan J; Chin, Marshall H; Chiu, Michael; Schaefer, Cynthia T

2015-01-01

Evidence suggests that top managers' support influences middle managers' commitment to innovation implementation. What remains unclear is how top managers' support influences middle managers' commitment. Results may be used to improve dismal rates of innovation implementation. We used a mixed-method sequential design. We surveyed (n = 120) and interviewed (n = 16) middle managers implementing an innovation intended to reduce health disparities in 120 U.S. health centers to assess whether top managers' support directly influences middle managers' commitment; by allocating implementation policies and practices; or by moderating the influence of implementation policies and practices on middle managers' commitment. For quantitative analyses, multivariable regression assessed direct and moderated effects; a mediation model assessed mediating effects. We used template analysis to assess qualitative data. We found support for each hypothesized relationship: Results suggest that top managers increase middle managers' commitment by directly conveying to middle managers that innovation implementation is an organizational priority (β = 0.37, p = .09); allocating implementation policies and practices including performance reviews, human resources, training, and funding (bootstrapped estimate for performance reviews = 0.09; 95% confidence interval [0.03, 0.17]); and encouraging middle managers to leverage performance reviews and human resources to achieve innovation implementation. Top managers can demonstrate their support directly by conveying to middle managers that an initiative is an organizational priority, allocating implementation policies and practices such as human resources and funding to facilitate innovation implementation, and convincing middle managers that innovation implementation is possible using available implementation policies and practices. Middle managers may maximize the influence of top managers' support on their commitment by communicating with top managers about what kind of support would be most effective in increasing their commitment to innovation implementation.

From Strategy to Action: How Top Managers’ Support Increases Middle Managers’ Commitment to Innovation Implementation in Healthcare Organizations

PubMed Central

Lee, Shoou-Yih Daniel; Weiner, Bryan J.; Chin, Marshall H.; Chiu, Michael; Schaefer, Cynthia T.

2014-01-01

Background Evidence suggests that top managers’ support influences middle managers’ commitment to innovation implementation. What remains unclear is how top managers’ support influences middle managers’ commitment. Results may be used to improve dismal rates of innovation implementation. Methods We used a mixed-method sequential design. We surveyed (n = 120) and interviewed (n = 16) middle managers implementing an innovation intended to reduce health disparities in 120 US health centers to assess whether top managers’ support influences middle managers’ commitment directly, by allocating implementation policies and practices, or by moderating the influence of implementation policies and practices on middle managers’ commitment. For quantitative analyses, multivariable regression assessed direct and moderated effects; a mediation model assessed mediating effects. We used template analysis to assess qualitative data. Findings We found support for each hypothesized relationship: Results suggest that top managers increase middle managers’ commitment by directly conveying to middle managers that innovation implementation is an organizational priority (β = 0.37, p = 0.09); allocating implementation policies and practices including performance reviews, human resources, training, and funding (bootstrapped estimate for performance reviews = 0.09; 95 percent CI: 0.03, 0.17); and encouraging middle managers to leverage performance reviews and human resources to achieve innovation implementation. Practice Implications Top managers can demonstrate their support by directly conveying to middle managers that an initiative is an organizational priority, allocating implementation policies and practices such as human resources and funding to facilitate innovation implementation, and convincing middle managers that innovation implementation is possible using available implementation policies and practices. Middle managers may maximize the influence of top managers’ support on their commitment by communicating with top managers about what kind of support would be most effective in increasing their commitment to innovation implementation. PMID:24566252

Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

PubMed Central

Sadoughi, Farahnaz; Ebrahimi, Kamal

2015-01-01

Background: Self esteem (SE) and organizational commitment (OC) have significant impact on the quality of work life. Aim: This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran). Methods: This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen’s three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests. Results: The OC and SE of the employees’ were 67.8, out of 120 (weak and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (P<0.05). The one way ANOVA test (P<0.05) did not show any significant difference between educational degree and work experience with SE and OC. Conclusion: This research showed that SE and OC are moderate. SE and OC have strong correlation with turnover, critical thinking, job satisfaction, and individual and organizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures. PMID:25716374

You Expect "What"? Students' Perceptions as Resources in Acquiring Commitments and Capacities for Civic Engagement

ERIC Educational Resources Information Center

Barnhardt, Cassie L.; Sheets, Jessica E.; Pasquesi, Kira

2015-01-01

This mixed-method analysis presents a model of college students' civic commitments and capacities for community action. Quantitative findings indicate that after controlling for background characteristics, campus contexts, and college experiences, students' acquisitions of commitments to and skills for contributing to the larger community are…

Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

PubMed

Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

2012-06-01

To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

What drives political commitment for nutrition? A review and framework synthesis to inform the United Nations Decade of Action on Nutrition.

PubMed

Baker, Phillip; Hawkes, Corinna; Wingrove, Kate; Demaio, Alessandro Rhyl; Parkhurst, Justin; Thow, Anne Marie; Walls, Helen

2018-01-01

Generating country-level political commitment will be critical to driving forward action throughout the United Nations Decade of Action on Nutrition (2016-2025). In this review of the empirical nutrition policy literature, we ask: what factors generate, sustain and constrain political commitment for nutrition, how and under what circumstances? Our aim is to inform strategic 'commitment-building' actions. We adopted a framework synthesis method and realist review protocol. An initial framework was derived from relevant theory and then populated with empirical evidence to test and modify it. Five steps were undertaken: initial theoretical framework development; search for relevant empirical literature; study selection and quality appraisal; data extraction, analysis and synthesis and framework modification. 75 studies were included. We identified 18 factors that drive commitment, organised into five categories: actors; institutions; political and societal contexts; knowledge, evidence and framing; and, capacities and resources. Irrespective of country-context, effective nutrition actor networks, strong leadership, civil society mobilisation, supportive political administrations, societal change and focusing events, cohesive and resonant framing, and robust data systems and available evidence were commitment drivers. Low-income and middle-income country studies also frequently reported international actors, empowered institutions, vertical coordination and capacities and resources. In upper-middle-income and high-income country studies, private sector interference frequently undermined commitment. Political commitment is not something that simply exists or emerges accidentally; it can be created and strengthened over time through strategic action. Successfully generating commitment will likely require a core set of actions with some context-dependent adaptations. Ultimately, it will necessitate strategic actions by cohesive, resourced and strongly led nutrition actor networks that are responsive to the multifactorial, multilevel and dynamic political systems in which they operate and attempt to influence. Accelerating the formation and effectiveness of such networks over the Nutrition Decade should be a core task for all actors involved.

What drives political commitment for nutrition? A review and framework synthesis to inform the United Nations Decade of Action on Nutrition

PubMed Central

Baker, Phillip; Hawkes, Corinna; Wingrove, Kate; Parkhurst, Justin; Thow, Anne Marie; Walls, Helen

2018-01-01

Introduction Generating country-level political commitment will be critical to driving forward action throughout the United Nations Decade of Action on Nutrition (2016–2025). In this review of the empirical nutrition policy literature, we ask: what factors generate, sustain and constrain political commitment for nutrition, how and under what circumstances? Our aim is to inform strategic ‘commitment-building’ actions. Method We adopted a framework synthesis method and realist review protocol. An initial framework was derived from relevant theory and then populated with empirical evidence to test and modify it. Five steps were undertaken: initial theoretical framework development; search for relevant empirical literature; study selection and quality appraisal; data extraction, analysis and synthesis and framework modification. Results 75 studies were included. We identified 18 factors that drive commitment, organised into five categories: actors; institutions; political and societal contexts; knowledge, evidence and framing; and, capacities and resources. Irrespective of country-context, effective nutrition actor networks, strong leadership, civil society mobilisation, supportive political administrations, societal change and focusing events, cohesive and resonant framing, and robust data systems and available evidence were commitment drivers. Low-income and middle-income country studies also frequently reported international actors, empowered institutions, vertical coordination and capacities and resources. In upper-middle-income and high-income country studies, private sector interference frequently undermined commitment. Conclusion Political commitment is not something that simply exists or emerges accidentally; it can be created and strengthened over time through strategic action. Successfully generating commitment will likely require a core set of actions with some context-dependent adaptations. Ultimately, it will necessitate strategic actions by cohesive, resourced and strongly led nutrition actor networks that are responsive to the multifactorial, multilevel and dynamic political systems in which they operate and attempt to influence. Accelerating the formation and effectiveness of such networks over the Nutrition Decade should be a core task for all actors involved. PMID:29527338

The role of work environment in keeping newly licensed RNs in nursing: a questionnaire survey.

PubMed

Unruh, Lynn; Zhang, Ning Jackie

2013-12-01

In prior studies, newly licensed registered nurses (RNs) describe their job as being stressful. Little is known about how their perceptions of the hospital work environment affect their commitment to nursing. To assess the influence of hospital work environment on newly licensed RN's commitment to nursing and intent to leave nursing. Correlational survey. Newly licensed RNs working in hospitals in Florida, United States. 40% random sample of all RNs newly licensed in 2006. The survey was mailed out in 2008. Dependent variables were indicators of professional commitment and intent to leave nursing. Independent variables were individual, organizational, and work environment characteristics and perceptions (job difficulty, job demands and job control). Statistical analysis used ordinary least squares regressions. Level of significance was set at p<0.05. Job difficulty and job demand were significantly related to a lower commitment to nursing and a greater intent to leave nursing, and vice versa for job control. The strongest ranked of the job difficulties items were: incorrect instructions, organizational rules, lack of supervisor support, and inadequate help from others. Workload and other items were significant, but ranked lower. The strongest ranked of the job pressure items were: "having no time to get things done" and "having to do more than can be done well." The strongest ranked of job control items were "ability to act independent of others." Nurses with positive orientation experiences and those working the day shift and more hours were less likely to intend to leave nursing and more likely to be committed to nursing. Significant demographic characteristics related to professional commitment were race and health. Negative perceptions of the work environment were strong predictors of intent to leave nursing and a lower commitment to nursing among newly licensed RNs. These results indicate that retention of newly licensed RNs in nursing can be improved through changes in the work environment that remove obstacles to care-giving, increase resources and autonomy, and reduce workload and other job pressure factors. Copyright © 2013 Elsevier Ltd. All rights reserved.

Expectations for Opioid Therapy

MedlinePlus

... for Providers Guideline Overview Guideline Resources Clinical Tools Posters Videos Mobile App Training for Providers Interactive Training ... few days. Clinician Commitment to Patient Prescription Safety Poster Clinician Commitment to Patient Prescription Safety Poster [PDF – ...

Testing Predictors of Instructional Practice in Elementary Science Education: The Significant Role of Accountability

ERIC Educational Resources Information Center

Hayes, Kathryn N.; Trexler, Cary J.

2016-01-01

Many resources have been committed to research on science teaching pedagogies, resulting in a robust understanding of best instructional practices. Yet, exposure to excellent science instruction in elementary school is haphazard at best and often inequitable. Although the research community has attended to the role of teacher traits, such as…

Attribution Bias and Overconfidence in Escalation of Commitment: The Role of Desire to Rectify Past Outcomes

ERIC Educational Resources Information Center

Tine, Delilah Castillo

2013-01-01

Escalation of commitment is the voluntary continuation of investing resources into what appears to be a failing course of action whose outcome is uncertain. Investigation into the escalation of commitment phenomenon is important to organizations because such behavior could result in grave economic loss. This research investigates two cognitive…

Extra-Role Time, Burnout, and Commitment: The Power of Promises Kept

ERIC Educational Resources Information Center

Brown, Lori A.; Roloff, Michael E.

2011-01-01

This study examines the relationships of extra-role time (ERT) behavior with burnout and occupational commitment among teachers through the lens of conservation of resources (COR) theory. Results reveal that teachers who invest in more ERT are also more likely to experience burnout and decreased commitment to teaching than those who invest less.…

Interorganizational Collaborative Capacity: Development of a Database to Refine Instrumentation and Explore Patterns

DTIC Science & Technology

2008-11-24

ADDRESS(ES) 10. SPONSOR/MONITOR’S ACRONYM(S) 11. SPONSOR/MONITOR’S REPORT NUMBER(S) 12. DISTRIBUTION/AVAILABILITY STATEMENT Approved for public...for current usage. It now reads: “My organization has committed adequate budget and resources to interorganizational collaboration.” This statement ...Mean Item Standard Deviation My organization commits adequate human and financial resources to training with other organizations. 1 3.3 1.4 My

The relationship between quality management practices and organisational performance: A structural equation modelling approach

NASA Astrophysics Data System (ADS)

Jamaluddin, Z.; Razali, A. M.; Mustafa, Z.

2015-02-01

The purpose of this paper is to examine the relationship between the quality management practices (QMPs) and organisational performance for the manufacturing industry in Malaysia. In this study, a QMPs and organisational performance framework is developed according to a comprehensive literature review which cover aspects of hard and soft quality factors in manufacturing process environment. A total of 11 hypotheses have been put forward to test the relationship amongst the six constructs, which are management commitment, training, process management, quality tools, continuous improvement and organisational performance. The model is analysed using Structural Equation Modeling (SEM) with AMOS software version 18.0 using Maximum Likelihood (ML) estimation. A total of 480 questionnaires were distributed, and 210 questionnaires were valid for analysis. The results of the modeling analysis using ML estimation indicate that the fits statistics of QMPs and organisational performance model for manufacturing industry is admissible. From the results, it found that the management commitment have significant impact on the training and process management. Similarly, the training had significant effect to the quality tools, process management and continuous improvement. Furthermore, the quality tools have significant influence on the process management and continuous improvement. Likewise, the process management also has a significant impact to the continuous improvement. In addition the continuous improvement has significant influence the organisational performance. However, the results of the study also found that there is no significant relationship between management commitment and quality tools, and between the management commitment and continuous improvement. The results of the study can be used by managers to prioritize the implementation of QMPs. For instances, those practices that are found to have positive impact on organisational performance can be recommended to managers so that they can allocate resources to improve these practices to get better performance.

[International trade in health services and the medical industrial complex: implications for national health systems].

PubMed

Santos, Maria Angelica Borges dos; Passos, Sonia Regina Lambert

2010-08-01

Health services have increasingly proven to be an innovative sector, gaining prominence in the medical industrial complex through expansion to public and international markets. International trade can foster economic development and redirect the resources and infrastructure available for healthcare in different countries in favorable or unfavorable directions. Wherever private providers play a significant role in government-funded healthcare, GATS commitments may restrict health policy options in subscribing countries. Systematic information on the impacts of electronic health services, medical tourism, health workers' migration, and foreign direct investment is needed on a case-by-case basis to build evidence for informed decision-making, so as to maximize opportunities and minimize risks of GATS commitments.

New Graduate Nurses' Professional Commitment: Antecedents and Outcomes.

PubMed

Guerrero, Sylvie; Chênevert, Denis; Kilroy, Steven

2017-09-01

This study examines the factors that increase new graduate nurses' professional commitment and how this professional commitment in turn affects professional turnover intentions, anxiety, and physical health symptoms. The study was carried out in association with the nursing undergraduate's affiliation of Quebec, Canada. A three-wave longitudinal design was employed among nursing students. Nurses were surveyed before they entered the labor market, and then twice after they started working. Participants were contacted by post at their home address. The hypotheses were tested using structural equation modeling. Professional commitment explains why good work characteristics and the provision of organizational resources related to patient care reduce nurses' anxiety and physical symptoms, and increase their professional turnover intentions. Pre-entry professional perceptions moderate the effects of work characteristics on professional commitment such that when participants hold positive pre-entry perceptions about the profession, the propensity to develop professional commitment is higher. There is a worldwide shortage of nurses. From a nurse training perspective, it is important to create realistic perceptions of the nursing role. In hospitals, providing a good work environment and resources conducive to their professional ethos is critical for ensuring nurses do not leave the profession early on in their careers. © 2017 Sigma Theta Tau International.

Business Ethics and Your Organisation.

ERIC Educational Resources Information Center

Drummond, John

1990-01-01

Good ethics are good business. Top management should be committed to a code of ethics based on a true participative process. The organization should be willing to commit resources for training to ensure proper implementation of the code. (SK)

Financing Early Childhood Initiatives: Making the Most of Proposition 10. Building Community Systems for Young Children.

ERIC Educational Resources Information Center

Hayes, Cheryl D.

How early childhood funds are channeled to communities significantly affects what supports and services are available, how they are provided, how well they are linked to other resources in the community, and who benefits from them. As pressure mounts for states and communities to strengthen their commitment to families with young children and meet…

Influences on Researchers' Commitment.

ERIC Educational Resources Information Center

Bailey, Jeffrey G.

1994-01-01

A study in a new university investigated the relative importance of six factors (job security/promotion, availability of research resources, contribution to university mission, personal stimulation/challenge, colleague relationship, and professional recognition/development) on research commitment and productivity. Discipline, rank, and gender were…

Political commitment to tuberculosis control in Ghana.

PubMed

Amo-Adjei, Joshua

2014-01-01

As part of expanding and sustaining tuberculosis (TB) control, the Stop TB Partnership of the World Health Organization initiative has called for strong political commitment to TB control, particularly in developing countries. Framing political commitment within the theoretical imperatives of the political economy of health, this study explores the existing and the expected dimensions of political commitment to TB control in Ghana. Semi-structured in-depth interviews were conducted with 29 purposively selected staff members of the Ghana Health Service and some political officeholders. In addition, the study analysed laws, policies and regulations relevant to TB control. Four dimensions of political commitment emerged from the interviews: provision of adequate resources (financial, human and infrastructural); political authorities' participation in advocacy for TB; laws and policies' promulgation and social protection interventions. Particularly in respect to financial resources, donors such as the Global Fund to Fight AIDS, Tuberculosis and Malaria presently give more than 60% of the working budget of the programme. The documentary review showed that laws, policies and regulations existed that were relevant to TB control, albeit they were not clearly linked.

COMMITMENT A Psychological Tie and Moral Value

DTIC Science & Technology

2017-04-01

groups of commitment53 When examining organizational commitment, these antecedents are found in “ psychological contracts.”54 These contracts are of...events 5. Dominance: The degree to which a soldier fails to take others’ suggestions and feelings into account when making decisions, does not listen...well-communicated, and fair work experiences, training, and human resource management policies. When people perceive that they are valued and

Challenges associated with tracking resources allocation for reproductive health in sub-Saharan African countries: the UNFPA/NIDI resource flows project experience.

PubMed

Sidze, Estelle M; Beekink, Erik; Maina, Beatrice W

2015-05-05

Universal access to reproductive health services entails strengthening health systems, but requires significant resource commitments as well as efficient and effective use of those resources. A number of international organizations and governments in developing countries are putting efforts into tracking the flow of health resources in order to inform resource mobilization and allocation, strategic planning, priority setting, advocacy and general policy making. The UNFPA/NIDI-led Resource Flows Project ("The UNFPA/NIDI RF Project") has conducted annual surveys since 1997 to monitor progress achieved by developing countries in implementing reproductive health financial targets. This commentary summarizes the Project experiences and challenges in gathering data on allocation of resources for reproductive health at the domestic level in sub-Saharan African countries. One key lesson learnt from the Project experience is the need for strengthening tracking mechanisms in sub-Saharan African countries and making information on reproductive health resources and expenditures available, in particular the private sector resources.

Concurrent negotiation and coordination for grid resource coallocation.

PubMed

Sim, Kwang Mong; Shi, Benyun

2010-06-01

Bolstering resource coallocation is essential for realizing the Grid vision, because computationally intensive applications often require multiple computing resources from different administrative domains. Given that resource providers and consumers may have different requirements, successfully obtaining commitments through concurrent negotiations with multiple resource providers to simultaneously access several resources is a very challenging task for consumers. The impetus of this paper is that it is one of the earliest works that consider a concurrent negotiation mechanism for Grid resource coallocation. The concurrent negotiation mechanism is designed for 1) managing (de)commitment of contracts through one-to-many negotiations and 2) coordination of multiple concurrent one-to-many negotiations between a consumer and multiple resource providers. The novel contributions of this paper are devising 1) a utility-oriented coordination (UOC) strategy, 2) three classes of commitment management strategies (CMSs) for concurrent negotiation, and 3) the negotiation protocols of consumers and providers. Implementing these ideas in a testbed, three series of experiments were carried out in a variety of settings to compare the following: 1) the CMSs in this paper with the work of others in a single one-to-many negotiation environment for one resource where decommitment is allowed for both provider and consumer agents; 2) the performance of the three classes of CMSs in different resource market types; and 3) the UOC strategy with the work of others [e.g., the patient coordination strategy (PCS )] for coordinating multiple concurrent negotiations. Empirical results show the following: 1) the UOC strategy achieved higher utility, faster negotiation speed, and higher success rates than PCS for different resource market types; and 2) the CMS in this paper achieved higher final utility than the CMS in other works. Additionally, the properties of the three classes of CMSs in different kinds of resource markets are also verified.

Making the purchase decision: factors other than price.

PubMed

Lyons, D M

1992-05-01

Taking price out of the limelight and concentrating on customer relations, mutual respect, and build-in/buy-in; involving the user; developing communication and evaluation processes; and being process oriented to attain the results needed require commitment on the part of administration and materiel management. There must be a commitment of time to develop the process, commitment of resources to work through the process, and a commitment of support to enhance the process. With those three parameters in place, price will no longer be the only factor in the purchasing decision.

Producing a Comprehensive Academic Advising Handbook.

ERIC Educational Resources Information Center

Ford, Jerry; Ford, Sheila Stoma

A comprehensive academic advising handbook that is attractive, useful, versatile, and inexpensive is the cornerstone of a well-developed and implemented academic advising program. Seven steps have proven effective in handbook development: (1) making the commitment--appropriate campus administrators must commit the human and financial resources to…

Human resources management and firm performance: The differential role of managerial affective and continuance commitment.

PubMed

Gong, Yaping; Law, Kenneth S; Chang, Song; Xin, Katherine R

2009-01-01

In this study, the authors developed a dual-concern (i.e., maintenance and performance) model of human resources (HR) management. The authors identified commonly examined HR practices that apply to the middle manager level and classified them into the maintenance- and performance-oriented HR subsystems. The authors found support for the 2-factor model on the basis of responses from 2,148 managers from 463 firms operating in China. Regression results indicate that the performance-oriented HR subsystems had a positive relationship with firm performance and that the relationship was mediated by middle managers' affective commitment to the firm. The maintenance-oriented HR subsystems had a positive relationship with middle managers' continuance commitment but not with their affective commitment and firm performance. This study contributes to the understanding of how HR practices relate to firm performance and offers an improved test of the argument that valuable and firm-specific HR provide a source of competitive advantage. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Attitudes of clinical faculty about career progress, career success and recognition, and commitment to academic medicine. Results of a survey.

PubMed

Buckley, L M; Sanders, K; Shih, M; Hampton, C L

2000-09-25

To assess attitudes about career progress, resources for career development, and commitment to academic medicine in physician faculty at an academic medical center who spend more than 50% of their time in clinical care. Faculty survey. Academic medical center and associated Veterans Affairs medical center. A total of 310 physician faculty responded to the survey. Half of the faculty reported spending 50% or less of their time in clinical care (mean, 31% of time) (group 1) and half reported spending more than 50% of their time in clinical care (mean, 72% of time) (group 2). Group 2 faculty had one third of the time for scholarly activities, reported slower career progress, and were less likely to be at the rank of professor (40% and 16% for groups 1 and 2, respectively; P<.001) or to be tenured (52% and 26%, respectively; P<.001) despite similar age and years on faculty. Group 2 faculty were 50% more likely to report that tenure and promotion criteria were not reviewed at their annual progress report (P =.003) and that they did not understand the criteria (P<.001). Group 2 faculty valued excellence in patient care over scholarship and national visibility. Group 2 faculty reported greater dissatisfaction with academic medicine and less commitment to a career in academic medicine. Physician faculty who spend more than 50% of their time in clinical care have less time, mentoring, and resources needed for development of an academic career. These obstacles plus differences in their attitudes about career success and recognition contribute to significant differences in promotion. These factors are associated with greater dissatisfaction with academic medicine and lower commitment to academic careers.

Costs of induced defenses for the invasive plant houndstongue (Cynoglossum officinale L.) and the potential importance for weed biocontrol

Treesearch

Justin B. Runyon; Jennifer L. Birdsall

2016-01-01

Inducible plant defenses - those produced in response to herbivore feeding - are thought to have evolved as a cost-saving tactic that allows plants to enact defenses only when needed. The costs of defense can be significant, and loss of plant fitness due to commitment of resources to induced defenses could affect plant populations and play a role in...

Signal transduction in the carnivorous plant Sarracenia purpurea. Regulation of secretory hydrolase expression during development and in response to resources.

PubMed Central

Gallie, D R; Chang, S C

1997-01-01

Carnivory in plants has developed as an evolutionary adaptation to nutrient-poor environments. A significant investment of the resources of a carnivorous plant is committed to producing the traps, attractants, and digestive enzymes needed for the carnivory. The cost:benefit ratio of carnivory can be improved by either maximizing the prey capture rate or by reducing the metabolic commitment toward carnivory. Using the pitcher plant Sarracenia purpurea, we have investigated whether the expression of the hydrolytic enzymes needed for digestion is regulated in response to the presence of prey. Expression of protease, RNase, nuclease, and phosphatase activities could be induced in the fluid of nonactive traps by the addition of nucleic acids, protein, or reduced nitrogen, suggesting that hydrolase expression is induced upon perception of the appropriate chemical signal. Hydrolase expression was also developmentally controlled since expression commenced upon opening of a trap, increased for several days, and in the absence of prey largely ceased within 2 weeks. Nevertheless, the traps remained competent to induce expression in response to the appropriate signals. These data suggest that in young traps hydrolase expression is developmentally regulated, which is later replaced by a signal transduction mechanism, and they demonstrate the ability of a carnivorous species to respond to the availability of resources. PMID:9414556

Signal transduction in the carnivorous plant Sarracenia purpurea. Regulation of secretory hydrolase expression during development and in response to resources.

PubMed

Gallie, D R; Chang, S C

1997-12-01

Carnivory in plants has developed as an evolutionary adaptation to nutrient-poor environments. A significant investment of the resources of a carnivorous plant is committed to producing the traps, attractants, and digestive enzymes needed for the carnivory. The cost:benefit ratio of carnivory can be improved by either maximizing the prey capture rate or by reducing the metabolic commitment toward carnivory. Using the pitcher plant Sarracenia purpurea, we have investigated whether the expression of the hydrolytic enzymes needed for digestion is regulated in response to the presence of prey. Expression of protease, RNase, nuclease, and phosphatase activities could be induced in the fluid of nonactive traps by the addition of nucleic acids, protein, or reduced nitrogen, suggesting that hydrolase expression is induced upon perception of the appropriate chemical signal. Hydrolase expression was also developmentally controlled since expression commenced upon opening of a trap, increased for several days, and in the absence of prey largely ceased within 2 weeks. Nevertheless, the traps remained competent to induce expression in response to the appropriate signals. These data suggest that in young traps hydrolase expression is developmentally regulated, which is later replaced by a signal transduction mechanism, and they demonstrate the ability of a carnivorous species to respond to the availability of resources.

Social, economic, and political factors in progress towards improving child survival in developing nations.

PubMed

Lykens, Kristine; Singh, Karan P; Ndukwe, Elewichi; Bae, Sejong

2009-01-01

Child mortality is a persistent health problem faced by developing nations. In 2000 the United Nations (UN) established a set of high priority goals to address global problems of poverty and health, the Millennium Development Goals, which address extreme poverty, hunger, primary education, child mortality, maternal health, infectious diseases, environmental sustainability, and partnerships for development. Goal 4 aims to reduce by two thirds, between 2000 and 2015, the under-five mortality rate in developing countries. In sub-Saharan Africa from 2000 to 2006 these rates have only been reduced from 167 per 1,000 live births to 157, and 27 nations in this region have made no progress towards the goal. A country-specific database was developed from the UN Millennium Development Goal tracking project and other international sources which include age distribution, under-nutrition, per capita income, government expenditures on health, external resources for health, civil liberties, and political rights. A multiple regression analysis examined the extent to which these factors explain the variance in child mortality rates in developing countries. Nutrition, external resources, and per capita income were shown to be significant factors in child survivability. Policy options include developed countries' renewed commitment of resources, and developing nations' commitments towards governance, development, equity, and transparency.

Commitment to Teach in Under-Resourced Schools: Prospective Science and Mathematics Teachers' Dispositions

NASA Astrophysics Data System (ADS)

Ganchorre, Athena R.; Tomanek, Debra

2012-02-01

In this exploratory study, we sought to gain an understanding of what motivates prospective teachers who are Noyce Scholars at a research-intensive southeastern US university to commit to teaching secondary level science or mathematics in school districts that have a high proportion of students who come from low-socioeconomic households. An interpretive methodology revealed three themes associated with Noyce Scholars' motivations to teach (1) awareness of educational challenges, (2) sense of belonging to or comfort with diverse communities, and (3) belief that one can serve as a role model and resource. The paper describes and compares the significance of each theme among six prospective teachers who identify with the schooling experiences of students who came from low-income or poor households and nine prospective teachers who identify with the schooling experiences in a middle-income school or district. The implication of this study supports the importance of recruiting prospective science and mathematics teachers who have knowledge of and a disposition to work with learners from low-income or poor households, even if those prospective teachers are not themselves the members of under-served populations.

Creating Time for Equity Together

ERIC Educational Resources Information Center

Renée, Michelle

2015-01-01

Iin urban communities across the nation, a broad range of partners have committed to reinventing educational time together to ensure equitable access to rich learning opportunities for all young people. Across the nation, education partners are using their creativity, commitment, and unique resources to create new school and system designs that…

43 CFR 11.84 - Damage determination phase-implementation guidance.

Code of Federal Regulations, 2010 CFR

2010-10-01

... should determine the uses made of the resource services identified in the Quantification phase. (2) Only committed uses, as that phrase is used in this part, of the resource or services over the recovery period... resource services have mutually exclusive uses, the highest-and-best use of the injured resource or...

Green Power Partner Resources

EPA Pesticide Factsheets

EPA Green Power Partners can access tools and resources to help promote their green power commitments. Partners use these tools to communicate the benefits of their green power use to their customers, stakeholders, and the general public.

Palliative care, public health and justice: setting priorities in resource poor countries.

PubMed

Blinderman, Craig

2009-12-01

Many countries have not considered palliative care a public health problem. With limited resources, disease-oriented therapies and prevention measures take priority. In this paper, I intend to describe the moral framework for considering palliative care as a public health priority in resource-poor countries. A distributive theory of justice for health care should consider integrative palliative care as morally required as it contributes to improving normal functioning and preserving opportunities for the individual. For patients requiring terminal care, we are guided less by principles of justice and more by the duty to relieve suffering and society's commitment to protecting the professional's obligation to uphold principles of beneficence, compassion and non-abandonment. A fair deliberation process is necessary to allow these strong moral commitments to serve as reasons when setting priorities in resource poor countries.

Tools and approaches to operationalize the commitment to equity, gender and human rights: towards leaving no one behind in the Sustainable Development Goals.

PubMed

Zamora, Gerardo; Koller, Theadora Swift; Thomas, Rebekah; Manandhar, Mary; Lustigova, Eva; Diop, Adama; Magar, Veronica

2018-01-01

The objective of this article is to present specific resources developed by the World Health Organization on equity, gender and human rights in order to support Member States in operationalizing their commitment to leave no one behind in the health Sustainable Development Goals (SDGs), and other health-related goals and targets. The resources cover: (i) health inequality monitoring; (ii) barrier analysis using mixed methods; (iii) human rights monitoring; (iv) leaving no one behind in national and subnational health sector planning; and (v) equity, gender and human rights in national health programme reviews. Examples of the application of the tools in a range of country contexts are provided for each resource.

Awaking the Public Sector with Strategic Corporate Philanthropy: Revitalizing the Public Servant's Organizational Knowledge, Innovative Capability, and Commitment

ERIC Educational Resources Information Center

Jackson, Janese Marie

2011-01-01

Given the perils of today's dynamic and resource-constrained environment, intellectual capital has become a source of competitive advantage for public sector organizations. Composed of three elements--organizational knowledge, innovative capability, and organizational commitment--intellectual capital is an asset that cannot simply be bought or…

18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

Code of Federal Regulations, 2011 CFR

2011-04-01

... Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER... substantial monetary resources (as that term is defined in § 292.202(r)) to the development of the project. (b... monetary resources will be presumed if the applicant held a preliminary permit for the project and had...

18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

Code of Federal Regulations, 2013 CFR

2013-04-01

... Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER... substantial monetary resources (as that term is defined in § 292.202(r)) to the development of the project. (b... monetary resources will be presumed if the applicant held a preliminary permit for the project and had...

18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

Code of Federal Regulations, 2014 CFR

2014-04-01

... Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER... substantial monetary resources (as that term is defined in § 292.202(r)) to the development of the project. (b... monetary resources will be presumed if the applicant held a preliminary permit for the project and had...

18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER... substantial monetary resources (as that term is defined in § 292.202(r)) to the development of the project. (b... monetary resources will be presumed if the applicant held a preliminary permit for the project and had...

18 CFR 292.210 - Petition alleging commitment of substantial monetary resources before October 16, 1986.

Code of Federal Regulations, 2012 CFR

2012-04-01

... Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER... substantial monetary resources (as that term is defined in § 292.202(r)) to the development of the project. (b... monetary resources will be presumed if the applicant held a preliminary permit for the project and had...

The influence of incident management teams on the deployment of wildfire suppression resources

Treesearch

Michael Hand; Hari Katuwal; David E. Calkin; Matthew P. Thompson

2017-01-01

Despite large commitments of personnel and equipment to wildfire suppression, relatively little is known about the factors that affect how many resources are ordered and assigned to wildfire incidents and the variation in resources across incident management teams (IMTs). Using detailed data on suppression resource assignments for IMTs managing the highest complexity...

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

The Library Services Alliance is a unique multi-type library consortium committed to resource sharing. As a voluntary association of university and governmental laboratory libraries supporting scientific research, the Alliance has become a leader in New Mexico in using cooperative ventures to cost-effectively expand resources supporting their scientific and technical communities. During 1994, the alliance continued to expand on their strategic planning foundation to enhance access to research information for the scientific and technical communities. Significant progress was made in facilitating easy access to the on-line catalogs of member libraries via connections through the Internet. Access to Alliance resources is nowmore » available via the World Wide Web and Gopher, as well as links to other databases and electronic information. This report highlights the accomplishments of the Alliance during calendar year 1994.« less

AGU Pathfinder: Career and Professional Development Resources for Earth and Space Scientists

NASA Astrophysics Data System (ADS)

Harwell, D. E.; Asher, P. M.; Hankin, E. R.; Janick, N. G.; Marasco, L.

2017-12-01

The American Geophysical Union (AGU) is committed to inspiring and educating present and future generations of diverse, innovative, and creative Earth and space scientists. To meet our commitment, AGU provides career and educational resources, webinars, mentoring, and support for students and professionals at each level of development to reduce barriers to achievement and to promote professional advancement. AGU is also working with other organizations and educational institutions to collaborate on projects benefiting the greater geoscience community. The presentation will include an overview of current Pathfinder efforts, collaborative efforts, and an appeal for additional partnerships.

The organizational commitment of emergency physicians in Spanish public hospitals

PubMed

Noval de la Torre, A; Bulchand Gidumal, J; Melián González, S

2016-12-30

Background. There are not too many studies that deal with the organizational commitment of emergency physicians. This commitment has been shown to impact organizational performance. The aim of this paper is to analyse the degree of commitment of the emergency physicians in Spanish public hospitals and the factors that may influence it. Method. Online survey using SurveyMonkey to emergency physicians in Spanish public hospitals. Results. Two hundred and five questionnaires were received, 162 from physicians and 43 from heads of the emergency service. Results show an intermediate level of commitment, with affective commitment showing the lowest level and continuance commitment showing the highest level. The capabilities of the physician have an influence on their affective commitment; specific training in emergency procedures and seniority has an influence on their continuance commitment; and the opinion they hold about the organization of their service influences affective commitment. Conclusions. Emergency physicians show an average involvement in the hospital in which they work (average 3.8 on a range of 1 to 5), feel an average affection for it (3.4), and have a high intention to keep working there (4.0). The resources the hospital has due to its level do not have an influence on this commitment, while the training and perceptions of the service do have an influence.

44 CFR 352.25 - Limitation on committing Federal facilities and resources for emergency preparedness.

Code of Federal Regulations, 2013 CFR

2013-10-01

... licensee offsite emergency response plan only to the extent necessary to compensate for the... response plan. ... Federal facilities and resources for emergency preparedness. 352.25 Section 352.25 Emergency Management...

44 CFR 352.25 - Limitation on committing Federal facilities and resources for emergency preparedness.

Code of Federal Regulations, 2014 CFR

2014-10-01

... licensee offsite emergency response plan only to the extent necessary to compensate for the... response plan. ... Federal facilities and resources for emergency preparedness. 352.25 Section 352.25 Emergency Management...

44 CFR 352.25 - Limitation on committing Federal facilities and resources for emergency preparedness.

Code of Federal Regulations, 2012 CFR

2012-10-01

... licensee offsite emergency response plan only to the extent necessary to compensate for the... response plan. ... Federal facilities and resources for emergency preparedness. 352.25 Section 352.25 Emergency Management...

Rankings & Estimates: Rankings of the States 2010 and Estimates of School Statistics 2011

ERIC Educational Resources Information Center

National Education Association Research Department, 2010

2010-01-01

The data presented in this combined report--"Rankings & Estimates"--provide facts about the extent to which local, state, and national governments commit resources to public education. As one might expect in a nation as diverse as the United States--with respect to economics, geography, and politics--the level of commitment to…

Rankings & Estimates: Rankings of the States 2015 and Estimates of School Statistics 2016

ERIC Educational Resources Information Center

National Education Association, 2016

2016-01-01

The data presented in this combined report--"Rankings & Estimates"--provide facts about the extent to which local, state, and national governments commit resources to public education. As one might expect in a nation as diverse as the United States--with respect to economics, geography, and politics--the level of commitment to…

Individual's Patterns of Commitment, Resilience and Subjective Well-Being of Prospective Physical Education Teachers

ERIC Educational Resources Information Center

Fischer, Britta; Bisterfeld, Miriam; Staab, Oliver

2018-01-01

To a greater or lesser extent, specific combinations of commitment, resilience and subjective well-being represent favorable individual resources in order to cope with professional demands. Prior studies have identified different patterns of these behaviors and experiences. The present study deals with the question whether these patterns are also…

Second-Class Citizen? Contract Workers' Perceived Status, Dual Commitment and Intent to Quit

ERIC Educational Resources Information Center

Boswell, Wendy R.; Watkins, Maria Baskerville; Triana, Maria del Carmen; Zardkoohi, Asghar; Ren, Run; Umphress, Elizabeth E.

2012-01-01

Outsourcing of jobs to contract workers who work alongside a client's employees has changed the human resource landscape of many organizations. In this study we examine how a contract worker's perceived employment status similarity to the client's own standard employees influences his/her affective commitment to both the client and the employer…

Maternal mortality in developing countries: challenges in scaling-up priority interventions.

PubMed

Prata, Ndola; Passano, Paige; Sreenivas, Amita; Gerdts, Caitlin Elisabeth

2010-03-01

Although maternal mortality is a significant global health issue, achievements in mortality decline to date have been inadequate. A review of the interventions targeted at maternal mortality reduction demonstrates that most developing countries face tremendous challenges in the implementation of these interventions, including the availability of unreliable data and the shortage in human and financial resources, as well as limited political commitment. Examples from developing countries, such as Sri Lanka, Malaysia and Honduras, demonstrate that maternal mortality will decline when appropriate strategies are in place. Such achievable strategies need to include redoubled commitments on the part of local, national and global political bodies, concrete investments in high-yield and cost-effective interventions and the delegation of some clinical tasks from higher-level healthcare providers to mid- or lower-level healthcare providers, as well as improved health-management information systems.

Analysis, Design, and Prototyping Of Accounting Software for Navy Signal Intelligence Collection Systems Return On Investment Reporting

DTIC Science & Technology

2010-09-01

The MasterNet project continued to expand in software and hardware complexity until its failure ( Szilagyi , n.d.). Despite all of the issues...were used for MasterNet ( Szilagyi , n.d.). Although executive management committed significant financial resources to MasterNet, Bank of America...implementation failure as well as project- management failure as a whole ( Szilagyi , n.d.). The lesson learned from this vignette is the importance of setting

Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting.

PubMed

Kebriaei, A; Rakhshaninejad, M; Mohseni, M

2014-12-01

People within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer's scale and Meyer and Allen's questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees' empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

PubMed

Yang, Feng-Hua; Chang, Chen-Chieh

2008-06-01

According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

Cognitive linguistics.

PubMed

Evans, Vyvyan

2012-03-01

Cognitive linguistics is one of the fastest growing and influential perspectives on the nature of language, the mind, and their relationship with sociophysical (embodied) experience. It is a broad theoretical and methodological enterprise, rather than a single, closely articulated theory. Its primary commitments are outlined. These are the Cognitive Commitment-a commitment to providing a characterization of language that accords with what is known about the mind and brain from other disciplines-and the Generalization Commitment-which represents a dedication to characterizing general principles that apply to all aspects of human language. The article also outlines the assumptions and worldview which arises from these commitments, as represented in the work of leading cognitive linguists. WIREs Cogn Sci 2012, 3:129-141. doi: 10.1002/wcs.1163 For further resources related to this article, please visit the WIREs website. Copyright © 2012 John Wiley & Sons, Inc.

The Moderating Role of Power Distance on the Relationship between Employee Participation and Outcome Variables.

PubMed

Rafiei, Sima; Pourreza, Abolghasem

2013-06-01

Many organisations have realised the importance of human resource for their competitive advantage. Empowering employees is therefore essential for organisational effectiveness. This study aimed to investigate the relationship between employee participation with outcome variables such as organisational commitment, job satisfaction, perception of justice in an organisation and readiness to accept job responsibilities. It further examined the impact of power distance on the relationship between participation and four outcome variables. This was a cross sectional study with a descriptive research design conducted among employees and managers of hospitals affiliated with Tehran University of Medical Sciences, Tehran, Iran. A questionnaire as a main procedure to gather data was developed, distributed and collected. Descriptive statistics, Pearson correlation coefficient and moderated multiple regression were used to analyse the study data. Findings of the study showed that the level of power distance perceived by employees had a significant relationship with employee participation, organisational commitment, job satisfaction, perception of justice and readiness to accept job responsibilities. There was also a significant relationship between employee participation and four outcome variables. The moderated multiple regression results supported the hypothesis that power distance had a significant effect on the relationship between employee participation and four outcome variables. Organisations in which employee empowerment is practiced through diverse means such as participating them in decision making related to their field of work, appear to have more committed and satisfied employees with positive perception toward justice in the organisational interactions and readiness to accept job responsibilities.

Avoiding Depletion in Virtual Work: Telework and the Intervening Impact of Work Exhaustion on Commitment and Turnover Intentions

ERIC Educational Resources Information Center

Golden, Timothy D.

2006-01-01

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework's impact is the result of resource…

Environmental scan and evaluation of best practices for online systematic review resources.

PubMed

Parker, Robin M N; Boulos, Leah M; Visintini, Sarah; Ritchie, Krista; Hayden, Jill

2018-04-01

Online training for systematic review methodology is an attractive option due to flexibility and limited availability of in-person instruction. Librarians often direct new reviewers to these online resources, so they should be knowledgeable about the variety of available resources. The objective for this project was to conduct an environmental scan of online systematic review training resources and evaluate those identified resources. The authors systematically searched for electronic learning resources pertaining to systematic review methods. After screening for inclusion, we collected data about characteristics of training resources and assigned scores in the domains of (1) content, (2) design, (3) interactivity, and (4) usability by applying a previously published evaluation rubric for online instruction modules. We described the characteristics and scores for each training resource and compared performance across the domains. Twenty training resources were evaluated. Average overall score of online instructional resources was 61%. Online courses (n=7) averaged 73%, web modules (n=5) 64%, and videos (n=8) 48%. The top 5 highest scoring resources were in course or web module format, featured high interactivity, and required a longer (>5hrs) time commitment from users. This study revealed that resources include appropriate content but are less likely to adhere to principles of online training design and interactivity. Awareness of these resources will allow librarians to make informed recommendations for training based on patrons' needs. Future online systematic review training resources should use established best practices for e-learning to provide high-quality resources, regardless of format or user time commitment.

Department of Education Management Commitment Needed To Improve Information Resources Management. Report to the Secretary of Education.

ERIC Educational Resources Information Center

General Accounting Office, Washington, DC. Information Management and Technology Div.

This study, which was conducted to determine how effectively the U.S. Department of Education plans for and manages its information resources in supporting its mission and administering its programs, focused on the Department's strategic information resources management (IRM) planning process. Meetings were held with program officials to ascertain…

Commitment to nursing: results of a qualitative interview study.

PubMed

Gould, Dinah; Fontenla, Marina

2006-04-01

The aims of the study were to explore opportunities to undergo continuing professional education, family friendly policy and holding an innovative or traditional post on nurses' job satisfaction and professional and organizational commitment. Qualified nurses have become a scare resource in the National Health Service. Managers need to be aware of the work-related factors most likely to secure nurses' professional and organizational commitment which will contribute to the retention. Commitment is thought to be increased if opportunities for continuing professional education are good. Family friendly policy is also important. Less is known about the relationship between type of nursing work and commitment. An in-depth, exploratory approach to data collection were taken, employing an interview guide with open-ended questions. Data were collected with 27 nurses in clinical grades in two contrasting trusts. Family friendly policies emerged as most important in securing nursing commitment. Those in innovative posts whose work entailed social hours and greater professional autonomy also displayed greater levels of job satisfaction. Opportunities for continuing professional education had less influence on professional and organizational commitment. Providing flexible or social working hours appears to be more influential than providing opportunities for continuing professional education in securing nursing commitment in this exploratory study.

Perceived organisational support, organisational commitment and self-competence among nurses: a study in two Italian hospitals.

PubMed

Battistelli, Adalgisa; Galletta, Maura; Vandenberghe, Christian; Odoardi, Carlo

2016-01-01

This study examined the contributions of perceived organisational support (POS) and organisational commitment (i.e. affective, continuance and normative) to self-competence among nurses. In high-POS environments, workers benefit from socio-emotional resources to improve their skills, while positive forms of commitment (e.g. affective commitment) create a fertile context for developing one's competencies. A cross-sectional study was conducted among the nursing staff of two Italian urban hospitals (hospital A, n = 160; hospital B, n = 192). A structured questionnaire was administered individually to the nurses. Data analysis was conducted through multi-group analysis and supplemented by a bootstrapping approach. The results showed that POS was positively related to self-competence through affective commitment. In contrast, continuance and normative commitment did not mediate this relationship. This study shows that supporting employees through caring about their well-being as well as fostering positive forms of organisational commitment increases nurses' self-competence. Nurse managers may increase support perceptions and commitment among their staff by rewarding their contributions and caring about their well-being, as well as concentrating on training strategies that improve work-related skills. © 2015 John Wiley & Sons Ltd.

Interpersonal interactions, job demands and work-related outcomes in pharmacy.

PubMed

Gaither, Caroline A; Nadkarni, Anagha

2012-04-01

Objectives  The objective of this study was to examine the interaction between job demands of pharmacists and resources in the form of interpersonal interactions and its association with work-related outcomes such as organizational and professional commitment, job burnout, professional identity and job satisfaction. The job demands-resources (JD-R) model served as the theoretical framework. Methods  Subjects for the study were drawn from the Pharmacy Manpower Project Database (n = 1874). A 14-page mail-in survey measured hospital pharmacists' responses on the frequency of occurrence of various job-related scenarios as well as work-related outcomes. The study design was a 2 × 2 factorial design. Responses were collected on a Likert scale. Descriptive statistics, reliability analyses and correlational and multiple regression analyses were conducted using SPSS version 17 (SPSS, Chicago, IL, USA). Key findings  The 566 pharmacists (30% response rate) who responded to the survey indicated that high-demand/pleasant encounters and low-demand/pleasant encounters occurred more frequently in the workplace. The strongest correlations were found between high-demand/unpleasant encounters and frequency and intensity of emotional exhaustion. Multiple regression analyses indicated that when controlling for demographic factors high-demand/unpleasant encounters were negatively related to affective organizational commitment and positively related to frequency and intensity of emotional exhaustion. Low-demand/pleasant encounters were positively related to frequency and intensity of personal accomplishment. Low-demand/unpleasant encounters were significantly and negatively related to professional commitment, job satisfaction and frequency and intensity of emotional exhaustion, while high-demand/pleasant encounters were also related to frequency and intensity of emotional exhaustion Conclusion  Support was found for the JD-R model and the proposed interaction effects. Study results suggest that adequate attention must be paid to the interplay between demands on the job and interactions with healthcare professionals to improve the quality of the pharmacist's work life. Future research should examine other types of job demands and resources. © 2011 The Authors. IJPP © 2011 Royal Pharmaceutical Society.

Predicting the level of job satisfaction based on hardiness and its components among nurses with tension headache.

PubMed

Mahdavi, A; Nikmanesh, E; AghaeI, M; Kamran, F; Zahra Tavakoli, Z; Khaki Seddigh, F

2015-01-01

Nurses are the most significant part of human resources in a sanitary and health system. Job satisfaction results in the enhancement of organizational productivity, employee commitment to the organization and ensuring his/ her physical and mental health. The present research was conducted with the aim of predicting the level of job satisfaction based on hardiness and its components among the nurses with tension headache. The research method was correlational. The population consisted of all the nurses with tension headache who referred to the relevant specialists in Tehran. The sample size consisted of 50 individuals who were chosen by using the convenience sampling method and were measured and investigated by using the research tools of "Job Satisfaction Test" of Davis, Lofkvist and Weiss and "Personal Views Survey" of Kobasa. The data analysis was carried out by using the Pearson Correlation Coefficient and the Regression Analysis. The research findings demonstrated that the correlation coefficient obtained for "hardiness", "job satisfaction" was 0.506, and this coefficient was significant at the 0.01 level. Moreover, it was specified that the sense of commitment and challenge were stronger predictors for job satisfaction of nurses with tension headache among the components of hardiness, and, about 16% of the variance of "job satisfaction" could be explained by the two components (sense of commitment and challenge).

Athletic trainers' barriers to maintaining professional commitment in the collegiate setting.

PubMed

Mazerolle, Stephanie M; Eason, Christianne M; Pitney, William A

2015-05-01

Professional commitment simply describes one's obligation to his or her work. For athletic trainers (ATs), the demanding work environment and job expectations may affect their characterization of professional commitment. Our breadth of knowledge regarding professional commitment within athletic training is narrow. To evaluate the professional commitment of ATs in the collegiate setting. Qualitative study. Collegiate. Thirty-three Board of Certification-certified ATs employed in the collegiate setting (National Collegiate Athletic Association Division I = 11, Division II = 9, Division III = 13) with an average of 10 ± 8 years of clinical experience volunteered. Data saturation guided the total number of participants. Online journaling via QuestionPro was completed by all participants. Multiple-analyst triangulation and peer review were conducted for data credibility. Analysis followed a general inductive method. Four themes speak to the factors that negatively affect ATs' professional enthusiasm and commitment: (1) life stage, (2) work overload, (3) organizational climate, and (4) human resources. The latter 3 speak to the effect the workplace can have on ATs' professional commitment, and the first speaks to the effect outside responsibilities can have. Our results suggest that several of the factors that negatively influence the professional commitment of collegiate ATs are modifiable organizational components. Developing resiliency strategies at the individual and organizational levels may help to facilitate improved professional commitment for the AT.

The Impact of the GE Foundation "Developing Futures"™ in Education Program on Mathematics Performance Trends in Four Districts. Research Report # RR-74

ERIC Educational Resources Information Center

Sirinides, Philip; Supovitz, Jonathan; Tognatta, Namrata; May, Henry

2013-01-01

Beginning in 2005, the GE Foundation initiated a commitment of expertise and financial resources to a set of urban school districts to improve public education and enhance student achievement in mathematics and science. This report analyzes the impacts of the GE Foundation commitment to the partner districts by examining trends in student…

44 CFR 352.25 - Limitation on committing Federal facilities and resources for emergency preparedness.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Federal facilities and resources for emergency preparedness. 352.25 Section 352.25 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY PREPAREDNESS COMMERCIAL NUCLEAR POWER PLANTS: EMERGENCY PREPAREDNESS PLANNING Federal Participation § 352.25 Limitation on...

Challenges for Social Control in Wireless Mobile Grids

NASA Astrophysics Data System (ADS)

Balke, Tina; Eymann, Torsten

The evolution of mobile phones has lead to new wireless mobile grids that lack a central controlling instance and require the cooperation of autonomous entities that can voluntarily commit resources, forming a common pool which can be used in order to achieve common and/or individual goals. The social dilemma in such systems is that it is advantageous for rational users to access the common pool resources without any own commitment, since every commitment has its price (see ? for example). However, if a substantial number of users would follow this selfish strategy, the network itself would be at stake. Thus, the question arises on how cooperation can be fostered in wireless mobile grids. Whereas many papers have dealt with this question from a technical point of view, instead this paper will concentrate on a concept that has lately been discussed a lot with this regard: social control. Thereby social control concepts will be contrasted to technical approaches and resulting challenges (as well as possible solutions to these challenges) for social concepts will be discussed.

Evaluating NTU's OpenCourseWare Project with Google Analytics: User Characteristics, Course Preferences, and Usage Patterns

ERIC Educational Resources Information Center

Sheu, Feng-Ru; Shih, Meilun

2017-01-01

As freely adoptable digital resources, OpenCourseWare (OCW) have become a prominent form of Open Educational Resources (OER). More than 275 institutions in the worldwide OCW consortium have committed to creating free access open course materials. Despite the resources and efforts to create OCW worldwide, little understanding of its use exists.…

Resource needs of an occupational health service to accommodate a hepatitis B vaccination programme.

PubMed

Jachuck, S J; Jones, C; Nicholls, A; Bartlett, M

1990-01-01

The administrative, organizational and clinical commitment of an occupational health department to implement the DHSS recommendation for a hepatitis B vaccination programme for the health care workers in a District General Hospital was reviewed to evaluate the resource implications needed to accommodate the additional workload. The deficiencies observed in the existing DHSS guidance in implementing the plan are described. It is suggested that the Department of Health, while making future recommendations for vaccination, should be more precise in identifying those at risk, in describing the desired titre to be achieved after vaccination, and in describing the follow-up plan for those who accept the vaccination, those who refuse and those who do not seroconvert. The recommendation should describe the commitment of the Health Authorities and must include recommendations for appropriate and adequate resources to support such a programme. Vaccination for 1000 employees at risk required 4000 additional consultations necessitating 16 additional hours of occupational health commitment per week. Eighteen months after initiating the vaccination programme, 677 employees had accepted the vaccine. After receiving 3 vaccines 508 (75 per cent) recipients had protective seroconversion (anti-Hbs greater than 100 I.U.) and a further 61 (9 per cent) converted after the 4th injection, thereby offering protective immunity to 84 per cent of the recipients. During the period 84 (12.4 per cent) were lost to follow-up. Recommendations have been made to accommodate the additional commitment through the vaccination programme to standardize our care and prevent disruption of the existing service.

Beyond Strategic Planning: Tailoring District Resources to Needs.

ERIC Educational Resources Information Center

Bollin, Thomas D.; Eadie, Douglas C.

1991-01-01

The strategic management process tries to create and maintain a dynamic balance between an organization's vision, mission, goals, strategies, and resources and its external environment. One Ohio school district's strategic management process succeeded resulting from a highly committed school board, a strong board-superintendent partnership, active…

Environmental scan and evaluation of best practices for online systematic review resources

PubMed Central

Parker, Robin M. N.; Boulos, Leah M.; Visintini, Sarah; Ritchie, Krista; Hayden, Jill

2018-01-01

Objective Online training for systematic review methodology is an attractive option due to flexibility and limited availability of in-person instruction. Librarians often direct new reviewers to these online resources, so they should be knowledgeable about the variety of available resources. The objective for this project was to conduct an environmental scan of online systematic review training resources and evaluate those identified resources. Methods The authors systematically searched for electronic learning resources pertaining to systematic review methods. After screening for inclusion, we collected data about characteristics of training resources and assigned scores in the domains of (1) content, (2) design, (3) interactivity, and (4) usability by applying a previously published evaluation rubric for online instruction modules. We described the characteristics and scores for each training resource and compared performance across the domains. Results Twenty training resources were evaluated. Average overall score of online instructional resources was 61%. Online courses (n=7) averaged 73%, web modules (n=5) 64%, and videos (n=8) 48%. The top 5 highest scoring resources were in course or web module format, featured high interactivity, and required a longer (>5hrs) time commitment from users. Conclusion This study revealed that resources include appropriate content but are less likely to adhere to principles of online training design and interactivity. Awareness of these resources will allow librarians to make informed recommendations for training based on patrons’ needs. Future online systematic review training resources should use established best practices for e-learning to provide high-quality resources, regardless of format or user time commitment. PMID:29632443

Workplace Commitment: A Conceptual Model Developed from Integrative Review of the Research

ERIC Educational Resources Information Center

Fornes, Sandra L.; Rocco, Tonette S.; Wollard, Karen K.

2008-01-01

This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the…

Doctor-patient relationships (DPR) in China.

PubMed

Ma, Shaozhuang; Xu, Xuehu; Trigo, Virginia; Ramalho, Nelson J C

2017-03-20

Purpose The purpose of this paper is twofold: first, to develop and test theory on how commitment human resource (HR) practices affect hospital professionals' job satisfaction that motivates them to generate desirable patient care and subsequently improve doctor-patient relationships (DPR) and second, to examine how commitment HR practices influence hospital managers and clinicians in different ways. Design/methodology/approach Using a cross-sectional survey, the authors collected data from 508 clinicians and hospital managers from 33 tertiary public hospitals in China. Structural equation model was employed to test the relationships of the variables in the study. Findings Commitment HR practices positively affect the job satisfaction of the healthcare professionals surveyed and a positive relationship is perceived between job satisfaction and DPR. Overall, the model shows a reversal on the strongest path linking job satisfaction and DPR whereby managers' main association operates through extrinsic job satisfaction while for clinicians it occurs through intrinsic satisfaction only. Practical implications DPR might be improved by applying commitment HR practices to increase healthcare professional's intrinsic and extrinsic satisfaction. In addition, while recognizing the importance of compensation and benefits to address the underpayment issue of Chinese healthcare professionals, empowerment and autonomy in work, and the use of subjects' expertise and skills may serve as stronger motivators for clinicians rather than hard economic incentives in achieving DPR improvements. Originality/value This study contributes to the small but growing body of research on human resource management (HRM) in the healthcare sector with new evidence supporting the link between commitment HR practice and work attitudes, as well as work attitudes and patient care from the perspective of clinicians and hospital managers. This study represents an initial attempt to examine the associations among commitment HR practices, job satisfaction and DPR in the Chinese healthcare sector. The findings provide evidence to support the value of commitment HR practices in Chinese hospital context, and demonstrate the importance of effective HRM in improving both hospital managers and clinicians' work attitudes.

Burnout and Engagement: Relative Importance of Predictors and Outcomes in Two Health Care Worker Samples.

PubMed

Fragoso, Zachary L; Holcombe, Kyla J; McCluney, Courtney L; Fisher, Gwenith G; McGonagle, Alyssa K; Friebe, Susan J

2016-06-09

This study's purpose was twofold: first, to examine the relative importance of job demands and resources as predictors of burnout and engagement, and second, the relative importance of engagement and burnout related to health, depressive symptoms, work ability, organizational commitment, and turnover intentions in two samples of health care workers. Nurse leaders (n = 162) and licensed emergency medical technicians (EMTs; n = 102) completed surveys. In both samples, job demands predicted burnout more strongly than job resources, and job resources predicted engagement more strongly than job demands. Engagement held more weight than burnout for predicting commitment, and burnout held more weight for predicting health outcomes, depressive symptoms, and work ability. Results have implications for the design, evaluation, and effectiveness of workplace interventions to reduce burnout and improve engagement among health care workers. Actionable recommendations for increasing engagement and decreasing burnout in health care organizations are provided. © 2016 The Author(s).

Intermittent Renewable Management Pilot Phase 2

DOE Office of Scientific and Technical Information (OSTI.GOV)

Kiliccote, Sila; Homan, Gregory; Anderson, Robert

The Intermittent Renewable Management Pilot - Phase 2 (IRM2) was designed to study the feasibility of demand-side resources to participate into the California Independent System Operator (CAISO) wholesale market as proxy demand resources (PDR). The pilot study focused on understanding the issues related with direct participation of third-parties and customers including customer acceptance; market transformation challenges (wholesale market, technology); technical and operational feasibility; and value to the rate payers, DR resource owners and the utility on providing an enabling mechanism for DR resources into the wholesale markets. The customer had the option of committing to either three contiguous hour blocksmore » for 24 days or six contiguous hours for 12 days a month with day-ahead notification that aligned with the CAISO integrated forward market. As a result of their being available, the customer was paid $10/ kilowatt (kW)-month for capacity in addition to CAISO energy settlements. The participants were limited to no more than a 2 megawatt (MW) capacity with a six-month commitment. Four participants successfully engaged in the pilot. In this report, we provide the description of the pilot, participant performance results, costs and value to participants as well as outline some of the issues encountered through the pilot. Results show that participants chose to participate with storage and the value of CAISO settlements were significantly lower than the capacity payments provided by the utility as incentive payments. In addition, this pilot revealed issues both on the participant side and system operations side. These issues are summarized in the report.The Intermittent Renewable Management Pilot - Phase 2 (IRM2) was designed to study the feasibility of demand-side resources to participate into the California Independent System Operator (CAISO) wholesale market as proxy demand resources (PDR). The pilot study focused on understanding the issues related with direct participation of third-parties and customers including customer acceptance; market transformation challenges (wholesale market, technology); technical and operational feasibility; and value to the rate payers, DR resource owners and the utility on providing an enabling mechanism for DR resources into the wholesale markets.« less

The Moderating Role of Power Distance on the Relationship between Employee Participation and Outcome Variables

PubMed Central

Rafiei, Sima; Pourreza, Abolghasem

2013-01-01

Background: Many organisations have realised the importance of human resource for their competitive advantage. Empowering employees is therefore essential for organisational effectiveness. This study aimed to investigate the relationship between employee participation with outcome variables such as organisational commitment, job satisfaction, perception of justice in an organisation and readiness to accept job responsibilities. It further examined the impact of power distance on the relationship between participation and four outcome variables. Methods: This was a cross sectional study with a descriptive research design conducted among employees and managers of hospitals affiliated with Tehran University of Medical Sciences, Tehran, Iran. A questionnaire as a main procedure to gather data was developed, distributed and collected. Descriptive statistics, Pearson correlation coefficient and moderated multiple regression were used to analyse the study data. Results: Findings of the study showed that the level of power distance perceived by employees had a significant relationship with employee participation, organisational commitment, job satisfaction, perception of justice and readiness to accept job responsibilities. There was also a significant relationship between employee participation and four outcome variables. The moderated multiple regression results supported the hypothesis that power distance had a significant effect on the relationship between employee participation and four outcome variables. Conclusion: Organisations in which employee empowerment is practiced through diverse means such as participating them in decision making related to their field of work, appear to have more committed and satisfied employees with positive perception toward justice in the organisational interactions and readiness to accept job responsibilities. PMID:24596840

Petitioning for Involuntary Commitment for Chemical Dependency by Medical Services.

PubMed

Lamoureux, Ian C; Schutt, Paul E; Rasmussen, Keith G

2017-09-01

Patients who have chemical dependency (CD) are commonly encountered on medical and surgical wards, often for illnesses and injuries sustained as a direct result of their substance abuse. When these patients are repeatedly admitted to the hospital in certain states that provide a legal framework to commit chemically dependent persons to a treatment facility, clinicians often wonder whether they should initiate that process. Should consulting psychiatrists choose to initiate the commitment process, they put into motion a resource-intensive, time-consuming mechanism, with uncertain outcomes, both in the courtroom and at the bedside. Petitioning for involuntary commitment to chemical dependency treatment of a patient from medical and surgical services is poorly understood. In this study, we examined a series of patients for whom petitions for judicial commitment in the state of Minnesota were entered over a 12-month period, and evaluated the likelihood of commitment to treatment, the demographics of patients involved, and the outcomes for this series of patients. Three vignettes are presented to illustrate the severity of these patients' illnesses and potential outcomes of the process. We further describe potential limitations of the commitment system and alternatives to CD commitment that could be explored further. © 2017 American Academy of Psychiatry and the Law.

Athletic Trainers' Barriers to Maintaining Professional Commitment in the Collegiate Setting

PubMed Central

Mazerolle, Stephanie M.; Eason, Christianne M.; Pitney, William A.

2015-01-01

Context: Professional commitment simply describes one's obligation to his or her work. For athletic trainers (ATs), the demanding work environment and job expectations may affect their characterization of professional commitment. Our breadth of knowledge regarding professional commitment within athletic training is narrow. Objective: To evaluate the professional commitment of ATs in the collegiate setting. Design: Qualitative study. Setting: Collegiate. Patients or Other Participants: Thirty-three Board of Certification-certified ATs employed in the collegiate setting (National Collegiate Athletic Association Division I = 11, Division II = 9, Division III = 13) with an average of 10 ± 8 years of clinical experience volunteered. Data saturation guided the total number of participants. Data Collection and Analysis: Online journaling via QuestionPro was completed by all participants. Multiple-analyst triangulation and peer review were conducted for data credibility. Analysis followed a general inductive method. Results: Four themes speak to the factors that negatively affect ATs' professional enthusiasm and commitment: (1) life stage, (2) work overload, (3) organizational climate, and (4) human resources. The latter 3 speak to the effect the workplace can have on ATs' professional commitment, and the first speaks to the effect outside responsibilities can have. Conclusions: Our results suggest that several of the factors that negatively influence the professional commitment of collegiate ATs are modifiable organizational components. Developing resiliency strategies at the individual and organizational levels may help to facilitate improved professional commitment for the AT. PMID:25761133

HRD in China.

ERIC Educational Resources Information Center

Wigglesworth, David C.

1981-01-01

Discusses the Chinese commitment to training and human resource development. Describes a department store, the Chinese Enterprise Management Association, a tool factory, and management development centers. (JOW)

Examination of Relationships among Organizational Characteristics and Organizational Commitment of Nurses in Western and Eastern Region of Nepal.

PubMed

Joshi, A S; Namba, M; Pokharela, T

2015-01-01

The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal. A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships. Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, p<0.01 and R2 adjusted=0.05, p<0.01 respectively). However, they were not significantly related to the continuance commitment. Both support from boss (β=0.138, p<0.05) and satisfaction with training (β=0.301, p<0.05) were found to be positive and significant with affective commitment. On the other hand, satisfaction with training (β=0.191, p<0.05) was also positive and significant with normative commitment. Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.

Coping with Quality Assurance Challenges Faced by Secondary Schools' Headteachers in Gucha District, Kenya

ERIC Educational Resources Information Center

Mobegi, Florence Osiri; Ondigi, Benjamin A.

2011-01-01

Since independence, the Kenyan government has demonstrated its commitment to the provision of quality secondary school education through allocation of financial resources, provision of trained teachers and establishment of quality assurance department. However, despite the substantial allocation of resources, secondary schools still face major…

43 CFR 11.24 - Preassessment screen-information on the site.

Code of Federal Regulations, 2011 CFR

2011-10-01

... to grant the permit or license authorizes such commitment of natural resources, and that the facility... site. 11.24 Section 11.24 Public Lands: Interior Office of the Secretary of the Interior NATURAL RESOURCE DAMAGE ASSESSMENTS Preassessment Phase § 11.24 Preassessment screen—information on the site. (a...

43 CFR 11.24 - Preassessment screen-information on the site.

Code of Federal Regulations, 2010 CFR

2010-10-01

... to grant the permit or license authorizes such commitment of natural resources, and that the facility... site. 11.24 Section 11.24 Public Lands: Interior Office of the Secretary of the Interior NATURAL RESOURCE DAMAGE ASSESSMENTS Preassessment Phase § 11.24 Preassessment screen—information on the site. (a...

Alchemy in Iowa: Arts Education at Harding Junior High School.

ERIC Educational Resources Information Center

Vallance, Elizabeth

1991-01-01

Case study of an Iowa junior high school describes how the school and community identified their resources and used them to create successful arts education programs from ordinary resources. The article examines four types of commitment that shaped school practice, noting effective teaching practices and administrative policy. (SM)

Job Demands and Job Resources as Predictors of Absence Duration and Frequency.

ERIC Educational Resources Information Center

Bakker, Arnold B.; Demerouti, Evangelia; de Boer, Elpine; Schaufeli, Wilmar B.

2003-01-01

Structural equation modeling of data from 214 employees indicated that job demands uniquely predicted burnout and indirectly predicted length of absence. Job resources (physical, psychological, social, or organizational aspects that reduce job demands or stimulate growth) uniquely predicted organizational commitment and indirectly predicted spells…

Homogeneous v. Heterogeneous: Is Tracking a Barrier to Equity?

ERIC Educational Resources Information Center

Polansky, Harvey B.

1995-01-01

Tracking has contributed considerably to the basic inequality of funding among American schools. To move to a heterogenous environment, districts must understand the concept of resource and program equity, commit to a planning process that allocates time and resources, provide ongoing inservice, downplay standardized test results, and phase-in…

30 CFR 203.0 - What definitions apply to this part?

Code of Federal Regulations, 2011 CFR

2011-07-01

... 30 Mineral Resources 2 2011-07-01 2011-07-01 false What definitions apply to this part? 203.0 Section 203.0 Mineral Resources BUREAU OF OCEAN ENERGY MANAGEMENT, REGULATION, AND ENFORCEMENT, DEPARTMENT... of construction) means evidence of an irreversible commitment to a concept and scale of development...

Guidelines for Preventing Workplace Violence for Health Care and Social Service Workers

DTIC Science & Technology

1998-01-01

commitment, including the endorse- ment and visible involvement of top management , provides the motivation and resources to deal effec- tively with workplace...program to ensure that all managers , supervisors, and employ- ees understand their obligations. • Appropriate allocation of authority and resources to...operations, employee assistance, security, occupational safety and health, legal, and human resources staff. The team or coordinator can review injury

Addressing the workforce crisis: the professional aspirations of pharmacy students in Ghana.

PubMed

Owusu-Daaku, Frances; Smith, Felicity; Shah, Rita

2008-10-01

A lack of skilled health professionals, and net migration from developing to more developed countries, are widely recognised as barriers to the delivery of effective health care. However, few studies have investigated this issue from the perspective of pharmacists, although they are increasingly viewed as a potentially valuable and underexploited health care resource. The objectives of this study were to examine the professional aspirations and perceived opportunities of final year pharmacy students in a developing country; and consider what developments may encourage them to remain in, and contribute to, health care in their home country. Final year pharmacy students from the Faculty of Pharmacy, KNUST, Kumasi, Ghana, were randomly selected and invited to participate in in-depth interviews. These were audio-recorded (with permission of respondents) and transcribed verbatim to enable a qualitative analysis. professional aspirations, and perceived opportunities and barriers to their achievement in Ghana and abroad. Results Participants viewed themselves, and wished to be viewed by others, as health professionals. They described a commitment to applying their clinical knowledge and to education beyond their first degree. However, they identified significant barriers to the achievement of professional aspirations in Ghana, which would diminish their opportunities to contribute to health care. Whilst most students expressed the expectation or desire to travel at some point, usually early, in their career, they all demonstrated a commitment to their country and stated a wish to return. Overall the study highlighted prospective pharmacists in Ghana as ambitious, committed potential health professionals. The study indicates that a lack of attention by policy makers and professional bodies to ways of exploiting the contribution of pharmacists to public health, may represent a lost potential human resource for health in developing countries.

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment.

PubMed

Yang, Tianan; Guo, Yina; Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

2017-08-29

Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = -0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = -0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

In defense of commitment: The curative power of violated expectations.

PubMed

Murray, Sandra L; Lamarche, Veronica M; Gomillion, Sarah; Seery, Mark D; Kondrak, Cheryl

2017-11-01

A new model of commitment defense in romantic relationships is proposed. It assumes that relationships afford a central resource for affirming meaning and purpose in the world. Consequently, violating expectations about the world outside the relationship can precipitate commitment defense inside the relationship. A meta-analysis of 5 experiments, 2 follow-up correlational studies, and a longitudinal study of the transition to first parenthood supported the model. Experimentally violating conventional expectations about the world (e.g., "hard work pays off") motivated less satisfied people to defensively affirm their commitment. Similarly, when becoming a parent naturalistically violated culturally conditioned gendered expectations about the division of household labor, less satisfied new mothers and fathers defensively affirmed their commitment from pre-to-post baby. The findings suggest that violating expected associations in the world outside the relationship motivates vulnerable people to set relationship their relationship right, thereby affirming expected associations in the relationship in the face of an unexpected world. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Restraint: Recalibrating American Strategy

DTIC Science & Technology

2010-06-01

paper considers the implications of America’s diminishing resources and increasing commitments, and considers fundamental ways in which America...focus on essential commitments. | 7 I I . T W O H I S TO R I C I M P U L S e S Despite fundamental differences between President Obama and...ask whether this was the best focus or just another example of overstretch and failure to accomplish America’s most fundamental goals by trying to

Report of the Defense Science Board Task Force on Military Software

DTIC Science & Technology

1987-09-01

training commitment from others. (The same thing is true of processor architectures.) 3. DoD should be aggressively looking for opportunities to buy...resource or training commitment from others. (The same thing is true of processor architectures.) 3. DoD should be aggressively looking for opportunities to...are uuifying principles to be found, whether in quarks or in unified field theorie.. Einstein repeatedly argued that there must eventually be

An Expert System Model of Organizational Climate and Performance

DTIC Science & Technology

1988-01-01

In 0. Meister, Behavioral analysis and measurement methods, New York: Wiley. Farace , R.V., and MacDonald, D. (1974). New directions in the study of...efficiency and resource use (EFFICIENCY). (Berlo in Farace and MacDonald, 1974) Commitment Communications Groups with greater commitment to goals...my work are correct and accurate (Muchlnsky, 1977; Klauss, 1977). ANSWERS.AVAIL S- 2. It’s easy to get answers in my organization ( Farace and MacDonald

Insights into nurses' work: Exploring relationships among work attitudes and work-related behaviors.

PubMed

Perreira, Tyrone; Berta, Whitney; Ginsburg, Liane; Barnsley, Jan; Herbert, Monique

2017-01-25

Work attitudes have been associated with work productivity. In health care, poor work attitudes have been linked to poor performance, decreased patient safety, and quality care. Hence, the importance, ascribed in the literature, of work that clearly identifies the relationships between and among work attitudes and work behaviors linked to performance. The purpose of this study is to better understand the relationships between work attitudes-perceived organizational justice, perceived organizational support (POS), affective commitment-consistently associated with a key type of performance outcome among nurses' organizational citizenship behaviors (OCBs). A survey was developed and administered to frontline nurses working in the province of Ontario, Canada. Data analysis used path analytic techniques. Direct associations were identified between interpersonal justice and POS, procedural justice and POS, and POS and affective commitment to both one's supervisor and one's co-workers. Affective commitment to patients and career was directly associated with OCBs. Affective commitment to one's co-worker was directly associated with OCBs directed toward individuals, as affective commitment to one's organization was with OCBs directed toward the organization. Finally, OCBIs and OCBs were directly associated. Examining the relationships of these constructs in a single model is novel and provides new information regarding their complexity. Findings suggest that prior approaches to studying these relationships may have been undernuanced, and conceptualizations may have led to somewhat inaccurate conclusions regarding their associations. With limited resources, knowledge of nurse work attitudes can inform human resource practices and operational policies involving training programs in employee communication, transparency, interaction, support, and performance evaluation.

Relationship between transformational leadership style and organizational commitment: Mediating effect of psychological empowerment

NASA Astrophysics Data System (ADS)

Asif, Muhammad; Ayyub, Samia; Bashir, Muhammad Khawar

2014-12-01

This study explores the relationship between style of transformational leadership and organizational commitment of employees with mediating role of psychological empowerment in the textile sector Punjab Pakistan. Data was collected using tools from 250 employees. The transformational leadership questionnaire, MLQ-Multifactor leadership Questionnaire [1] was used to verify the perception of the employees towards transformational leadership style in two dimensions i.e. idealized influence and inspirational motivation. The organizational commitment questionnaire designed by [2] was used to verify the affective organizational commitment. Further, psychological empowerment questionnaire was developed by [3] which was used to examine the state of psychological empowerment of textile sector employees. Pearson Correlation revealed that there exists a positive significant relationship between idealized influence and affective organizational commitment, Inspirational motivation and affective organizational commitment, affective organizational commitment and psychological empowerment. The results from the study put forward that there is a significant relationship between style of transformational leadership and organizational commitment. The mediating variable which one is suitable in the model i.e. psychological empowerment and the model is good fit as the F value is significant.

Curriculum and Resources: Computer Provision in a CTC.

ERIC Educational Resources Information Center

Denholm, Lawrence

The program for City Technical Colleges (CTCs) draws on ideas and resources from government, private industry, and education to focus on the educational needs of inner city and urban children. Mathematics, science, and technology are at the center of the CTCs' mission, in a context which includes economic awareness and a commitment to enterprise…

The Open Course Library: Using Open Educational Resources to Improve Community College Access

ERIC Educational Resources Information Center

Goodwin, Mary Ann Lund

2011-01-01

Community colleges are committed to meeting the educational needs of the communities they serve and they have increased access to higher education by offering new and innovative services to students often unable to attend traditional baccalaureate institutions. An innovation known as Open Educational Resources (OER) promises to make college more…

Sensemaking in Enterprise Resource Planning Project Deescalation: An Empirical Study

ERIC Educational Resources Information Center

Battleson, Douglas Aloys

2013-01-01

Enterprise resource planning (ERP) projects, a type of complex information technology project, are very challenging and expensive to implement. Past research recognizes that escalation, defined as the commitment to a failing course of action, is common in such projects. While the factors that contribute to escalation (e.g., project conditions,…

Pacific Resources for Education and Learning. 2003 Annual Report

ERIC Educational Resources Information Center

Pacific Resources for Education and Learning PREL, 2004

2004-01-01

Perhaps more than at any other time in Pacific Resources for Education and Learning, (PREL's) history, 2003 was a year of change, renewal, and innovation. There was a change in leadership, a move to new headquarters, and a commitment to seek new opportunities. Throughout these transitions, PREL's staff and Strategic Plan provided a strong…

Learning Resource Services in the Community College: On the Road to the Emerald City.

ERIC Educational Resources Information Center

Hisle, W. Lee

1989-01-01

Summarizes the history and growth of learning resources services (LRS) programs at community colleges. Challenges for the future are identified as focus, instructional involvement, adapting to technology, service to nontraditional students, and professional commitment. It is argued that, although the LRS concept is widely accepted, these…

Value Disciplines: A Lens for Successful Decision Making in IT

ERIC Educational Resources Information Center

Eichen, Marc

2006-01-01

To succeed professionally, a technology manager in higher education must align institutional goals with the skill set of campus technologists and the resources available for information technology (IT) support. Getting a firm grasp on any of these parameters is not easy. Resources are often committed to multiyear projects or hidden by opaque…

A Costing Model for Project-Based Information and Communication Technology Systems

ERIC Educational Resources Information Center

Stewart, Brian; Hrenewich, Dave

2009-01-01

A major difficulty facing IT departments is ensuring that the projects and activities to which information and communications technologies (ICT) resources are committed represent an effective, economic, and efficient use of those resources. This complex problem has no single answer. To determine effective use requires, at the least, a…

Committing to Memory: A Project to Publish and Preserve California Local History Digital Resources

ERIC Educational Resources Information Center

Turner, Adrian L.

2006-01-01

This article highlights the LSTA-grant funded California Local History Digital Resources Project (LHDRP) as a case study of a collaborative statewide program involving three primary groups: cultural heritage institutions, grant funding agencies, and digital library service providers. It explores how the infrastructure of the California Digital…

A Career Stage Analysis of Career and Organizational Commitment in Nursing.

ERIC Educational Resources Information Center

Reilly, Nora P.; Orsak, Charles L.

1991-01-01

From a sample of 1,520 hospital nurses, 520 responses demonstrated that (1) affective measures were strongly associated with career and affective-organizational commitment and (2) reports of continuance commitment and normative commitment increased significantly with career stage, but career commitment remained constant. (Author/SK)

Manatee County government's commitment to Florida's water resources

DOE Office of Scientific and Technical Information (OSTI.GOV)

Hunsicker, C.

1998-07-01

With ever increasing development demands in coastal areas and subsequent declines in natural resources, especially water, coastal communities must identify creative options for sustaining remaining water resources and an accepted standard of living. The Manatee County agricultural reuse project, using reclaimed wastewater is part of a water resource program, is designed to meet these challenges. The reuse system works in concert with consumer conservation practices and efficiency of use measures which are being implemented by all public and private sector water users in this southwest Florida community.

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

PubMed Central

Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

2017-01-01

Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Results: Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = −0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = −0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). Conclusions: This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China. PMID:28850081

49 CFR 244.9 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... railroad operations, including, but not limited to, the allocation of resources affecting railroad... deflator formula) from time to time. Corporate culture means the totality of the commitments, written and...

49 CFR 244.9 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... railroad operations, including, but not limited to, the allocation of resources affecting railroad... deflator formula) from time to time. Corporate culture means the totality of the commitments, written and...

49 CFR 244.9 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... railroad operations, including, but not limited to, the allocation of resources affecting railroad... deflator formula) from time to time. Corporate culture means the totality of the commitments, written and...

49 CFR 244.9 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... railroad operations, including, but not limited to, the allocation of resources affecting railroad... deflator formula) from time to time. Corporate culture means the totality of the commitments, written and...

Study on the Influence of Leadership Style on Employee’s Organizational Commitment

NASA Astrophysics Data System (ADS)

Wang, Lin

2018-03-01

Talent is the core competitiveness of an enterprise, how to retain talent, inspire their creative, exert its advantages for the enterprise to bring profit maximization and value appreciation. It has always been the focus of enterprises and scholars. A great number of studies have shown that organizational commitment has an important impact on employees’ attitudes, thoughts and behaviors, and leadership style is also an important variable which affects the organizational commitment of employees. Through the questionnaire survey, the statistical software SPSS24.0 empirical analysis of the collected data shows that there is a positive correlation between the style of leadership and the commitment of the employee and the correlation with the employee’s normative commitment is not significant; The established leadership is negatively correlated with the employee’s emotional commitment and normative commitment, but it is not significant with the continuous commitment.

Can a four-dimensional model of occupational commitment help to explain intent to leave the emergency medical service occupation?

PubMed

Blau, Gary; Chapman, Susan; Pred, Robert S; Lopez, Andrea

2009-01-01

Using a sample of 854 emergency medical service (EMS) respondents, this study supported a four-dimension model of occupational commitment, comprised of affective, normative, accumulated costs, and limited alternatives. When personal and job-related variables were controlled, general job satisfaction emerged as a negative correlate of intent to leave. Controlling for personal, job-related, and job satisfaction variables, affective and limited alternatives commitment were each significant negative correlates. There were small but significant interactive effects among the commitment dimensions in accounting for additional intent to leave variance, including a four-way interaction. "High" versus "low" cumulative commitment subgroups were created by selecting respondents who were equal to or above ("high") versus below ("low") the median on each of the four occupational commitment dimensions. A t-test indicated that low cumulative commitment EMS respondents were more likely to intend to leave than high cumulative commitment EMS respondents.

Incorporating Wind Power Forecast Uncertainties Into Stochastic Unit Commitment Using Neural Network-Based Prediction Intervals.

PubMed

Quan, Hao; Srinivasan, Dipti; Khosravi, Abbas

2015-09-01

Penetration of renewable energy resources, such as wind and solar power, into power systems significantly increases the uncertainties on system operation, stability, and reliability in smart grids. In this paper, the nonparametric neural network-based prediction intervals (PIs) are implemented for forecast uncertainty quantification. Instead of a single level PI, wind power forecast uncertainties are represented in a list of PIs. These PIs are then decomposed into quantiles of wind power. A new scenario generation method is proposed to handle wind power forecast uncertainties. For each hour, an empirical cumulative distribution function (ECDF) is fitted to these quantile points. The Monte Carlo simulation method is used to generate scenarios from the ECDF. Then the wind power scenarios are incorporated into a stochastic security-constrained unit commitment (SCUC) model. The heuristic genetic algorithm is utilized to solve the stochastic SCUC problem. Five deterministic and four stochastic case studies incorporated with interval forecasts of wind power are implemented. The results of these cases are presented and discussed together. Generation costs, and the scheduled and real-time economic dispatch reserves of different unit commitment strategies are compared. The experimental results show that the stochastic model is more robust than deterministic ones and, thus, decreases the risk in system operations of smart grids.

Capacity building in food composition for Africa.

PubMed

Schönfeldt, Hettie C; Hall, Nicolette

2013-10-01

Capacity building in food and nutrition involves more than formal training and individual development. Such a process is long term and continues, requiring lasting mentorship, coaching and leadership development, including individual commitment to continued self-development. It expands to include the development of knowledge and skills of an individual within his/her organizational or institutional arrangements, and requires buy-in and support from his/her institution or organization, as well as other funding bodies involved in agriculture and health. It needs to be supported by government and be part of the regional and international agenda for agriculture and health. Under the auspices of International Network of Food Data Systems (INFOODS), an African Network of Food Data Systems (AFROFOODS) was established in September 1994, and a number of training courses, educational and scientific publications, posters, presentations and visits were hosted, organized and delivered with the aim to build enthusiasm, long term commitment and capacity in food composition within the AFROFOODS region. Formal training and human resource development were the major focus to take food composition forward in Africa. Significant progress was made in food composition activities, but constraints including lack of organizational and institutional commitment and financial support are straining the pace of progress. Copyright © 2013 Elsevier Ltd. All rights reserved.

Incorporating Indigenous Rights and Environmental Justice into Fishery Management: Comparing Policy Challenges and Potentials from Alaska and Hawaíi

NASA Astrophysics Data System (ADS)

Richmond, Laurie

2013-11-01

Colonial processes including the dispossession of indigenous lands and resources and the development of Western management institutions to govern the use of culturally important fish resources have served in many ways to marginalize indigenous interests within the United States fisheries. In recent years, several US fishery institutions have begun to develop policies that can confront this colonial legacy by better accommodating indigenous perspectives and rights in fishery management practices. This paper analyzes two such policies: the 2005 community quota entity program in Alaska which permits rural communities (predominantly Alaska Native villages) to purchase and lease commercial halibut fishing privileges and the 1994 State of Hawaíi community-based subsistence fishing area (CBSFA) legislation through which Native Hawaiian communities can designate marine space near their community as CBSFAs and collaborate with the state of Hawaíi to manage those areas according to traditional Hawaiian practices. The analysis reveals a striking similarity between the trajectories of these two policies. While they both offered significant potential for incorporating indigenous rights and environmental justice into state or federal fishery management, they have so far largely failed to do so. Environmental managers can gain insights from the challenges and potentials of these two policies. In order to introduce meaningful change, environmental policies that incorporate indigenous rights and environmental justice require a commitment of financial and institutional support from natural resource agencies, a commitment from indigenous groups and communities to organize and develop capacity, and careful consideration of contextual and cultural factors in the design of the policy framework.

Incorporating indigenous rights and environmental justice into fishery management: comparing policy challenges and potentials from Alaska and Hawai'i.

PubMed

Richmond, Laurie

2013-11-01

Colonial processes including the dispossession of indigenous lands and resources and the development of Western management institutions to govern the use of culturally important fish resources have served in many ways to marginalize indigenous interests within the United States fisheries. In recent years, several US fishery institutions have begun to develop policies that can confront this colonial legacy by better accommodating indigenous perspectives and rights in fishery management practices. This paper analyzes two such policies: the 2005 community quota entity program in Alaska which permits rural communities (predominantly Alaska Native villages) to purchase and lease commercial halibut fishing privileges and the 1994 State of Hawai'i community-based subsistence fishing area (CBSFA) legislation through which Native Hawaiian communities can designate marine space near their community as CBSFAs and collaborate with the state of Hawai'i to manage those areas according to traditional Hawaiian practices. The analysis reveals a striking similarity between the trajectories of these two policies. While they both offered significant potential for incorporating indigenous rights and environmental justice into state or federal fishery management, they have so far largely failed to do so. Environmental managers can gain insights from the challenges and potentials of these two policies. In order to introduce meaningful change, environmental policies that incorporate indigenous rights and environmental justice require a commitment of financial and institutional support from natural resource agencies, a commitment from indigenous groups and communities to organize and develop capacity, and careful consideration of contextual and cultural factors in the design of the policy framework.

76 FR 38279 - Designation of One Individual and One Entity Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-29

... Prohibiting Transactions With Persons Who Commit, Threaten To Commit, or Support Terrorism.'' DATES: The... of terrorism and threats of terrorism committed by foreign terrorists, including the September 11... sanctions on persons who have committed, pose a significant risk of committing, or support acts of terrorism...

Factors Affecting Organizational Commitment in Navy Corpsmen.

PubMed

Booth-Kewley, Stephanie; Dell'Acqua, Renée G; Thomsen, Cynthia J

2017-07-01

Organizational commitment is a psychological state that has a strong impact on the likelihood that employees will remain with an organization. Among military personnel, organizational commitment is predictive of a number of important outcomes, including reenlistment intentions, job performance, morale, and perceived readiness. Because of the unique challenges and experiences associated with military service, it may be that organizational commitment is even more critical in the military than in civilian populations. Despite the essential role that they play in protecting the health of other service members, little is known about the factors that influence Navy Corpsmen's organizational commitment. This study investigated demographic and psychosocial factors that may be associated with organizational commitment among Corpsmen. Surveys of organizational commitment and possible demographic and psychosocial correlates of organizational commitment were completed by 1,597 male, active duty Navy Corpsmen attending Field Medical Training Battalion-West, Camp Pendleton, California. Bivariate correlations and hierarchical multiple regression analyses were used to determine significant predictors of organizational commitment. Of the 12 demographic and psychosocial factors examined, 6 factors emerged as significant predictors of organizational commitment in the final model: preservice motivation to be a Corpsman, positive perceptions of Corpsman training, confidence regarding promotions, occupational self-efficacy, social support for a Corpsman career, and lower depression. Importantly, a number of the factors that emerged as significant correlates of organizational commitment in this study are potentially modifiable. These factors include confidence regarding promotions, positive perceptions of Corpsman training, and occupational self-efficacy. It is recommended that military leaders and policy-makers take concrete steps to address these factors, thereby strengthening organizational commitment among Corpsmen. Further research is needed to identify ways in which organizational commitment could be strengthened among Corpsmen. Reprint & Copyright © 2017 Association of Military Surgeons of the U.S.

Promoting de-escalation of commitment: a regulatory-focus perspective on sunk costs.

PubMed

Molden, Daniel C; Hui, Chin Ming

2011-01-01

People frequently escalate their commitment to failing endeavors. Explanations for such behavior typically involve loss aversion, failure to recognize other alternatives, and concerns with justifying prior actions; all of these factors produce recommitment to previous decisions with the goal of erasing losses and vindicating these decisions. Solutions to escalation of commitment have therefore focused on external oversight and divided responsibility during decision making to attenuate loss aversion, blindness to alternatives, and justification biases. However, these solutions require substantial resources and have additional adverse effects. The present studies tested an alternative method for de-escalating commitment: activating broad motivations for growth and advancement (promotion). This approach should reduce concerns with loss and increase perceptions of alternatives, thereby attenuating justification motives. In two studies featuring hypothetical financial decisions, activating promotion motivations reduced recommitment to poorly performing investments as compared with both not activating any additional motivations and activating motivations for safety and security (prevention).

Impact on community organisations that partnered with the Act-Belong-Commit mental health promotion campaign.

PubMed

Jalleh, Geoffrey; Anwar-McHenry, Julia; Donovan, Robert J; Laws, Amberlee

2013-04-01

A primary aim of the pilot phase of the Act-Belong-Commit mental health promotion campaign was to form partnerships with community organisations. As a component of the broader campaign strategy, collaborating organisations promoted their activities under the Act-Belong-Commit banner in exchange for resources, promotional opportunities and capacity building in event management and funding. The impact of the Act-Belong-Commit campaign on the capacity and activities of collaborating organisations during the pilot phase was evaluated using self-completed mail surveys in 2006 and 2008. Collaboration with the campaign had a positive impact on community organisations' capacity, including staff expertise, media publicity and funding applications. Collaborating organisations had strong positive perceptions of Act-Belong-Commit officers and all expressed a willingness to collaborate in future events and activities. The partnership model used during the pilot phase of the Act-Belong-Commit campaign was successful in creating mutually beneficial exchanges with collaborating organisations. So what? Community partnerships are necessary for the effective delivery of mental health promotion campaigns at a local level. Successful partnerships involve the provision of real and valuable benefits to collaborating organisations in return for their cooperation in promoting health messages.

Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

PubMed

Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu

2015-04-01

To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.

Before Sustainable Development Goals (SDG): why Nigeria failed to achieve the Millennium Development Goals (MDGs)

PubMed Central

Oleribe, Obinna Ositadimma; Taylor-Robinson, Simon David

2016-01-01

World leaders adopted the UN Millennium Declaration in 2000, which committed the nations of the world to a new global partnership, aimed at reducing extreme poverty and other time-bound targets, with a stated deadline of 2015. Fifteen years later, although significant progress has been made worldwide, Nigeria is lagging behind for a variety of reasons, including bureaucracy, poor resource management in the healthcare system, sequential healthcare worker industrial action, Boko Haram insurgency in the north of Nigeria and kidnappings in the south of Nigeria. The country needs to tackle these problems to be able to significantly advance with the new sustainable development goals (SDGs) by the 2030 target date. PMID:27795754

Before Sustainable Development Goals (SDG): why Nigeria failed to achieve the Millennium Development Goals (MDGs).

PubMed

Oleribe, Obinna Ositadimma; Taylor-Robinson, Simon David

2016-01-01

World leaders adopted the UN Millennium Declaration in 2000, which committed the nations of the world to a new global partnership, aimed at reducing extreme poverty and other time-bound targets, with a stated deadline of 2015. Fifteen years later, although significant progress has been made worldwide, Nigeria is lagging behind for a variety of reasons, including bureaucracy, poor resource management in the healthcare system, sequential healthcare worker industrial action, Boko Haram insurgency in the north of Nigeria and kidnappings in the south of Nigeria. The country needs to tackle these problems to be able to significantly advance with the new sustainable development goals (SDGs) by the 2030 target date.

The mediating role of nurses' professional commitment in the relationship between core self-evaluation and job satisfaction.

PubMed

Barać, Ivana; Prlić, Nada; Plužarić, Jadranka; Farčić, Nikolina; Kovačević, Suzana

2018-05-11

The aim of this study was to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction. A cross-sectional design was applied. Data were collected between April 2016 and November 2016 from 584 nurses of the University Hospital Osijek. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' professional commitment scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used to test the prediction of nurses' professional commitment and core self-evaluation on job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (CSE) and criterion variable (JS). As a mediator, it explains what the effect is, provided that correlations between all variables are significant. The correlation analyses reveal significant positive correlations between job satisfaction and core self evaluation (r = 0.441, p > 0.001) and also between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results showed that nurses' professional commitment mediates the relationship between core self evaluation and job satisfaction. Bootstrap analysis showed that core self evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction ( β = 0.78, p < 0.001**). The indirect effects of core self evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**). Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Students' Motivation, Perceived Environment and Professional Commitment: An Application of Astin's College Impact Model

ERIC Educational Resources Information Center

Ahmad, Zauwiyah; Anantharaman, R. N.; Ismail, Hishamuddin

2012-01-01

Professional commitment is significant to the accounting profession as it leads to greater sensitivities towards ethics issues and increases job involvement. This study argues that professional commitment towards accounting profession is developed during tertiary education or at the anticipatory socialization phase. The significance of…

Assessment of 'cancer-prone personality' characteristics in healthy study subjects and in patients with breast disease and breast cancer using the commitment questionnaire: a prospective case-control study in Finland.

PubMed

Eskelinen, Matti; Ollonen, Paula

2011-11-01

The findings of a repressed expression of emotions in cancer patients contributed to the hypothesis developed by Lydia Temoshok of a type C personality ('cancer-prone'). To the Authors' knowledge, the associations between the 'cancer-prone personality' characteristics in commitment test and the risk of breast cancer (BC) have rarely been considered together in a prospective study. In an extension of the Kuopio Breast Cancer Study, 115 women with breast symptoms were evaluated for commitment test before any diagnostic procedures were carried out. The clinical examination and biopsy showed BC in 34 patients, benign breast disease (BBD) in 53 patients and 28 individuals were shown to be healthy study subjects (HSS). The BC group reported significantly more commitment to own children (Function A) (mean Commitment score, 3.14) than the patients in the BBD group (mean Commitment score, 3.51) and in the HSS group (mean Commitment score, 3.77) (p=0.05). The women in the BC group also reported more commitment to own husband (Function B) (mean Commitment score, 3.30) than the patients in the BBD group (mean Commitment score, 3.83) and the patients in the HSS group (mean Commitment score, 3.76). The BC group reported significantly more commitment to own work and own body (Function D and G) (mean Commitment scores, 3.20 and 3.50) than the patients in the BBD group (mean Commitment scores, 3.75 and 3.71) or HSS group (mean Commitment scores, 3.46 and 3.50). The mean sum (mean, SD) of the scores were significantly lower in the BC group (31.1, 5.8) than in the BBD (35.2, 6.9) and HSS group (36.4, 5.6) (p=0.02), showing more commitment in the BC group. In summary, patients with BC tended to have an increased risk for bearing the 'high commitment' characteristic and this pattern could contribute to cancer risk through immune and hormonal pathways.

A Case Study of Resources Management Planning with Multiple Objectives and Projects

Treesearch

David L. Peterson; David G. Silsbee; Daniel L. Schmoldt

1995-01-01

Each National Park Service unit in the United States produces a resources management plan (RMP) every four years or less. The plans commit budgets and personnel to specific projects for four years, but they are prepared with little quantitative and analytical rigor and without formal decisionmaking tools. We have previously described a multiple objective planning...

Strategic and tactiocal planning for managing national park resources

Treesearch

Daniel L. Schmoldt; David L. Peterson

2001-01-01

Each National Park Service unit in the United States produces a resource management plan (RMP) every four years or less. These plans constitute a strategic agenda for a park. Later, tactical plans commit budgets and personnel to specific projects over the planning horizon. Yet, neither planning stage incorporates much quantitative and analytical rigor and is devoid of...

Good Ideas at Work for Education. Take Pride in America Program.

ERIC Educational Resources Information Center

Federal Interagency Committee on Education, Washington, DC.

Take Pride in America (TPIA) is a national campaign and partnership between public and private organizations and individuals who are committed to: (1) increasing awareness of the importance of the wise use of our natural and cultural resources; (2) encouraging an attitude of stewardship and responsibility toward our public and private resources;…

How to Keep Teachers Healthy and Growing: The Influence of Job Demands and Resources

ERIC Educational Resources Information Center

Evers, Arnoud T.; Yamkovenko, Bogdan; Van Amersfoort, Daniël

2017-01-01

Purpose: Education depends on high-quality teachers who are committed to professional development and do not get burned out. The purpose of this paper was to investigate how job demands and resources can affect the health and cognitive development of teachers using the Demand-Induced Strain Compensation model. Design/methodology/approach: A…

Towards the Use of Employees as a Resource, Not a Cost.

ERIC Educational Resources Information Center

Coates, G.

1992-01-01

Discusses demographic changes that are expected to create a shortage of young workers in the United Kingdom and suggests steps that companies need to take to address the problems that could result. Topics discussed include human resource management (HRM) strategies; the core-periphery model of employees; and commitment to an organization. (79…

Newly graduated nurses' occupational commitment and its associations with professional competence and work-related factors.

PubMed

Numminen, Olivia; Leino-Kilpi, Helena; Isoaho, Hannu; Meretoja, Riitta

2016-01-01

To explore newly graduated nurses' occupational commitment and its associations with their self-assessed professional competence and other work-related factors. As a factor affecting nurse turnover, newly graduated nurses' occupational commitment and its associations with work-related factors needs exploring to retain adequate workforce. Nurses' commitment has mainly been studied as organisational commitment, but newly graduated nurses' occupational commitment and its association with work-related factors needs further studying. This study used descriptive, cross-sectional, correlation design. A convenience sample of 318 newly graduated nurses in Finland participated responding to an electronic questionnaire. Statistical software, NCSS version 9, was used in data analysis. Frequencies, percentages, ranges, means and standard deviations summarised the data. Multivariate Analyses of Variance estimated associations between occupational commitment and work-related variables. IBM SPSS Amos version 22 estimated the model fit of Occupational Commitment Scale and Nurse Competence Scale. Newly graduated nurses' occupational commitment was good, affective commitment reaching the highest mean score. There was a significant difference between the nurse groups in favour of nurses at higher competence levels in all subscales except in limited alternatives occupational commitment. Multivariate analyses revealed significant associations between subscales of commitment and competence, turnover intentions, job satisfaction, earlier professional education and work sector, competence counting only through affective dimension. The association between occupational commitment and low turnover intentions and satisfaction with nursing occupation was strong. Higher general competence indicated higher overall occupational commitment. Managers' recognition of the influence of all dimensions of occupational commitment in newly graduated nurses' professional development is important. Follow-up studies of newly graduated nurses' commitment, its relationship with quality care, managers' role in enhancing commitment and evaluation of the impact of interventions on improving commitment need further studying. © 2015 John Wiley & Sons Ltd.

Tracing the policy implementation of commitments made by national governments and other entities at the Third Global Forum on Human Resources for Health

PubMed Central

van de Pas, Remco; Veenstra, Anika; Gulati, Daniel; Van Damme, Wim; Cometto, Giorgio

2017-01-01

We conducted a follow-up analysis of the implementation of the Human Resources for Health (HRH) commitments made by country governments and other actors at the Third Global Forum on HRH in 2013. Since then member states of the WHO endorsed Universal Health Coverage as the main policy objective whereby health systems strengthening, including reinforcement of the health workforce, can contribute to several Sustainable Development Goals. Now is the right time to trace the implementation of these commitments and to assess their contribution to broader global health objectives. The baseline data for this policy tracing study consist of the categorisation and analysis of the HRH commitments conducted in 2014. This analysis was complemented in application of the health policy triangle as its main analytical framework. An online survey and a guideline for semistructured interviews were developed to collect data. Information on the implementation of the commitments is available in 49 countries (86%). The need for multi-actor approaches for HRH policy development is universally recognised. A suitable political window and socioeconomic situation emerge as crucial factors for sustainable HRH development. However, complex crises in different parts of the world have diverted attention from investment in HRH development. The analysis indicates that investment in the health workforce and corresponding policy development relies on political leadership, coherent government strategies, institutional capacity and intersectoral governance mechanisms. The institutional capacity to shoulder such complex tasks varies widely across countries. For several countries, the commitment process provided an opportunity to invest in, develop and reform the health workforce. Nevertheless, the quality of HRH monitoring mechanisms requires more attention. In conclusion, HRH challenges, their different pathways and the intersectorality of the required responses are a concern for all the countries analysed. There is hence a need for national governments and stakeholders across the globe to share responsibilities and invest in this vital issue in a co-ordinated manner. PMID:29104768

The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses.

PubMed

Zhao, XiaoWen; Sun, Tao; Cao, QiuRu; Li, Ce; Duan, XiaoJian; Fan, LiHua; Liu, Yan

2013-03-01

To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment - three of the most important factors in employer-employee relations - and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. The effect of quality of work life is positive on job embeddedness and affection commitment and negative on turnover intention. Nurse managers should pay great attention to the nurses' perception of quality of work life, and make great efforts in developing strategies and projects that can strengthen the nurses' embeddedness or connection with the job. © 2012 Blackwell Publishing Ltd.

Social responsibility, international development, and institutional commitment: lessons from the Boston University experience.

PubMed

Babich, Lauren P; Bicknell, William J; Culpepper, Larry; Jack, Brian W

2008-02-01

Boston University (BU) has a long history of a strong social mission and commitment to service. In August 2003, BU made an institutional commitment to work with the country of Lesotho to tackle the human capital implications of the HIV/AIDS epidemic. Surrounded by South Africa, and with a population of two million, Lesotho, a stable democracy, suffers the world's third-highest adult HIV prevalence rate of about 24%. The initiation of the program required a substantial initial institutional investment without any promise of payback. This allowed BU to begin work in Lesotho while searching for additional funds. The government of Lesotho and BU agreed to focus on preserving the lives of Lesotho's citizens, building the capacity of the country's workforce, and maximizing the efficiency of Lesotho's existing systems and resources. Initial activities were modest, beginning with workshops on problem solving, then the launch of a primary care clinic that offered HIV/AIDS treatment services at the nation's only teacher training college. With support from the W.K. Kellogg Foundation, the main focus is now on strengthening district-level primary care services, including the initiation of a family medicine residency training program in cooperation with the University of the Free State in Bloemfontein. The initial commitment has developed into a mutual partnership, with benefits to country and university alike. By combining the expertise from various schools and departments to focus on a single country, a university can significantly advance international development, strengthen its service mission, enrich teaching, and provide new opportunities for research.

Commitment to personal values and guilt feelings in dementia caregivers.

PubMed

Gallego-Alberto, Laura; Losada, Andrés; Márquez-González, María; Romero-Moreno, Rosa; Vara, Carlos

2017-01-01

Caregivers' commitment to personal values is linked to caregivers' well-being, although the effects of personal values on caregivers' guilt have not been explored to date. The goal of this study is to analyze the relationship between caregivers´ commitment to personal values and guilt feelings. Participants were 179 dementia family caregivers. Face-to-face interviews were carried out to describe sociodemographic variables and assess stressors, caregivers' commitment to personal values and guilt feelings. Commitment to values was conceptualized as two factors (commitment to own values and commitment to family values) and 12 specific individual values (e.g. education, family or caregiving role). Hierarchical regressions were performed controlling for sociodemographic variables and stressors, and introducing the two commitment factors (in a first regression) or the commitment to individual/specific values (in a second regression) as predictors of guilt. In terms of the commitment to values factors, the analyzed regression model explained 21% of the variance of guilt feelings. Only the factor commitment to family values contributed significantly to the model, explaining 7% of variance. With regard to the regression analyzing the contribution of specific values to caregivers' guilt, commitment to the caregiving role and with leisure contributed negatively and significantly to the explanation of caregivers' guilt. Commitment to work contributed positively to guilt feelings. The full model explained 30% of guilt feelings variance. The specific values explained 16% of the variance. Our findings suggest that commitment to personal values is a relevant variable to understand guilt feelings in caregivers.

Hospital nurse job attitudes and performance: the impact of employment status.

PubMed

Chu, Cheng-I; Hsu, Yao-Feng

2011-03-01

According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention. This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance. Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment. Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance. In this study, supervisors gave higher job performance ratings to full-time nurses than to contract nurses. This result deserves further investigation.

National Action Plan for Energy Efficiency

EPA Pesticide Factsheets

Provides resources for policy-makers, consumers, utilities, and others produced through NAPEE - a private-public initiative to create a sustainable, aggressive national commitment to energy efficiency through a collaborative effort of stakeholders.

Admission Market Research: An Alternative to Decline in the Eighties.

ERIC Educational Resources Information Center

Lolli, Anthony; Scannell, James

1983-01-01

Institutional commitment, financial resources, and technical skills are essential components in meaningful, proactive marketing research. Some recently developed approaches and efforts illustrate the possibilities of such research. (MSE)

Organizational commitment, work environment conditions, and life satisfaction among Iranian nurses.

PubMed

Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

2009-12-01

Employee commitment to the organization is a crucial issue in today's health-care market. In Iran, few studies have sought to evaluate the factors that contribute to forms of commitment. The aim of this study was to investigate the relationship between nurses' organizational commitment, work environment conditions, and life satisfaction. A cross-sectional design was utilized. Questionnaires were distributed to all the staff nurses who had permanent employment (with at least 2 years of experience in nursing) in the five hospitals affiliated to Birjand Medical Sciences University. Two hundred and fifty participants returned completed questionnaires. Most were female and married. The correlation of the total scores of nurses' affective organizational commitment and work environment conditions indicated a significant and positive relationship. Also, a statistically significant relationship was found between affective organizational commitment and life satisfaction. The implementation of a comprehensive program to improve the work conditions and life satisfaction of nurses could enhance their organizational commitment.

Unpacking commitment and exploration: preliminary validation of an integrative model of late adolescent identity formation.

PubMed

Luyckx, Koen; Goossens, Luc; Soenens, Bart; Beyers, Wim

2006-06-01

A model of identity formation comprising four structural dimensions (Commitment Making, Identification with Commitment, Exploration in Depth, and Exploration in Breadth) was developed through confirmatory factor analysis. In a sample of 565 emerging adults, this model provided a better fit than did alternative two- and three-dimensional models, thereby validating the unpacking of both exploration and commitment. Regression analyses indicated that Commitment Making was significantly related to family context in accordance with hypotheses. Identification with Commitment and both exploration dimensions were significantly related to adjustment and family context, again in accordance with hypotheses. Identification with Commitment was positively related to positive adjustment indicators and negatively to depressive symptoms, whereas Exploration in Breadth was positively related to depressive symptoms and substance use. Exploration in Depth, on the other hand, was positively related to academic adjustment and negatively to substance use. Implications and suggestions for future research are discussed.

How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

PubMed

Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

2016-01-01

This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. © The Author(s) 2014.

Toward an integrated computerized patient record.

PubMed

Dole, T R; Luberti, A A

2000-04-01

Developing a comprehensive electronic medical record system to serve ambulatory care providers in a large health care enterprise requires significant time and resources. One approach to achieving this system is to devise a series of short-term, workable solutions until a complete system is designed and implemented. The initial solution introduced a basic (mini) medical record system that provided an automated problem/summary sheet and decentralization of ambulatory-based medical records. The next step was to partner with an information system vendor committed to continued development of the long-term system capable of supporting the health care organization well into the future.

40 years of Landsat images: What we learned about science and politics

NASA Astrophysics Data System (ADS)

Dozier, Jeff

2014-03-01

The first Landsat (then called ERTS - Earth Resources Technology Satellite) launched in 1972. Landsat 8 launched in February 2013. The 40 + years of images have yielded a remarkable history of changes in Earth's land surface, and the program has accomplished significant technological achievements. However, the sustained long-term record owes more to luck than careful program planning, and especially benefitted from the remarkable 27-year life of Landsat 5. Recommendations for the future center mainly on making the program a real Program with a commitment to sustaining it, as well as some ideas to reduce cost and improve effectiveness.

An Introduction to Web Accessibility, Web Standards, and Web Standards Makers

ERIC Educational Resources Information Center

McHale, Nina

2011-01-01

Librarians and libraries have long been committed to providing equitable access to information. In the past decade and a half, the growth of the Internet and the rapid increase in the number of online library resources and tools have added a new dimension to this core duty of the profession: ensuring accessibility of online resources to users with…

Resource Accountability: Enforcing State Responsibilities for Sufficient and Equitable Resources Used Effectively to Provide All Students a Quality Education

ERIC Educational Resources Information Center

Sciarra, David G.; Hunter, Molly A.

2015-01-01

Darling-Hammond, Wilhoit, and Pittenger (2014) addressed the need for states to align their accountability systems with new college- and career-ready learning standards. The authors recommended a new accountability paradigm that focuses on 1) meaningful learning, enabled by 2) professionally skilled and committed educators, and supported by 3)…

The Oregon Court of Appeals and the State Civil Commitment Statute.

PubMed

Bloom, Joseph D; Britton, Juliet; Berry, Wil

2017-03-01

In 1973 the Oregon Legislature passed a major revision of its civil commitment law adopting changes that mirrored those taking place across the United States. The new sections offered significant protections of the rights of individuals who are alleged to have mental illness, a limitation on the length of commitment, the adoption of both dangerousness and gravely disabled type commitment criteria and the adoption of "beyond a reasonable doubt" as the standard of proof for commitment hearings. From 1973 to the present time, the Oregon Court of Appeals adjudicated a large number of appeals emanating from civil commitment courts. This article is based on a review of 98 written Oregon Court of Appeals commitment decisions from the years 1998 through 2015 and is accompanied by a review of legislative intent in 1973. It appears that the court of appeals has significantly altered the 1973 legislative changes by moving the dangerousness criteria to imminence and the gravely disabled criteria to a focus on survival. Empirically, civil commitment has dramatically decreased in Oregon over a 40-year period and the case law, as developed by Oregon Court of Appeals, has had a significant contributing role in this reduction. © 2017 American Academy of Psychiatry and the Law.

Measuring performance improvement: total organizational commitment or clinical specialization.

PubMed

Caron, Aleece; Jones, Paul; Neuhauser, Duncan; Aron, David C

2004-01-01

Resources for hospitals are limited when they are faced with multiple publicly reported performance measures as tools to assess quality. The leadership in these organizations may choose to focus on 1 or 2 of these outcomes. An alternative approach is that the leadership may commit resources or create conditions that result in improved quality over a broad range of measures. We used aggregated data on mortality, length of stay, and obstetrical outcomes from Greater Cleveland Health Quality Choice data to test these theories. We used Pearson correlation analysis to determine of outcomes were correlated with one another. We used repeated-measures ANOVA to determine if an association existed between outcome and time and outcome and hospital. All of the outcomes across all hospitals demonstrate a trend of overall improvement. Both the Pearson and ANOVA result support the hypothesis for the organization-wide approach to quality improvement. Hospital that make improvements in one clinical area trend to make improvements in others. Hospitals that produce improvements in limited clinical or administrative areas may not have completely adopted CQI into their culture or may not have yet realized the benefits of their organizational commitments, but use some of the concepts to improve quality outcomes.

Efficacy beliefs predict collaborative practice among intensive care unit nurses.

PubMed

Le Blanc, Pascale M; Schaufeli, Wilmar B; Salanova, Marisa; Llorens, Susana; Nap, Raoul E

2010-03-01

This paper is a report of an investigation of whether intensive care nurses' efficacy beliefs predict future collaborative practice, and to test the potential mediating role of team commitment in this relationship. Recent empirical studies in the field of work and organizational psychology have demonstrated that (professional) efficacy beliefs are reciprocally related to workers' resources and well-being over time, resulting in a positive gain spiral. Moreover, there is ample evidence that workers' affective commitment to their organization or work-team is related to desirable work behaviours such as citizenship behaviour. A longitudinal design was applied to questionnaire data from the EURICUS-project. Structural Equation Modelling was used to analyse the data. The sample consisted of 372 nurses working in 29 different European intensive care units. Data were collected in 1997 and 1998. However, our research model deals with fundamental psychosocial processes that are not time-dependent. Moreover, recent empirical literature shows that there is still room for improvement in ICU collaborative practice. The hypotheses that (i) the relationship between efficacy beliefs and collaborative practice is mediated by team commitment and (ii) efficacy beliefs, team commitment and collaborative practice are reciprocally related were supported, suggesting a potential positive gain spiral of efficacy beliefs. Healthcare organizations should create working environments that provide intensive care unit nurses with sufficient resources to perform their job well. Further research is needed to design and evaluate interventions for the enhancement of collaborative practice in intensive care units.

Benefits of CHP Partnership

EPA Pesticide Factsheets

Learn about the benefits of being a EPA CHP Partner, which include expert advice and answers to questions, CHP news, marketing resources, publicity and recognition, and being associated with EPA through a demonstrated commitment to CHP.

7 CFR 650.7 - When to prepare an EIS.

Code of Federal Regulations, 2010 CFR

2010-01-01

... objectives but avoid adverse environmental effects? (4) Short-term uses versus long-term productivity. Will...-term productivity as a tradeoff for short-term uses? (5) Commitment of resources. Will the proposed...

Media | Office of Cancer Clinical Proteomics Research

Cancer.gov

The Office of Cancer Clinical Proteomics Research (OCCPR) is committed to providing the media with timely and accurate information.  This section offers key resources for patients, cancer researchers, physicians, and media professionals.

Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System.

PubMed

Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

2015-12-01

Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller's organizational commitment inventory, and the Lodahl and Kejner's job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P < 0.001). This study showed that the employees in the Kashan PEMS obtained half of the score of organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees' job involvement and organizational commitment.

A comparison of the legal frameworks supporting water management in Europe and China.

PubMed

Yang, X; Griffiths, I M

2010-01-01

This paper has compared the legal frameworks supporting water management in Europe and China, with special focus on integrated river basin management (IRBM) to identify synergies and opportunities in policymaking and implementation. The research shows that China has committed to the efficient management of water resources through various policy tools during the current period. This commitment, however, has often been interrupted and distorted by politics, resulting in the neglect of socioeconomic and environmental priorities. The European legal framework supporting water management underwent a complex and lengthy development, but with the adoption of the Water Framework Directive provides a policy model on which to develop an integrated and sustainable approach to river basin management, elements of which may help to meet the demands of the emerging 21st century Chinese society on these critical natural resources.

Proposing evidence-based strategies to strengthen implementation of healthcare reform in resource-limited settings: a summative analysis

PubMed Central

Manyazewal, Tsegahun; Oosthuizen, Martha J; Matlakala, Mokgadi C

2016-01-01

Objectives Many resource-limited countries have adopted and implemented healthcare reform to improve the quality of healthcare, but few have had much impact and strategies in support of these efforts remain limited. We aimed to explore and propose evidence-based strategies to strengthen implementation of healthcare reform in resource-limited settings. Design Descriptive and exploratory designs in two phases. Phase I involved assessing the effectiveness of the healthcare reform implemented in Ethiopia in the form of business process reengineering, with evidence compiled from healthcare professionals through a self-administered questionnaire; and phase II involved proposing strategies and seeking consensus from experts using Delphi method. Setting Public hospitals in central Ethiopia. Participants 406 healthcare professionals and 10 senior health policy experts. Findings The healthcare reform that we evaluated was able to restructure hospital departments into case teams, with the goal of adopting a ‘one-stop shopping’ approach. However, shortages of critical infrastructure, furniture and supplies and job dissatisfaction continued to hamper the system. The most important predictors that influenced implementation of the reform were financial resources, top management commitment and support, collaborative working environment and information technology (IT). Five strategies with 14 operational objectives and 67 potential interventions that could strengthen the reform are proposed based on their strategic priority, which are as follows: reinforce patient-centred quality of care services; foster a healthy and respectful workforce environment; efficient and accountable leadership and governance; efficient use of hospital financing and maximise innovations and the use of health technologies. Conclusions Effective implementation of healthcare reform remained a challenge for governments in resource-limited settings. Resilient operational, clinical and governance functions of health systems, as well as a motivated and committed health workforce, are important to move healthcare reform processes forward. Political commitments at this juncture might be critical though there need to be a clear demarcation between political and technical engagements. PMID:27650769

Development Trajectories and Predictors of the Role Commitment of Nursing Preceptors.

PubMed

Wang, Wei-Fang; Hung, Chich-Hsiu; Li, Chung-Yi

2018-06-01

The commitment of nursing preceptors to their role is an important driving force that supports their clinical teaching and affects teaching quality. Role commitment undergoes dynamic development and thus changes over time. Existing studies have utilized only cross-sectional study designs and have not analyzed the changes in commitment trajectories with related factors. This study aimed to investigate the development trajectories of the commitment of preceptors and to examine the predictors between the trajectories of role commitment among nursing preceptors. A single-group, repeated-measures design was adopted, and 59 participants completed the Commitment to the Preceptor Role Scale and the Preceptor's Perception of Support Scale. The latent class growth analysis method was used to estimate the trajectory class patterns. The Wilcoxon rank-sum test, a nonparametric method, was used to compare the differences in demographic characteristics between the trajectories of commitment among nursing preceptors. Predictors were examined using binary logistic regression analysis. The two-class model was the best-fitting model to describe the trajectories of nursing preceptor commitment. The two classes in this model were "low commitment," which accounted for 90.3% of all the participants, and "high commitment," which accounted for 9.7%. A significant difference was found between the two classes in terms of motivation for being a preceptor (p = .048). Neither demographic characteristics nor organizational support had a predictive effect on the trajectories of commitment development. This study found a low level of role commitment among new preceptors. Moreover, internal motivation was found to be a significant factor affecting the trajectories of this commitment. Therefore, institutions should foster an appropriate environment to enhance the role identity of preceptors as well as cultivate and stimulate their commitment to this role.

Effects of core self-evaluations on the job burnout of nurses: the mediator of organizational commitment.

PubMed

Zhou, Yangen; Lu, Jiamei; Liu, Xianmin; Zhang, Pengcheng; Chen, Wuying

2014-01-01

To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. To enhance nurses' Core self-evaluations can reduce the incidence of job burnout.

Relationships between professional commitment, job satisfaction, and work stress in public health nurses in Taiwan.

PubMed

Lu, Kuei-Yun; Chang, Liang-Chih; Wu, Hong-Lan

2007-01-01

The purpose of this study was to assess both direct and indirect relationships between professional commitment, job satisfaction, and work stress in public health nurses (PHNs) in Taiwan. The two major questions addressed were as follows: What were the professional commitment, job satisfaction, and work stress among PHNs? What model accurately portrays the relationships between these three independent variables? Exploration of the causal pathways among these variables revealed a fitness model. A structured, self-administered questionnaire with three scales was distributed to the subjects. A total of 258 subjects completed the questionnaire, yielding a 90% response rate. Results demonstrate a significant, direct, and positive effect of professional commitment on job satisfaction, as well as a significant inverse influence of job satisfaction on work stress. An indirect effect of professional commitment on work stress through job satisfaction was also revealed in the findings. All paths in the model were significant (P < .05). The findings of the study can help show that professional commitment plays an antecedent role to job satisfaction and work stress of nurses. This study suggests that professional commitment is an important factor related to work stress and that health care institutions should be concerned with this issue.

Does Individual Stigma Predict Mental Health Funding Attitudes? Toward an Understanding of Resource Allocation and Social Climate.

PubMed

DeLuca, Joseph S; Clement, Timothy W; Yanos, Philip T

2017-01-01

The uneven progression of mental health funding in the United States, and the way that the funding climate seems to be influenced by local and regional differences, raises the issue of what factors, including stigma, may impact mental health funding decisions. Criticisms that mental health stigma research is too individually-focused have led researchers to consider how broader, macro-level forms of stigma - such as structural stigma - intersect with micro-level forms of individual stigma. While some studies suggest that macro and micro stigma levels are distinct processes, other studies suggest a more synergistic relationship between structural and individual stigma. Participants in the current study (N = 951; national, convenience sample of the U.S.) completed a hypothetical mental health resource allocation task (a measure of structural discrimination). We then compared participants' allocation of resources to mental health to participants' endorsement of negative stereotypes, beliefs about recovery and treatment, negative attributions, intended social distancing, microaggressions, and help-seeking (measures of individual stigma). Negative stereotyping, help-seeking self-stigma, and intended social distancing behaviors were weakly but significantly negatively correlated with allocating funds to mental health programs. More specifically, attributions of blame and anger were positively correlated to funding for vocational rehabilitation; attributions of dangerousness and fear were negatively correlated to funding for supported housing and court supervision and outpatient commitment; and attributions of anger were negatively correlated to funding for inpatient commitment and hospitalization. Individual stigma and sociodemographic factors appear to only partially explain structural stigma decisions. Future research should assess broader social and contextual factors, in addition to other beliefs and worldviews (e.g., allocation preference questionnaire, economic beliefs).

Family Commitment and Work Characteristics among Pharmacists

PubMed Central

Gubbins, Paul O.; Ragland, Denise; Castleberry, Ashley N.; Payakachat, Nalin

2015-01-01

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse’s family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants’ mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males (p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment (p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated. PMID:28975924

Family Commitment and Work Characteristics among Pharmacists.

PubMed

Gubbins, Paul O; Ragland, Denise; Castleberry, Ashley N; Payakachat, Nalin

2015-12-17

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse's family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants' mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males ( p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment ( p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated.

Dual or dueling culture and commitment: The impact of a tri-hospital merger.

PubMed

Jones, Janice M

2003-04-01

This article addresses differences in RNs' commitment to their employing hospital versus the umbrella corporate organization, and the role of organizational culture during a tri-hospital merger. This study is the first to investigate the construct of dual commitment in healthcare organizations. Fiscal restraints, decreasing reimbursement, and increasing competition have made organizational mergers and acquisitions prevalent. As corporate culture changes, organizational variables previously related to organizational commitment may no longer apply. RNs employed on general nursing units at 3 hospitals involved in a merger process completed 2 versions of Mowday's Organizational Commitment Questionnaire. Commitment to hospital and corporate system were examined. Semi-structured interviews, participant observation, and analysis of company documents assessed the organizational culture changes that have occurred. Thirty-one percent of the nurses returned completed questionnaires; 9 were interviewed. RNs from the acquiring hospital demonstrated a significantly stronger commitment to the corporate system than the nurses from the acquired hospitals. The RNs at all 3 hospitals showed significantly greater commitment to their own particular hospital than to the umbrella corporate system. Moderate level of commitment reflected uncertainty of job status, work overload, and feelings of unappreciation. These attitudes prevent nurses from exerting efforts on behalf of the organization.

Factors that impact clinical laboratory scientists' commitment to their work organizations.

PubMed

Bamberg, Richard; Akroyd, Duane; Moore, Ti'eshia M

2008-01-01

To assess the predictive ability of various aspects of the work environment for organizational commitment. A questionnaire measuring three dimensions of organizational commitment along with five aspects of work environment and 10 demographic and work setting characteristics was sent to a national, convenience sample of clinical laboratory professionals. All persons obtaining the CLS certification by NCA from January 1, 1997 to December 31, 2006. Only respondents who worked full-time in a clinical laboratory setting were included in the database. Levels of affective, normative, and continuance organizational commitment, organizational support, role clarity, role conflict, transformational leadership behavior of supervisor, and organizational type, total years work experience in clinical laboratories, and educational level of respondents. Questionnaire items used either a 7-point or 5-point Likert response scale. Based on multiple regression analysis for the 427 respondents, organizational support and transformational leadership behavior were found to be significant positive predictors of affective and normative organizational commitment. Work setting (non-hospital laboratory) and total years of work experience in clinical laboratories were found to be significant positive predictors of continuance organizational commitment. Overall the organizational commitment levels for all three dimensions were at the neutral rating or below in the slightly disagree range. The results indicate a less than optimal level of organizational commitment to employers, which were predominantly hospitals, by CLS practitioners. This may result in continuing retention problems for hospital laboratories. The results offer strategies for improving organizational commitment via the significant predictors.

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences.

PubMed

Azizollah, Arbabisarjou; Abolghasem, Farhang; Mohammad Amin, Dadgar

2015-12-14

Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences.  This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach's Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P<0.05. The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

PubMed Central

Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

2016-01-01

Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P<0.05. Findings: The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

Global biodiversity: indicators of recent declines

USGS Publications Warehouse

Butchart, Stuart H.M.; Walpole, Matt; Collen, Ben; Van Strien, Arco; Scharlemann, Jorn P.W.; Almond, Rosamunde E.A.; Baillie, Jonathan E.M.; Bomhard, Bastian; Brown, Claire; Bruno, John; Carpenter, Kent E.; Carr, Genevieve M.; Chanson, Janice; Chenery, Anna M.; Csirke, Jorge; Davidson, Nick C.; Dentener, Frank; Foster, Matt; Galli, Alessandro; Galloway, James N.; Genovesi, Piero; Gregory, Richard D.; Hockings, Marc; Kapos, Valerie; Lamarque, Jean-Francois; Leverington, Fiona; Loh, Jonathan; McGeoch, Melodie A.; McRae, Louise; Minasyan, Anahit; Morcillo, Monica Hernandez; Oldfield, Thomasina E.E.; Pauly, Daniel; Quader, Suhel; Revenga, Carmen; Sauer, John R.; Skolnik, Benjamin; Spear, Dian; Stanwell-Smith, Damon; Stuart, Simon N.; Symes, Andy; Tierney, Megan; Tyrrell, Tristan D.; Vie, Jean-Christophe; Watson, Reg

2011-01-01

In 2002, world leaders committed, through the Convention on Biological Diversity, to achieve a significant reduction in the rate of biodiversity loss by 2010. We compiled 31 indicators to report on progress toward this target. Most indicators of the state of biodiversity (covering species' population trends, extinction risk, habitat extent and condition, and community composition) showed declines, with no significant recent reductions in rate, whereas indicators of pressures on biodiversity (including resource consumption, invasive alien species, nitrogen pollution, overexploitation, and climate change impacts) showed increases. Despite some local successes and increasing responses (including extent and biodiversity coverage of protected areas, sustainable forest management, policy responses to invasive alien species, and biodiversity-related aid), the rate of biodiversity loss does not appear to be slowing.

A Meta-Analysis: Exploring the Effects of Gender on Organisational Commitment of Teachers

ERIC Educational Resources Information Center

Dalgiç, Gülay

2014-01-01

The consequences of organisational commitment (OC) are of great importance to organisations. Considering the effect of teacher commitment on student success and the increasing teacher turnover rates in the world, studies focusing on the organisational commitment of teachers gained more importance. However there is still a significant gap about the…

Context matters: the impact of unit leadership and empowerment on nurses' organizational commitment.

PubMed

Laschinger, Heather K Spence; Finegan, Joan; Wilk, Piotr

2009-05-01

The aim of this study was to test a multilevel model linking unit-level leader-member exchange quality and structural empowerment to nurses' psychological empowerment and organizational commitment at the individual level of analysis. Few studies have examined the contextual effects of unit leadership on individual nurse outcomes. Workplace empowerment has been related to retention outcomes such as organizational commitment in several studies, but few have studied the impact of specific unit characteristics within which nurses work on these outcomes. We surveyed 3,156 nurses in 217 hospital units to test the multilevel model. A multilevel path analysis revealed significant individual and contextual effects on nurses' organizational commitment. Both unit-level leader-member exchange quality and structural empowerment had significant direct effects on individual-level psychological empowerment and organizational commitment. Psychological empowerment mediated the relationship between core self-evaluations and organizational commitment at the individual level of analysis. The contextual effects of positive supervisor relationships and their influence on empowering working conditions at the unit level and, subsequently, nurses' organizational commitment highlight the importance of leadership for creating conditions that result in a committed nursing workforce.

The Exchange Relationship between Work-Family Enrichment and Affective Commitment: the Moderating Role of Gender.

PubMed

Marques, António Manuel; Chambel, Maria José; Pinto, Inês

2015-06-03

Workers' perception that their job experience enriches their family life has been considered a mechanism that explains their positive attitudes toward the organization where they work. However, because women and men live their work and family differently, gender may condition this relationship between the work-family enrichment and workers' attitudes. With a sample of 1885 workers from one Portuguese bank, with 802 women, the current study investigated the relationship between work-family enrichment and organizational affective commitment as well as the role of sex as a moderator of this relationship. The hypotheses were tested by using regression analysis. The results indicated that the perception held by workers that their work enriches their family is positively correlated with their affective commitment toward the organization. Furthermore, the data revealed that this relationship is stronger for women than for men. Study results have implications for management, particularly for human resource management, enhancing their knowledge about the relationship of work-family enrichment and workers' affective commitment toward organization.

The effects of mortality salience on escalation of commitment.

PubMed

Yen, Chih-Long; Lin, Chun-Yu

2012-01-01

Based on propositions derived from terror management theory (TMT), the current study proposes that people who are reminded of their mortality exhibit a higher degree of self-justification behavior to maintain their self-esteem. For this reason, they could be expected to stick with their previous decisions and invest an increasing amount of resources in those decisions, despite the fact that negative feedback has clearly indicated that they might be on a course toward failure (i.e., "escalation of commitment"). Our experiment showed that people who were reminded of their mortality were more likely to escalate their level of commitment by maintaining their current course of action. Two imaginary scenarios were tested. One of the scenarios involved deciding whether to send additional troops into the battlefield when previous attempts had failed; the other involved deciding whether to continue developing an anti-radar fighter plane when the enemy had already developed a device to detect it. The results supported our hypothesis that mortality salience increases the tendency to escalate one's level of commitment.

Implementation Of The Materials Certification Process

DOT National Transportation Integrated Search

2000-05-26

The South Dakota Department of Transportation has committed resources to investigate certification practices across the United States, and to develop and implement an improved material certification process. The research team reviewed Study SD96-06 a...

78 FR 69173 - University Transportation Centers Program

Federal Register 2010, 2011, 2012, 2013, 2014

2013-11-18

... DEPARTMENT OF TRANSPORTATION Research and Innovative Technology Administration University... University Transportation Centers (UTCs) program. Funds for this grant program are authorized beginning on..., technology and education resources, leadership, multi-modal research capability, and commitment to...

Water Power Technologies FY 2017 Budget At-A-Glance

DOE Office of Scientific and Technical Information (OSTI.GOV)

None

2016-03-01

The Water Power Program is committed to developing and deploying a portfolio of innovative technologies and market solutions for clean, domestic power generation from water resources across the U.S. (hydropower, marine and hydrokinetics).

23 CFR 773.106 - Application requirements for participation in the program.

Code of Federal Regulations, 2010 CFR

2010-04-01

...; (ii) A description of any changes to the State DOT's organizational structure that are deemed... (b)(4) of this part, and a commitment to make adequate financial resources available to meet these...

The mediating role of organizational subcultures in health care organizations.

PubMed

Lok, Peter; Rhodes, Jo; Westwood, Bob

2011-01-01

This study aims to investigate the mediating role of organizational subculture between job satisfaction, organizational commitment (dependent variables) and leadership, culture (independent variables) in health care organizations. A survey on nurses from 26 wards from various types of hospital was used. A total of 251 usable returns were collected for the analysis (i.e. response rate of 63 per cent). Structural equation analysis was conducted to obtain the best fit model and to determine the direction of the causal effect between job satisfaction and commitment, and the role of subculture as a mediating variable, between commitment of its other antecedents. Comparisons with alternative models confirmed satisfaction as an antecedent of commitment and the role of subculture as a mediating variable. The results of this study contribute to the clarification of the causal relations of the antecedents of commitment, and highlight the important role of local leadership and subculture in determining employees' job satisfaction and commitment. The results of this study should not be generalized to other industries and other national cultural context. Furthermore, a longitudinal study may be necessary to determine the causal relationship of variables used in this study. The findings could provide managers with valuable insight to focus their limited resources on improving the level of organizational commitment via the mediating role of organizational culture. The research findings provide managers with a new lens to examine organizational culture using the three perspectives of: bureaucratic, supportive, and innovative. Furthermore, the results could renew interest in developing other organizational subculture models that determine the relationship between organizational subculture and commitment

Occupational commitment and job satisfaction mediate effort-reward imbalance and the intention to continue nursing.

PubMed

Satoh, Miho; Watanabe, Ikue; Asakura, Kyoko

2017-01-01

Occupational commitment and job satisfaction are major predictors of the intention to continue nursing. This study's purpose was to verify the mediating effects of job satisfaction and three components of occupational commitment on the relationship between effort-reward imbalance and the intention to continue nursing. A self-report questionnaire was distributed to 3977 nurses by the nursing department of 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of these, 1531 (response rate: 38.5%) nurses returned the questionnaire by mail and the complete data that were provided by 1241 nurses (valid response rate: 31.2%) were analyzed. Structural equation modeling showed that the effort-reward ratio had negative effects on job satisfaction and affective and normative occupational commitment. Job satisfaction and affective and normative occupational commitment had positive effects on the intention to continue nursing, whereas the effort-reward ratio had no direct effect on the intention to continue nursing. Continuance occupational commitment was not a mediator, but it positively influenced the intention to continue nursing. The findings suggest that it is important to increase job satisfaction and affective and normative occupational commitment in order to enhance their buffering effects on the relationship between job stress and the intention to continue nursing. Measures to increase continuance occupational commitment also would be an effective method of strengthening the intention to continue nursing. Improvements in these areas should contribute to an increase in nurses' intention to continue nursing and prevent the loss of this precious human resource from the health sector. © 2016 Japan Academy of Nursing Science.

Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study.

PubMed

Faraji, Obeidollah; Ramazani, Abbas Ali; Hedaiati, Pouria; Aliabadi, Ali; Elhamirad, Samira; Valiee, Sina

2015-11-01

Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of "demographic information", "job characteristics model," and "organizational commitment," in 2011. Study data were analyzed using SPSS v. 16. There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). According to the results, managers of the hospitals should increase staff's commitment through paying attention to proper job designing.

Decision making.

PubMed

Chambers, David W

2011-01-01

A decision is a commitment of resources under conditions of risk in expectation of the best future outcome. The smart decision is always the strategy with the best overall expected value-the best combination of facts and values. Some of the special circumstances involved in decision making are discussed, including decisions where there are multiple goals, those where more than one person is involved in making the decision, using trigger points, framing decisions correctly, commitments to lost causes, and expert decision makers. A complex example of deciding about removal of asymptomatic third molars, with and without an EBD search, is discussed.

Refugee Health: An Ongoing Commitment and Challenge

PubMed Central

Efird, Jimmy T.; Bith-Melander, Pollie

2018-01-01

Refugees represent a diverse group of displaced individuals with unique health issues and disease risks. The obstacles facing this population have their origins in war, violence, oppression, exploitation, and fear of persecution. Regardless of country of origin, a common bond exists, with refugees often confronting inadequate healthcare resources, xenophobia, discrimination, and a complex web of legal barriers in their new homelands. In many cases, the plight of refugees is multigenerational, manifesting as mental health issues, abuse, poverty, and family disruption. The health trajectory of refugees remains an ongoing commitment and challenge. PMID:29342831

Promise Without Presence: A New Approach To US Global Commitments

DTIC Science & Technology

2016-02-11

stateside removes the temptation of ill-advised military action and forces domestic debate on engaging US military forces overseas. Ultimately, by...and depression and suicide issues.42 In addition, keeping resources at home decreases wear on deployable assets and permits re-apportionment of...the Will, Commitment, and Strategy to End Military  Suicides   (New York, NY: Oxford University Press, 2015), 238‐241.  43 C. T. Sandars, America’s

The rate commitment to ISO 214 standard among the persian abstracts of approved research projects at school of health management and medical informatics, Isfahan University of Medical Sciences, Isfahan, Iran.

PubMed

Papi, Ahmad; Khalaji, Davoud; Rizi, Hasan Ashrafi; Shabani, Ahmad; Hassanzadeh, Akbar

2014-01-01

Commitment to abstracting standards has a very significant role in information retrieval. The present research aimed to evaluate the rate of Commitment to ISO 214 Standard among the Persian abstracts of approved research projects at School of Health Management and Medical Informatics, Isfahan University of Medical Sciences, Isfahan, Iran. This descriptive study used a researcher-made checklist to collect data, which was then analyzed through content analysis. The studied population consisted of 227 approved research projects in the School of Health Management and Medical Informatics, Isfahan University of Medical Sciences during 2001-2010. The validity of the checklist was measured by face and content validity. Data was collected through direct observations. Statistical analyzes including descriptive (frequency distribution and percent) and inferential statistics (Chi-square test) were performed in SPSS-16. The highest and lowest commitment rates to ISO 214 standard were in using third person pronouns (100%) and using active verbs (34/4%), respectively. In addition, the highest commitment rates to ISO 214 standard (100%) related to mentioning third person pronouns, starting the abstract with a sentence to explain the subject of the research, abstract placement, and including keyword in 2009. On the other hand, during 2001-2003, the lowest commitment rate was observed in reporting research findings (16/7%). Moreover, various educational groups differed significantly only in commitment to study goals, providing research findings, and abstaining from using abbreviations, signs, and acronyms. Furthermore, educational level of the corresponding author was significantly related with extracting the keywords from the text. Other factors of ISO 214 standard did not have significant relations with the educational level of the corresponding author. In general, a desirable rate of commitment to ISO 214 standard was observed among the Persian abstracts of approved research projects at the School of Health Management and Medical Informatics of Isfahan University of Medical Sciences. However, commitment rates differed between years. In addition, commitment to ISO 214 standard was not significantly related with educational group and level.

A sociodrama: an innovative program engaging college students to learn and self-reflect about alcohol use.

PubMed

Haleem, Diane M; Winters, Justin

2011-08-01

A sociodrama addressing college drinking.   This article reports on the development, production, and evaluation of an innovative sociodrama addressing college drinking mental health professionals caring for students who drink at levels that cause negative consequences can use techniques addressed in the sociodrama to help students self-reflect on their alcohol use. The goal is to help students make healthy choices to decrease the negative consequences as a result of drinking. A script for the sociodrama was developed and five students acted out the sociodrama. A facilitator engaged the audience of college students, at scripted pauses, during the production to reflect on the scenes presented. The purpose of the sociodrama is to foster a discussion, to aid in student understanding concerning college drinking, to have students consider and commit to use harm reduction techniques, to access resources, and to correct misperceptions about drinking. The sociodrama format can help address communication challenges, problem solving, and self-awareness. Pre- and post-surveys were administered to test commitment to use harm reduction techniques, assess the perception of a student's own drinking pattern to the perception of their fellow student colleague drinking, assess the student use of resources, and assess the effectiveness of the sociodrama as a means of learning. This research was Institutional Review Board approved. Over 41% of students reported not consuming alcohol the last time they partied or socialized yet reported only 3.8% of their students colleagues did not consume alcohol. Most students (94%) reported that drinking five or more drinks would place them at risk as opposed to estimating that the same amount would put fewer students at risk (75%). Students significantly increased their commitment to use harm reduction techniques. A sociodrama is an effective method of involving students in discussions about college drinking and engaging them in conversation and self-reflection. © 2011 Wiley Periodicals, Inc.

High school students' knowledge and experience with a peer who committed or attempted suicide: a focus group study.

PubMed

Shilubane, Hilda N; Ruiter, Robert A C; Bos, Arjan E R; Reddy, Priscilla S; van den Borne, Bart

2014-10-18

Suicide is a major public health problem for adolescents in South Africa, and also affects those associated with them. Peers become more important during adolescence and can be a significant source of social support. Because peers may be the first to notice psychological problems among each other, the present study's objectives were to assess students' knowledge about suicide, perceived risk factors, signs of poor mental health in adolescents who committed suicide, students' awareness of available mental health care and resources, and beliefs about prevention. This qualitative study used focus group discussions to elicit the thoughts and feelings of high school students who had a peer who committed or attempted suicide. Peers and class mates of suicide attempters and suicide completers were identified with the help of a social worker and school management and were invited to participate. All focus group discussions were audio taped and analyzed. A total of 56 adolescents (13-19 years of age) from Limpopo schools in South Africa participated in six focus group discussions. The data were analyzed by NVivo version 8, using an inductive approach. Participants reported to be affected by the suicide attempt or completed suicide. They felt guilty about their failure to identify and prevent the suicide and displayed little knowledge of warning signs for suicidal behaviour. They identified several risk factors for the suicide of their peers, such as poor relationship issues, teenage pregnancy, punishment, and attention seeking behaviour. Resources for students with mental health problems and survivors of suicide attempts were not perceived to be available at schools and elsewhere. School-based suicide prevention programs based on theory and evidence are necessary. Such interventions should also focus on detection of mental health problems by peers. Counseling services for students with mental health problems and suicide survivors should be available and made known to students at risk and peers.

Clinicians’ Perceptions of Implementation Extensiveness of 100% Tobacco Free Practices: A Longitudinal Study of New York State1

PubMed Central

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

2013-01-01

In 2008, New York State required substance use disorder treatment organizations to be 100% tobacco-free. This longitudinal study examined clinicians’ perceptions of the implementation extensiveness of the tobacco-free practices approximately 10–12 months (Time 1) and 20–24 months (Time 2) post regulation and investigated whether clinicians’ commitment to change and use of provided resources at Time 1 predicts perceptions of implementation extensiveness at Time 2. Clinicians (N = 287) noted a mean implementation of 5.60 patient practices (0–10 scale), 2.33 visitor practices (0–8 scale), and 6.66 employee practices (0–12 scale) at Time 1. At Time 2, clinicians perceived a mean implementation of 5.95 patient practices (no increase from Time 1), 2.89 visitor practices (increase from Time 1), and 7.12 employee practices (no increase from Time 1). Commitment to change and use of resources positively predicted perceived implementation extensiveness of visitor and employee practices. The use of resources positively predicted implementation for patient practices. PMID:23430285

Two-stage stochastic unit commitment model including non-generation resources with conditional value-at-risk constraints

DOE Office of Scientific and Technical Information (OSTI.GOV)

Huang, Yuping; Zheng, Qipeng P.; Wang, Jianhui

2014-11-01

tThis paper presents a two-stage stochastic unit commitment (UC) model, which integrates non-generation resources such as demand response (DR) and energy storage (ES) while including riskconstraints to balance between cost and system reliability due to the fluctuation of variable genera-tion such as wind and solar power. This paper uses conditional value-at-risk (CVaR) measures to modelrisks associated with the decisions in a stochastic environment. In contrast to chance-constrained modelsrequiring extra binary variables, risk constraints based on CVaR only involve linear constraints and con-tinuous variables, making it more computationally attractive. The proposed models with risk constraintsare able to avoid over-conservative solutions butmore » still ensure system reliability represented by loss ofloads. Then numerical experiments are conducted to study the effects of non-generation resources ongenerator schedules and the difference of total expected generation costs with risk consideration. Sen-sitivity analysis based on reliability parameters is also performed to test the decision preferences ofconfidence levels and load-shedding loss allowances on generation cost reduction.« less

Clinicians' perceptions of implementation extensiveness of 100% tobacco free practices: a longitudinal study of New York state.

PubMed

Eby, Lillian T de Tormes; Laschober, Tanja C

2014-01-01

In 2008, the state of New York required substance use disorder treatment organizations to be 100% tobacco-free. This longitudinal study examined clinicians' perceptions of the implementation extensiveness of the tobacco-free practices approximately 10-12 months (Time 1) and 20-24 months (Time 2) post regulation and investigated whether clinicians' commitment to change and use of provided resources at Time 1 predicts perceptions of implementation extensiveness at Time 2. Clinicians (N = 287) noted a mean implementation of 5.60 patient practices (0-10 scale), 2.33 visitor practices (0-8 scale), and 6.66 employee practices (0-12 scale) at Time 1. At Time 2, clinicians perceived a mean implementation of 5.95 patient practices (no increase from Time 1), 2.89 visitor practices (increase from Time 1), and 7.12 employee practices (no increase from Time 1). Commitment to change and use of resources positively predicted perceived implementation extensiveness of visitor and employee practices. The use of resources positively predicted implementation for patient practices.

Distracted driving in elderly and middle-aged drivers.

PubMed

Thompson, Kelsey R; Johnson, Amy M; Emerson, Jamie L; Dawson, Jeffrey D; Boer, Erwin R; Rizzo, Matthew

2012-03-01

Automobile driving is a safety-critical real-world example of multitasking. A variety of roadway and in-vehicle distracter tasks create information processing loads that compete for the neural resources needed to drive safely. Drivers with mind and brain aging may be particularly susceptible to distraction due to waning cognitive resources and control over attention. This study examined distracted driving performance in an instrumented vehicle (IV) in 86 elderly (mean=72.5 years, SD=5.0 years) and 51 middle-aged drivers (mean=53.7 years, SD=9.3 year) under a concurrent auditory-verbal processing load created by the Paced Auditory Serial Addition Task (PASAT). Compared to baseline (no-task) driving performance, distraction was associated with reduced steering control in both groups, with middle-aged drivers showing a greater increase in steering variability. The elderly drove slower and showed decreased speed variability during distraction compared to middle-aged drivers. They also tended to "freeze up", spending significantly more time holding the gas pedal steady, another tactic that may mitigate time pressured integration and control of information, thereby freeing mental resources to maintain situation awareness. While 39% of elderly and 43% of middle-aged drivers committed significantly more driving safety errors during distraction, 28% and 18%, respectively, actually improved, compatible with allocation of attention resources to safety critical tasks under a cognitive load. Copyright © 2011 Elsevier Ltd. All rights reserved.

Distracted Driving in Elderly and Middle-Aged Drivers

PubMed Central

Thompson, Kelsey R.; Johnson, Amy M.; Emerson, Jamie L.; Dawson, Jeffrey D.; Boer, Erwin R.

2011-01-01

Automobile driving is a safety-critical real-world example of multitasking. A variety of roadway and in-vehicle distracter tasks create information processing loads that compete for the neural resources needed to drive safely. Drivers with mind and brain aging may be particularly susceptible to distraction due to waning cognitive resources and control over attention. This study examined distracted driving performance in an instrumented vehicle (IV) in 86 elderly (mean = 72.5 years, SD = 5.0 years) and 51 middle-aged drivers (mean = 53.7 years, SD = 9.3 year) under a concurrent auditory-verbal processing load created by the Paced Auditory Serial Addition Task (PASAT). Compared to baseline (no-task) driving performance, distraction was associated with reduced steering control in both groups, with middle-aged drivers showing a greater increase in steering variability. The elderly drove slower and showed decreased speed variability during distraction compared to middle-aged drivers. They also tended to “freeze up”, spending significantly more time holding the gas pedal steady, another tactic that may mitigate time pressured integration and control of information, thereby freeing mental resources to maintain situation awareness. While 39% of elderly and 43% of middle-aged drivers committed significantly more driving safety errors during distraction, 28% and 18%, respectively, actually improved, compatible with allocation of attention resources to safety critical tasks under a cognitive load. PMID:22269561

Priority needs and wisdom strategy for blood transfusion safety in developing low-resource countries.

PubMed

Abdelrazik, Abeer Mohamed; Ezzat Ahmed, Ghada M

2016-02-01

To evaluate the implementation of alternative safety measures that reduce the risk of transfusion transmissible infections as an affordable measure in low resource countries. It is still difficult in developing countries with limited resources to mandate nucleic acid testing due to its high cost. Although NAT reduces the window period of infection, the developing countries are still in need of an efficient and effective transfusion programme before implementing the complex high cost NAT. Two thousand eight hundred eighty sero-negative first-time and repeat donations from Fayoum University Hospital blood bank were individually analysed by NAT for HIV, HBV and HCV. Only discriminatory-positive NAT were classified comparing the non-remunerated and family replacement donations. Significant discriminatory-positive differences were observed for HBV NAT results, 2 remunerated donations compared to 0 non-remunerated sero-negative donations. The discriminatory positive differences were also significant for HCV NAT results, 4 remunerated donations compared to 1 non-remunerated sero-negative donation. No sero-negative, discriminatory-positive NAT HIV case was found. Seven out of 8 discriminatory positive cases were from first time donations. In order to ensure blood safety, the recruitment and retention of voluntary, non-remunerated repeat donors should be a major commitment for low resource countries in which NAT implementation is costly and not feasible. Copyright © 2016 Elsevier Ltd. All rights reserved.

An Assessment of Meyer and Allen's (1991) Three-Component Model of Organizational Commitment and Turnover Intentions.

ERIC Educational Resources Information Center

Jaros, Stephen J.

1997-01-01

Data from 158 part-time graduate students employed full time and 160 aerospace engineers were used to test a model of organizational commitment. Contrary to expectations, the three components of commitment (affective, normative, continuance) differed in their effects on intention to quit. Affective commitment had a significantly stronger…

Effects of Core Self-Evaluations on the Job Burnout of Nurses: The Mediator of Organizational Commitment

PubMed Central

Zhou, Yangen; Lu, Jiamei; Liu, Xianmin; Zhang, Pengcheng; Chen, Wuying

2014-01-01

Objective To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Method Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. Results There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. Conclusions To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout. PMID:24755670

The impact of psychological capital on job burnout of Chinese nurses: the mediator role of organizational commitment.

PubMed

Peng, Jiaxi; Jiang, Xihua; Zhang, Jiaxi; Xiao, Runxuan; Song, Yunyun; Feng, Xi; Zhang, Yan; Miao, Danmin

2013-01-01

Nursing has a high risk of job burnout, but only a few studies have explored its influencing factors from an organizational perspective. The present study explores the impact of psychological capital on job burnout by investigating the mediating effect of organizational commitment on this relationship. A total of 473 female nurses from four large general hospitals in Xi'an City of China were selected as participants. Data were collected via the Psychological Capital Questionnaire, the Maslach Burnout Inventory-General Survey, and the Organizational Commitment Scale. Both psychological capital and organizational commitment were significantly correlated to job burnout. Structural equation modelling indicated that organizational commitment partially mediated the relationship between psychological capital and job burnout. The final model revealed a significant path from psychological capital to job burnout through organizational commitment. These findings extended prior reports and shed some light on the influence of psychological capital on job burnout.

Salt Lake City Area Integrated Projects Electric Power Marketing. Draft environmental impact statement: Volume 4, Appendixes B-D

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

1994-02-01

The Salt Lake City Area Office of the Western Area Power Administration (Western) markets electricity produced at hydroelectric facilities operated by the Bureau of Reclamation. The facilities are known collectively as the Salt Lake City Area Integrated Projects (SLCA/IP) and include dams equipped for power generation on the Green, Gunnison, Rio Grande, and Colorado rivers and on Deer and Plateau creeks in the states of Wyoming, Utah, Colorado, Arizona, and New Mexico. Of these facilities, only the Glen Canyon Unit, the Flaming Gorge Unit, and the Aspinall Unit (which includes Blue Mesa, Morrow Point, and Crystal dams;) are influenced bymore » Western power scheduling and transmission decisions. The EIS alternatives, called commitment-level alternatives, reflect combinations of capacity and energy that would feasibly and reasonably fulfill Westerns firm power marketing responsibilities, needs, and statutory obligations. The viability of these alternatives relates directly to the combination of generation capability of the SLCA/IP with energy purchases and interchange. The economic and natural resource assessments in this environmental impact statement (EIS) include an analysis of commitment-level alternatives. Impacts of the no-action alternative are also assessed. Supply options, which include combinations of electrical power purchases and hydropower operational scenarios reflecting different operations of the dams, are also assessed. The EIS evaluates the impacts of these scenarios relative to socioeconomics, air resources, water resources, ecological resources, cultural resources, land use, recreation, and visual resources.« less

Salt Lake City Area Integrated Projects Electric Power Marketing. Draft environmental impact statement: Volume 2, Sections 1-16

DOE Office of Scientific and Technical Information (OSTI.GOV)

Not Available

The Salt Lake City Area Office of the Western Area Power Administration (Western) markets electricity produced at hydroelectric facilities operated by the Bureau of Reclamation. The facilities are known collectively as the Salt Lake City Area Integrated Projects (SLCA/IP) and include dams equipped for power generation on the Green, Gunnison, Rio Grande, and Colorado rivers and on Deer and Plateau creeks in the states of Wyoming, Utah, Colorado, Arizona, and New Mexico. Of these facilities, only the Glen Canyon Unit, the Flaming Gorge Unit, and the Aspinall Unit (which includes Blue Mesa, Morrow Point, and Crystal dams;) are influenced bymore » Western power scheduling and transmission decisions. The EIS alternatives, called commitment-level alternatives, reflect combinations of capacity and energy that would feasibly and reasonably fulfill Westerns firm power marketing responsibilities, needs, and statutory obligations. The viability of these alternatives relates directly to the combination of generation capability of the SLCA/IP with energy purchases and interchange. The economic and natural resource assessments in this environmental impact statement (EIS) include an analysis of commitment-level alternatives. Impacts of the no-action alternative are also assessed. Supply options, which include combinations of electrical power purchases and hydropower operational scenarios reflecting different operations of the dams, are also assessed. The EIS evaluates the impacts of these scenarios relative to socioeconomics, air resources, water resources, ecological resources, cultural resources, land use, recreation, and visual resources.« less

An innovative approach to supporting hospitalist physicians towards academic success.

PubMed

Howell, Eric; Kravet, Steven; Kisuule, Flora; Wright, Scott M

2008-07-01

Academic hospitalist physicians face significant challenges that may threaten their chances for successful and timely promotions, such as heavy clinical workloads, limited training in research, and relatively few experienced mentors in their field. The appreciable growth of hospital medicine groups in recent years, as has occurred at our institution, compounds the predicament by diluting the limited resources that are available to support these physicians. A needs assessment was followed by the development of specific objectives for the division and for individual members of the division related to academic success. The resulting 3-pronged strategy to support the academic success of our group was based on securing strong mentorship, investing requisite resources, and committing to recruit fellowship-trained new faculty. To date, the initiative has resulted in an increased number of peer-reviewed publication and grants, as well as national leadership roles for division members. Copyright 2008 Society of Hospital Medicine.

Greider geothermal statement, based on testimony presented to Lt. Gov. Dymally Committee. [Development of geothermal industry

DOE Office of Scientific and Technical Information (OSTI.GOV)

Greider, B.

Factors that contribute to the delay of geothermal development by utilities are discussed. These include: the increasingly complex regulations on the Geysers field; low quality and sizes of hot water resources; economics of financing geothermal exploration; professional experience; and lack of faith in the technology of conversion of hot water into electricity. Key issues that must be resolved before geothermal development can significantly penetrate the electricity generation industry are presented. It is pointed out that legislation to stimulate development of California's geothermal resources should be based on consideration of the following items: streamlined controls which allow geothermal exploration and developmentmore » to proceed under a minimum of effective regulation; reasonable tax provisions encouraging exploration, research, development, and production of geothermal energy; and suitable economic incentives for utility companies that will encourage early commitment to construct generating plants. (LBS)« less

Report of the 90-day study on human exploration of the Moon and Mars

NASA Technical Reports Server (NTRS)

1989-01-01

The basic mission sequence to achieve the President's goal is clear: begin with Space Station Freedom in the 1990's, return to the Moon to stay early in the Next century, and then journey to Mars. Five reference approaches are modeled building on past programs and recent studies to reflect wide-ranging strategies that incorporate varied program objectives, schedules, technologies, and resource availabilities. The reference approaches are (1) balance and speed; (2) the earliest possible landing on Mars; (3) reduce logistics from Earth; (4) schedule adapted to Space Station Freedom; and (5) reduced scales. The study and programmatic assessment have shown that the Human Exploration Initiative is indeed a feasible approach to achieving the President's goals. Several reasonable alternatives exist, but a long-range commitment and significant resources will be required. However, the value of the program and the benefits to the Nation are immeasurable.

36 CFR 1206.4 - What is the purpose of the Commission?

Code of Federal Regulations, 2010 CFR

2010-07-01

... preserve, publish, and encourage the use of primary documentary sources. Through our grant programs... Native American tribes or groups, and individuals committed to the preservation, publication, or use of United States documentary resources. ...

2015 Key Water Power Program and National Laboratory Accomplishments

DOE Office of Scientific and Technical Information (OSTI.GOV)

Office of Energy Efficiency and Renewable Energy

The U.S. Department of Energy Water Power Program is committed to developing and deploying a portfolio of innovative technologies and market solutions for clean, domestic power generation from water resources across the United States.

Flexible operation of batteries in power system scheduling with renewable energy

DOE PAGES

Li, Nan; Uckun, Canan; Constantinescu, Emil M.; ...

2015-12-17

The fast growing expansion of renewable energy increases the complexities in balancing generation and demand in the power system. The energy-shifting and fast-ramping capability of energy storage has led to increasing interests in batteries to facilitate the integration of renewable resources. In this paper, we present a two-step framework to evaluate the potential value of energy storage in power systems with renewable generation. First, we formulate a stochastic unit commitment approach with wind power forecast uncertainty and energy storage. Second, the solution from the stochastic unit commitment is used to derive a flexible schedule for energy storage in economic dispatchmore » where the look-ahead horizon is limited. Here, analysis is conducted on the IEEE 24-bus system to demonstrate the benefits of battery storage in systems with renewable resources and the effectiveness of the proposed battery operation strategy.« less

DEEP-SaM - Energy-Efficient Provisioning Policies for Computing Environments

NASA Astrophysics Data System (ADS)

Bodenstein, Christian; Püschel, Tim; Hedwig, Markus; Neumann, Dirk

The cost of electricity for datacenters is a substantial operational cost that can and should be managed, not only for saving energy, but also due to the ecologic commitment inherent to power consumption. Often, pursuing this goal results in chronic underutilization of resources, a luxury most resource providers do not have in light of their corporate commitments. This work proposes, formalizes and numerically evaluates DEEP-Sam, for clearing provisioning markets, based on the maximization of welfare, subject to utility-level dependant energy costs and customer satisfaction levels. We focus specifically on linear power models, and the implications of the inherent fixed costs related to energy consumption of modern datacenters and cloud environments. We rigorously test the model by running multiple simulation scenarios and evaluate the results critically. We conclude with positive results and implications for long-term sustainable management of modern datacenters.

Intention to leave the profession: antecedents and role in nurse turnover.

PubMed

Parry, Julianne

2008-10-01

This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses. Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood. A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005. The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer. Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.

Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross-sectional questionnaire survey.

PubMed

Wang, Lin; Tao, Hong; Ellenbecker, Carol H; Liu, Xiaohong

2012-03-01

This study was designed to identify the level of nurses' job satisfaction, occupational commitment and intent to stay among mainland Chinese nurses, to explore the relationship among them.   Little is known about the magnitude of Chinese nurses' intent to stay. Understanding the association among demographic characteristics and job satisfaction, occupational commitment and intent to stay among Chinese nurses is most important in a time of nurse shortages. Methods.  A descriptive correlation design was used to examine the relationship among variables related to intent to stay. Data were collected by a self-administered survey questionnaire from 560 nurses working in four large hospital facilities in Shanghai in 2009. The mean scores for nurses' job satisfaction, occupational commitment and intent to stay were 3·25(0·48), 3·11(0·40) and 3·56(0·65), respectively. Job satisfaction and occupational commitment were significantly related to intent to stay. A statistically significant positive correlation was found between occupational commitment and job satisfaction. Age and job position were significantly related to job satisfaction, occupational commitment and intent to stay. Levels of job satisfaction, occupational commitment and intent to stay reported by nurses in this study can be improved. Suggested strategies for improvement are: increasing salaries, decreasing workloads, modifying task structure, cultivating work passion and creating more professional opportunity for nurses' personal growth development and promotion. Enhancing nurses' job satisfaction and occupational commitment are vital to improve nurses' intent to stay and for strategies to address the nursing shortage. © 2011 Blackwell Publishing Ltd.

Nurses organizational commitment: the discriminating power of gender.

PubMed

Ferreira, Maria Manuela Frederico

2007-01-01

The study of the organizational commitment has risen interest within the organization's researchers, who have been trying to understand the intensity and stability of the individual's dedication to the organization. The interest that this construct has raised is based on the idea of the existence of an association of the organizational commitment with variables considered important to the increase of the organizational effectiveness and productivity. The aim of this article is to describe organizational commitment, in its affective, normative, and continuance dimensions, from nurse practitioners, and to analyze the differences of that commitment regarding gender. Data were collected by questionnaire. The sample is constituted by nurse practitioners who develop their professional activity in 6 Portuguese hospitals. Data were analyzed using means, standard deviation, and independent samples t test. The sample consists of 1201 nurses. The organizational commitment of the studied nurses is, on average, 2.87+/-0.69 (in 5-point scale). When we make an analysis regarding gender, we verify that the organizational commitment is higher in women, being the difference statistically significant (t = -2.07; P < .05). There are different levels of commitment in male and female nurses, and it is higher in all dimensions in female nurses; however, the difference is only significant to the organizational and continuance commitment.

The ERS Research Agency: the beginning.

PubMed

Soriano, Joan B; Paton, James; Martin Burrieza, Fernando; Bill, Werner; Pannetier, Carine; Aliberti, Stefano; Adcock, Ian M; Wagers, Scott; Migliori, Giovanni Battista

2016-04-01

There is at the current time a significant opportunity for the ERS to leverage its experience and reputation as an international umbrella organisation to promote high-quality, multinational respiratory research with the goal of improving the health of respiratory patients. This editorial proposes a model for the role and structure of an ERS Research Agency. It is based upon research, implicit knowledge and explicit feedback from ERS members and selected external individuals and organisations.As with any new endeavour there are challenges and threats. Building a Research Agency will be a major undertaking that will require significant organisational planning, resources, effort and commitment.Organisations with multiple stakeholders tend to have a status quo inertia that has to be overcome for any significant new endeavour. The ERS Research Agency could be an investment in the future of respiratory research.

Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals.

PubMed

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2016-04-01

The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

[A study of work stress and professional commitment in outpatient department nurses].

PubMed

Tsai, Ming-Hsiu; Liu, Meng-Fen; Chen, Yu-Ju; Liu, Cheng-Ching

2012-06-01

Nurses working in outpatient departments face tremendous pressure from multiple sources. The effect of nurse professional commitment on continued professional development is an issue worth exploring further. This study explored relationships among nurses' personal attributes, work stress and professional commitment. The Lazarus cognitive appraisal model framed the research plan design. Tools used included stress level and professional commitment scales for healthcare professionals. Of 180 questionnaires sent to outpatient department nurses nurses, 171 (95%) were returned and used in analysis. SPSS 12.0 for windows software was used for statistical analysis. We found a significant negative correlation between work stress and professional commitment and no significant relationship between level of education and either ability to handle work stress or professional commitment. Years of work experience, age and position all correlated positively with ability to handle work stress. Years of work experience correlated positively with professional commitment. This study suggests that nurses experience the highest work stress levels during their first five years of work. Findings show that providing nurses a clear career development path, in addition to attractive incentives and a reasonable workload, is essential to reducing work stress, bolstering professional commitment and increasing retention.

Resource Management and Contingencies in Aerospace Concurrent Engineering

NASA Technical Reports Server (NTRS)

Karpati, Gabe; Hyde, Tupper; Peabody, Hume; Garrison, Matthew

2012-01-01

significant concern in designing complex systems implementing new technologies is that while knowledge about the system is acquired incrementally, substantial financial commitments, even make-or-break decisions, must be made upfront, essentially in the unknown. One practice that helps in dealing with this dichotomy is the smart embedding of contingencies and margins in the design to serve as buffers against surprises. This issue presents itself in full force in the aerospace industry, where unprecedented systems are formulated and committed to as a matter of routine. As more and more aerospace mission concepts are generated by concurrent design laboratories, it is imperative that such laboratories apply well thought-out contingency and margin structures to their designs. The first part of this publication provides an overview of resource management techniques and standards used in the aerospace industry. That is followed by a thought provoking treatise on margin policies. The expose presents the actual flight telemetry data recorded by the thermal discipline during several recent NASA Goddard Space Flight Center missions. The margins actually achieved in flight are compared against pre-flight predictions, and the appropriateness and the ramifications of having designed with rigid margins to bounding stacked worst case conditions are assessed. The second half of the paper examines the particular issues associated with the application of contingencies and margins in the concurrent engineering environment. In closure, a discipline-by-discipline disclosure of the contingency and margin policies in use at the Integrated Design Center at NASA s Goddard Space Flight Center is made.

Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System

PubMed Central

Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

2015-01-01

Background: Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. Objectives: This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. Materials and Methods: This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller’s organizational commitment inventory, and the Lodahl and Kejner’s job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. Results: The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P < 0.001). Conclusions: This study showed that the employees in the Kashan PEMS obtained half of the score of organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees’ job involvement and organizational commitment. PMID:26835470

An interdepartmental Ph.D. program in computational biology and bioinformatics: the Yale perspective.

PubMed

Gerstein, Mark; Greenbaum, Dov; Cheung, Kei; Miller, Perry L

2007-02-01

Computational biology and bioinformatics (CBB), the terms often used interchangeably, represent a rapidly evolving biological discipline. With the clear potential for discovery and innovation, and the need to deal with the deluge of biological data, many academic institutions are committing significant resources to develop CBB research and training programs. Yale formally established an interdepartmental Ph.D. program in CBB in May 2003. This paper describes Yale's program, discussing the scope of the field, the program's goals and curriculum, as well as a number of issues that arose in implementing the program. (Further updated information is available from the program's website, www.cbb.yale.edu.)

Water-resources activities of the U.S. Geological Survey in Texas; fiscal years 1982-84

USGS Publications Warehouse

Grozier, R.U.; Land, L.F.

1985-01-01

Providing earth-science information through an extensive publications program and a network of public access points. Along with its continuing commitment to meet the growing and changing earthscience information needs of the Nation, the USGS remains dedicated to its original mission to collect, analyze, interpret, publish, and disseminate information about the natural resources of the Nation providing "earth science in the public service."

DOE Office of Scientific and Technical Information (OSTI.GOV)

None

The U.S. Department of Energy’s Bioenergy Technologies Office (BETO) is committed to developing the resources, technologies, and systems needed to support a thriving bioenergy industry that protects natural resources and ad- vances environmental, economic, and social benefits. BETO’s Sustainability Technology Area proactively identifies and addresses issues that affect the scale-up potential, public acceptance, and long-term viability of advanced bioenergy systems; as a result, the area is critical to achieving BETO’s overall goals.

Water-resources activities of the U.S. Geological Survey in Texas; fiscal year 1987

USGS Publications Warehouse

Mitchell, Alicia A.

1988-01-01

Providing earth-science information through an extensive publications program and a network of public access points. Along with its continuing commitment to meet the growing and changing earthscience information needs of the Nation, the USGS remains dedicated to its original mission to collect, analyze, interpret, publish, and disseminate information about the natural resources of the Nation providing "earth science in the public service."

Human Resources Planning in the Republic of Korea. Improving Technical Education and Vocational Training. World Bank Staff Working Papers Number 554.

ERIC Educational Resources Information Center

Lee, Kye-Woo

During the 1980s the Korean economy will have to undergo far-reaching structural changes. The major problems faced by the Korean labor market continue to be an excessive demand for college graduates and an excessive supply of high school graduates. Their solution requires a renewed national commitment to human resource development with emphasis on…

Tombs, tunnels, and terraces a cultural resources survey of a former ammunition supply point in Okinawa, Japan

DOE Office of Scientific and Technical Information (OSTI.GOV)

Verhaaren, B. T.; Levenson, J. B.; Komine, G.

2000-02-09

U.S. forces serving at military bases on foreign soil are obligated to act as good stewards of the cultural and natural resources under their control. However, cultural resources management presents special challenges at U.S. bases in other countries where cultural properties laws differ in emphasis and detail from those in the United States and issues of land ownership and occupancy are not always clear. Where status of forces agreements (SOFAs) exist, environmental governing standards bridge the gap between U.S. and host nation cultural priorities. In Japan, the Department of Defense Japan Environmental Governing Standards (JEGS) fill this function. Under Criteriamore » 12-4.2 and 12-4.3 of the JEGS, U.S. Forces Japan commit themselves to inventory and protect cultural properties found on the lands they control or use. Cultural properties include archaeological sites, tombs, historic buildings, and shrines. Natural monuments, such as landscape features or plant and animal species, may also be designated as cultural properties. As part of this commitment, in February 1999 a cultural resources inventory was conducted in Area 1, part of Kadena Air Base (AB), Okinawa, Japan. Area 1, the former U.S. army Ammunition Supply Point 1, is currently used primarily for training exercises and recreational paint ball.« less

7 CFR 3400.3 - Eligibility requirements.

Code of Federal Regulations, 2011 CFR

2011-01-01

... they relate to a particular project: (1) Have adequate financial resources for performance, the necessary experience, organizational and technical qualifications, and facilities, or a firm commitment..., judgment, and performance, including, in particular, any prior performance under grants and contracts from...

The Children's Inn at NIH Anniversary Key Messages | NIH MedlinePlus the Magazine

MedlinePlus

... Past Issues / Summer 2014 Table of Contents Anniversary Key Messages Playground and Park at The Children's Inn ... and commitment, and the merging of public and private resources. Merck generously donated $3.7 million for ...

The impact of work rewards on radiographers' organizational commitment.

PubMed

Akroyd, D; Mulkey, W; Utley-Smith, Q

1995-01-01

Organizational commitment is an affective work outcome that has been used to predict work-related behaviors such as turnover, absenteeism and intent-to-leave. There has been little research in organizational commitment for the allied health professions and no empirical studies in the radiologic sciences. The purpose of this study was to examine the predictive value of selected intrinsic and extrinsic work reward variables--involvement, significance, autonomy, general working conditions, supervision and salary--on staff radiographers' organizational commitment. In this study of 600 full-time staff radiographers in North and South Carolina, supervision (for ages 20-37 years) and involvement (for ages 38-66 years) were significant predictors of organizational commitment. The results of the study indicate that healthcare organizations should provide potential supervisors with managerial training, especially for radiographers who move to supervisory positions based on clinical skills and years of experience. In the long run, such programs are much less expensive than costs associated with replacing employees who leave the organization because of low organizational commitment. Also, management strategies and programs to redesign and enhance job tasks may help maintain or increase organizational commitment.

Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study

PubMed Central

Faraji, Obeidollah; Ramazani, Abbas Ali; Hedaiati, Pouria; Aliabadi, Ali; Elhamirad, Samira; Valiee, Sina

2015-01-01

Background: Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. Objectives: We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. Patients and Methods: In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of “demographic information”, “job characteristics model,” and “organizational commitment,” in 2011. Study data were analyzed using SPSS v. 16. Results: There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). Conclusions: According to the results, managers of the hospitals should increase staff’s commitment through paying attention to proper job designing. PMID:26734472

Psychological contracts and commitment amongst nurses and nurse managers: a discourse analysis.

PubMed

McCabe, T J; Sambrook, Sally

2013-07-01

Few studies explore the link between the psychological contracts and the commitment of nursing professionals in the healthcare sector, and how perceived breaches of the psychological contract can impact on nurses' commitment levels. This study explores the connections between the psychological contracts and organisational and professional commitment of nurses and nurse managers. Semi-structured interviews were conducted with nurses and nurse managers, to explore the connections between their psychological contracts and organisational and professional commitment. Large acute and small community organisation within the British National Health Service. 28 nurses and 11 nurse managers working within an acute and a community sector organisation - 20 and 19 in each organisation. Participants were selected through a process of purposive sampling, reflecting variations in terms of age, grade, ward and tenure. A discourse analysis was conducted on the qualitative data from the thirty nine semi-structured interviews. Two overall themes emerged, professional and managerial values. Professional values included the sub-themes: professional recognition; immediate work environment - leadership and peer support; professional development and progression. Sub-themes under managerial values included: involvement; general management; resource management. The findings suggest that nurses and nurse managers are governed by relational psychological contracts, underpinned by an affective and to a lesser extent normative commitment towards the nursing profession. They emphasise 'professional values', and professional commitment, as the basis for positive psychological contracts amongst nursing professionals. There was anecdotal evidence of relational psychological contract breach, with decreasing job satisfaction as the outcome of perceived psychological contract breach. Positive psychological contracts and commitment levels amongst nursing professionals can be supported by managers been aware and sensitive to nursing discourses, and managing their expectations through greater involvement and leadership development. Copyright © 2012 Elsevier Ltd. All rights reserved.

Commitment to quality of the Spanish scientific societies.

PubMed

García-Alegría, J; Vázquez-Fernández Del Pozo, S; Salcedo-Fernández, F; García-Lechuz Moya, J M; Andrés Zaragoza-Gaynor, G; López-Orive, M; García-San Jose, S; Casado-Durández, P

2017-05-01

This article summarises the objectives, methodology and initial conclusions of the project "Commitment to Quality of the Spanish Scientific Societies", coordinated by the Ministry of Health, Social Services and Equality, the Spanish Society of Internal Medicine and the Aragon Institute of Health Sciences, in which 48 scientific societies participate. This project's objectives are to decrease the use of unnecessary medical interventions, which are those that have shown no efficacy, have little or questionable effectiveness or are not cost-effective; decrease variability in clinical practice; promote the commitment among physicians and patients to properly use healthcare resources; and to promote clinical safety. The document includes 135 final recommendations for what not to do, prepared by 30 Spanish scientific societies. Copyright © 2017 Elsevier España, S.L.U. and Sociedad Española de Medicina Interna (SEMI). All rights reserved.

Best kept secrets ... First Coast Systems, Inc. (FCS).

PubMed

Andrew, W F

1991-04-01

The FCS/APaCS system is a viable option for small-to medium-size hospitals (up to 400 beds). The table-driven system takes full advantage of IBM AS/400 computer architecture. A comprehensive application set, provided in an integrated database environment, is adaptable to multi-facility environments. Price/performance appears to be competitive. Commitment to IBM AS/400 environment assures cost-effective hardware platforms backed by IBM support and resources. As an IBM Health Industry Business Partner, FCS (and its clients) benefits from IBM's well-known commitment to quality and service. Corporate emphasis on user involvement and satisfaction, along with a commitment to quality and service for the APaCS systems, assures clients of "leading edge" capabilities in this evolutionary healthcare delivery environment. FCS/APaCS will be a strong contender in selected marketing environments.

The evolution of Crew Resource Management training in commercial aviation

NASA Technical Reports Server (NTRS)

Helmreich, R. L.; Merritt, A. C.; Wilhelm, J. A.

1999-01-01

In this study, we describe changes in the nature of Crew Resource Management (CRM) training in commercial aviation, including its shift from cockpit to crew resource management. Validation of the impact of CRM is discussed. Limitations of CRM, including lack of cross-cultural generality are considered. An overarching framework that stresses error management to increase acceptance of CRM concepts is presented. The error management approach defines behavioral strategies taught in CRM as error countermeasures that are employed to avoid error, to trap errors committed, and to mitigate the consequences of error.

Comprehensive School Reform: Meta-Analytic Evidence of Black-White Achievement Gap Narrowing.

PubMed

Gorey, Kevin M

2009-12-30

This meta-analysis extends a previous review of the achievement effects of comprehensive school reform (CSR) programs (Borman, Hewes, Overman, & Brown, 2003). That meta-analysis observed significant effects of well endowed and well-researched programs, but it did not account for race/ethnicity. This article synthesizes 34 cohort or quasi-experimental outcomes of studies that incorporated the policy-critical characteristic of race/ethnicity. compared with matched traditional schools, the black-white achievement gap narrowed significantly more among students in CSR schools. In addition, the aggregate effects were large, substantially to completely eliminating the achievement gap between African American and non-Hispanic white students in elementary and middle schools. Title I policies before or after the No Child Left Behind Act of 2001 seem to have had essentially no impact on the black-white achievement gap. Curricular and testing mandates along with the threat of sanctions without concomitant resource supports seem to have failed. This study suggests that educational achievement inequities need not be America's destiny. It seems that they could be eliminated through concerted political will and ample resource commitments to evidence-based educational programs.

Reciprocity of temporary and permanent workers: an exploratory study in an industrial company.

PubMed

Lopes, Silvia; Chambel, Maria José

2012-11-01

The increasing use of temporary work prompts the need to understand to what degree workers with this type of contract differ from permanent workers as to the relationship they establish with the organization they work for. This study used a sample of temporary workers (N = 78) and permanent workers (N = 196) within the same company of electronics in Portugal. The results show that, regardless of the type of contract, the perception of human resource practices was related to the perception of psychological contract fulfillment by the company. Additionally and according to the norm of reciprocity, we verified that when workers thought the company was fulfilling its obligations they responded favorably showing more affective commitment towards the company. However, we found differences between these two groups of workers: for the permanent performance appraisal, training and rewards were human resources practices that were significantly related to psychological contract fulfillment, while for the temporary ones there weren't any specific practices that had a significant relationship with that variable. The practical implications of these findings for the management of temporary workers are discussed.

75 FR 31513 - Prevention of Significant Deterioration and Title V Greenhouse Gas Tailoring Rule

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-03

...EPA is tailoring the applicability criteria that determine which stationary sources and modification projects become subject to permitting requirements for greenhouse gas (GHG) emissions under the Prevention of Significant Deterioration (PSD) and title V programs of the Clean Air Act (CAA or Act). This rulemaking is necessary because without it PSD and title V requirements would apply, as of January 2, 2011, at the 100 or 250 tons per year (tpy) levels provided under the CAA, greatly increasing the number of required permits, imposing undue costs on small sources, overwhelming the resources of permitting authorities, and severely impairing the functioning of the programs. EPA is relieving these resource burdens by phasing in the applicability of these programs to GHG sources, starting with the largest GHG emitters. This rule establishes two initial steps of the phase-in. The rule also commits the agency to take certain actions on future steps addressing smaller sources, but excludes certain smaller sources from PSD and title V permitting for GHG emissions until at least April 30, 2016.

Attachment to God, religious tradition, and firm attributes in workplace commitment.

PubMed

Kent, Blake Victor

2017-01-01

Research on organizational commitment suggests there is an association between American theists' emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee's religious tradition is associated with affective organizational commitment and whether the employee's firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.

The mediating effect of job satisfaction between emotional intelligence and organisational commitment of nurses: a questionnaire survey.

PubMed

Güleryüz, Güldal; Güney, Semra; Aydin, Eren Miski; Aşan, Oznur

2008-11-01

The effect of emotional intelligence and its dimensions on job satisfaction and organisational commitment of nurses has been investigated in this study. This paper examines the relations among emotional intelligence, job satisfaction and organisational commitment of nurses and the mediating effect of job satisfaction between emotional intelligence and organisational commitment. A questionnaire survey was carried out to explore the relations between emotional intelligence, job satisfaction and organisational commitment. Teaching hospital in Ankara, Turkey. Questionnaires were distributed by Nursing Services Administration to 550 nurses working at different departments of the hospital and 267 questionnaires were analyzed. A 45-item questionnaire which consists of emotional intelligence, job satisfaction and organisational commitment parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. Emotional intelligence was significantly and positively related to job satisfaction (r=0.236,p< or =0.01) and organisational commitment (r=0.229,p< or =0.01). The positive relation between job satisfaction and organisational commitment was also significant (r=0.667,p< or =0.01). Job satisfaction was found to be related with "regulation of emotion (ROE)"(r=0.228,p< or =0.01) and "use of emotion (UOE)"(r=0.155,p< or =0.01) but not with other dimensions of emotional intelligence. "Others's emotional appraisal" did not have any relations with job satisfaction or organisational commitment and "self-emotional appraisal (SEA)" was found to be a suppressor. It was found that job satisfaction is a mediator between emotional intelligence and organisational commitment. The other finding of the study was that "SEA" and "UOE" have direct effects on organisational commitment whereas job satisfaction is a mediator between "regulation of emotion" and organisational commitment.

Factors Influencing Critical Care Nurses' Perception of Their Overall Job Satisfaction: An Empirical Study.

PubMed

Moneke, Ngozi; Umeh, Ogwo J

2015-10-01

The aim of this study was to explore the factors influencing critical care nurses’ perception of their overall job satisfaction. Nurses’ job satisfaction is a key issue to consider in the retention of critical care nurses. Shortages of nurses result in unsafe patient care, increased expense, and increased stress levels among other nurses. The Leadership Practices Inventory was used among a sample of critical care nurses to measure perceived leadership practices, the Organizational Commitment Questionnaire measured nurses commitment, and the Job in General scale was used to measure nurses’ overall job satisfaction. Four different hypotheses were tested using bivariate and multivariate statistical analytical techniques. Statistically significant relationships were found among the following hypotheses: (a) perceived leadership and job satisfaction; (b) organizational commitment and job satisfaction; and (c) perceived leadership practices, organizational commitment, and job satisfaction. No significant relationships were found among critical care nurses’ demographic variables and job satisfaction. Organizational commitment was the strongest predictor of job satisfaction. Encourage the heart (B = 0.116, P = .035) and organizational commitment (B = 0.353, P = .000) were found to be significantly associated with job satisfaction. These findings have implications for nurse educators, preceptors, administrators, recruiters, and managers in promoting satisfaction.

Factors influencing critical care nurses' perception of their overall job satisfaction: an empirical study.

PubMed

Moneke, Ngozi; Umeh, Ogwo J

2013-04-01

The aim of this study was to explore the factors influencing critical care nurses' perception of their overall job satisfaction. Nurses' job satisfaction is a key issue to consider in the retention of critical care nurses. Shortages of nurses result in unsafe patient care, increased expense, and increased stress levels among other nurses. The Leadership Practices Inventory was used among a sample of critical care nurses to measure perceived leadership practices, the Organizational Commitment Questionnaire measured nurses commitment, and the Job in General scale was used to measure nurses' overall job satisfaction. Four different hypotheses were tested using bivariate and multivariate statistical analytical techniques. Statistically significant relationships were found among the following hypotheses: (a) perceived leadership and job satisfaction; (b) organizational commitment and job satisfaction; and (c) perceived leadership practices, organizational commitment, and job satisfaction. No significant relationships were found among critical care nurses' demographic variables and job satisfaction. Organizational commitment was the strongest predictor of job satisfaction. Encourage the heart (B = 0.116, P = .035) and organizational commitment (B = 0.353, P = .000) were found to be significantly associated with job satisfaction. These findings have implications for nurse educators, preceptors, administrators, recruiters, and managers in promoting satisfaction.

Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

PubMed

Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

2012-01-01

The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.

Effects of war exposure on Air Force personnel’s mental health, job burnout and other organizational related outcomes

PubMed Central

Vinokur, Amiram D.; Pierce, Penny F.; Lewandowski-Romps, Lisa; Hobfoll, Stevan E.; Galea, Sandro

2011-01-01

Longitudinal data from a stratified representative sample of U.S. Air Force personnel (N = 1009) deployed to the wars in Iraq, Afghanistan, and other locations were analyzed in this study. Using structural equation models, we examined the effects of war exposure on traumatic experiences, Post Traumatic Stress (PTS) symptoms, resource loss, and on subsequent functioning, perceived health, and on job and organizationally relevant outcomes. The job and organizational outcomes included job burnout, job involvement, job strain, job satisfaction, work-family conflict, organizational commitment, deployment readiness, and intention to reenlist. We found that deployment to the theater of the war increased risk of exposure to trauma, which in turn, predicted elevated PTS symptoms and resource loss. PTS symptoms predicted later loss of resources and deterioration in perceived health and functioning. In turn, resource loss predicted negative job and organizational outcomes. Exposure to trauma fully mediated the effects of deployment to the theater of war on PTS symptoms and resource loss and had additional significant indirect effects on several job and organizational relevant outcomes. For returning veterans, deployment to the theater of war, exposure to trauma, PTS symptoms, and resource loss represents a ‘cascading’ chain of events that over time results in a decline of health and functioning as well as in adverse job and organizationally relevant outcomes that may affect organizational effectiveness. PMID:21280941

Career Commitment of Nurse Faculty.

PubMed

Jones, Malena

2017-11-01

A nurse faculty shortage exists, and it is predicted to continue in the United States (American Association of Colleges of Nursing [AACN], 2016). Several factors that have been identified as contributing to this shortage include aging faculty, lack of doctoral-prepared faculty, and the economic cost of pursuing an academic career (AACN, 2016). However, there is a need to explore subtle factors. This study was conducted to examine the interaction of career commitment to education, faculty satisfaction, and teacher efficacy on developing qualified and retaining committed faculty. The purpose of this study was to investigate relationships among education, teacher self-efficacy, and career satisfaction of nurse faculty to career commitment. A cross-sectional design was used to survey a convenience sample of nurse faculty (N = 470). An online survey contained three scales (Career Satisfaction, Teacher Self-Efficacy Beliefs, and Career Commitment) to obtain data. Descriptive data, Pearson's correlations, and path analysis were used to analyze data. Teacher self-efficacy and career satisfaction predicted career commitment. Education measured by credit hours significantly predicted teacher self-efficacy. The relationship between career satisfaction and career commitment was significant and statistically positive. Model fit indices confirm the career commitment for nurse faculty model fits the data. The study highlights the importance of teacher self-efficacy, career satisfaction, and career commitment among nurse faculty. The results provide valuable insight to the factors that may influence attraction or retention of nurse faculty.

Commitment to the Profession of School Psychology: An Exploratory Study.

ERIC Educational Resources Information Center

Kruger, Louis J.; And Others

This study focused on professional commitment to school psychology among practicing school psychologists. Burnout, school system reductions, and demographic characteristics were examined with respect to school psychologists' commitment to their profession. The results revealed that burnout had a significant relationship to professional commitment…

7 CFR 3401.3 - Eligibility requirements.

Code of Federal Regulations, 2011 CFR

2011-01-01

... standards as they relate to a particular project: (1) Have adequate financial resources for performance, the necessary experience, organizational and technical qualifications, and facilities, or a firm commitment..., judgment, and performance, including, in particular, any prior performance under grants and contracts from...

It's time to recognize the I/S needs of marketing.

PubMed

Lazarus, I R

1992-01-01

Although the industry has begun to embrace the role of marketing in healthcare, this recognition has not been matched by a commensurate commitment of capital resources, including expenditures for information systems that help healthcare managers to market "smart".

Leadership and change commitment in the life insurance service context in Taiwan: the mediating-moderating role of job satisfaction.

PubMed

Yang, Yi-Feng

2011-06-01

The effects of transformational leadership and satisfaction were studied along with their interconnected effects (mediation and moderation) on commitment to change in the life insurance industry in two samples, sales managers and salespersons. A multiple mediated-moderated regression approach showed mediation and moderation to have statistically significant main effects on change commitment. Transformational leadership and satisfaction made a more important contribution to change commitment while job satisfaction had a mediating and moderating role that could enhance the relationships between leadership and change commitment. This information is of importance in building successful change commitment associations with customers.

Internal marketing, customer orientation, and organizational commitment: moderating effects of work status.

PubMed

Huang, Meiju; Chen, Mei-Yen

2013-08-01

Associations among internal marketing, customer orientation, and organizational commitment were examined, particularly with regard to the moderating effects of work status on the relationships between internal marketing and customer orientation or organizational commitment, in a cross-sectional design with structural equation modeling. Two studies (Ns = 119 and 251) were conducted among full- and part-time service employees at Taipei Sports Centers. Internal marketing was associated with organizational commitment and customer orientation. Customer orientation was associated with organizational commitment and partially mediated the relation between internal marketing and organizational commitment. Furthermore, work status significantly moderated the relationships between internal marketing and customer orientation but not between internal marketing and organizational commitment. Implications and directions for future research were discussed.

Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

PubMed

Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

2015-09-01

This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. © 2015 The Author(s).

Workplace empowerment and organizational commitment among nurses working at the Main University Hospital, Alexandria, Egypt.

PubMed

Ibrahem, Samaa Z; Elhoseeny, Taghareed; Mahmoud, Rasha A

2013-08-01

High-quality patient care depends on a nursing workforce that is empowered to provide care according to professional nursing standards. Numerous studies have established positive relationships between empowerment and important nursing outcomes such as work effectiveness, job satisfaction, and organizational commitment. A cross-sectional study design was used to assess the relationships between structural and psychological empowerment and their effects on hospital nurses' organizational commitment at the Main University Hospital in Alexandria governorate. The total number of nurses who participated in the study was 150 nurses, and four interview questionnaires were used to measure the study variables. The mean score percentage was higher for overall psychological empowerment (68.75%) than for overall structural empowerment (46.25%). There was a significant direct intermediate correlation between nurses' perceptions of overall structural and psychological work empowerment and their overall organizational commitment. There was no significant relationship between structural and psychological empowerment, organizational commitment and sociodemographic characteristics of nurses except for the overall organizational commitment with age (r=0.260), overall structural empowerment in the working department (P=0.031), and overall organizational commitment with nursing experience (significance=0.025). Overall psychological empowerment achieved a higher mean score percentage compared with overall structural empowerment. Changing workplace structures is within the mandate of nurses' managers in their roles as advocates for and facilitators of high-quality care. The most significant opportunity for improvement is in the area of formal power, including flexibility, adaptability, creativity associated with discretionary decision-making, visibility, and centrality to organizational purpose and goals.

Impact of culture on commitment, satisfaction, and extra-role behaviors among Canadian ER physicians.

PubMed

Williams, E S; Rondeau, K V; Francescutti, L H

2007-01-01

The purpose of this paper is to explore the impact of hospital emergency department culture on the job satisfaction, patient commitment, and extra-role performance of Canadian emergency physicians. The conceptual model related four cultural archetypes from the competing valued model to the three outcome variables. In total, 428 Canadian emergency physicians responded to a national survey. The conceptual model was tested via structural equation modeling via LISREL 8. Culture had a relatively weak impact on the outcomes. Human resources culture related positively to job satisfaction while bureaucratic culture related positively to patient commitment. Patient commitment, but not job satisfaction strongly and positively related to extra-role behavior. A direct relationship between entrepreneurial culture and extra-role behavior emerged from an extended analysis. Organizational culture seems to have more distal relationships with outcome variables and its influence is likely to be mediated by more proximal workplace variables. Of value by showing that a key modern leadership challenge is to create the kind of work culture that can become a source of competitive advantage through generating particular organizational outcomes valued by stakeholders.

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

PubMed

Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

2013-01-01

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. Copyright © 2012 John Wiley & Sons, Ltd.

Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals

PubMed Central

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-sadat; Montazer-alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2015-01-01

Objective The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. Methods A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. Results The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Conclusion Improving the organizational climate could be a valuable strategy for improving organizational commitment. PMID:27169007

The impact of psychological empowerment and organisational commitment on Chinese nurses' job satisfaction.

PubMed

Ouyang, Yan-Qiong; Zhou, Wen-Bin; Qu, Hui

2015-01-01

Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organisational commitment on job satisfaction of Chinese nurses. The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses' job satisfaction. A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Nurses' job satisfaction, psychological empowerment and organisational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction. This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

The relationship between organizational commitment and nursing care behavior.

PubMed

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-07-01

Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient's health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients' satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses' performance.

The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

PubMed

Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

2014-11-10

Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

Proposing evidence-based strategies to strengthen implementation of healthcare reform in resource-limited settings: a summative analysis.

PubMed

Manyazewal, Tsegahun; Oosthuizen, Martha J; Matlakala, Mokgadi C

2016-09-20

Many resource-limited countries have adopted and implemented healthcare reform to improve the quality of healthcare, but few have had much impact and strategies in support of these efforts remain limited. We aimed to explore and propose evidence-based strategies to strengthen implementation of healthcare reform in resource-limited settings. Descriptive and exploratory designs in two phases. Phase I involved assessing the effectiveness of the healthcare reform implemented in Ethiopia in the form of business process reengineering, with evidence compiled from healthcare professionals through a self-administered questionnaire; and phase II involved proposing strategies and seeking consensus from experts using Delphi method. Public hospitals in central Ethiopia. 406 healthcare professionals and 10 senior health policy experts. The healthcare reform that we evaluated was able to restructure hospital departments into case teams, with the goal of adopting a 'one-stop shopping' approach. However, shortages of critical infrastructure, furniture and supplies and job dissatisfaction continued to hamper the system. The most important predictors that influenced implementation of the reform were financial resources, top management commitment and support, collaborative working environment and information technology (IT). Five strategies with 14 operational objectives and 67 potential interventions that could strengthen the reform are proposed based on their strategic priority, which are as follows: reinforce patient-centred quality of care services; foster a healthy and respectful workforce environment; efficient and accountable leadership and governance; efficient use of hospital financing and maximise innovations and the use of health technologies. Effective implementation of healthcare reform remained a challenge for governments in resource-limited settings. Resilient operational, clinical and governance functions of health systems, as well as a motivated and committed health workforce, are important to move healthcare reform processes forward. Political commitments at this juncture might be critical though there need to be a clear demarcation between political and technical engagements. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Developing and sustaining human resources in the health supply chain in Ethiopia: barriers and enablers.

PubMed

Kälvemark Sporrong, Sofia; Traulsen, Janine M; Damene Kabtimer, Woynabeba; Mekasha Habtegiorgis, Bitsatab; Teshome Gebregeorgise, Dawit; Essah, Nana Am; Khan, Sara A; Brown, Andrew N

2016-01-01

The health supply chain is often the weakest link in achieving the health-related Millennium Development Goals and universal health coverage, requiring trained professionals who are often unavailable. In Ethiopia there have been recent developments in the area of health supply chain management. The aim of this study was to explore the current status of the development of human resources in health supply chain management in Ethiopia and to identify important factors affecting this development. A series of face-to-face interviews with key stakeholders was carried out in 2014. The interviews were conducted using a semi-structured interview guide. The interview guide comprised 51 questions. A qualitative analysis of transcripts was made. A total of 25 interviews were conducted. Three themes were identified: General changes: recognition, commitment and resources, Education and training, and Barriers and enablers. Results confirm the development of human resources in health supply chain management in many areas. However, several problems were identified including lack of coordination, partly due to the large number of stakeholders; reported high staff mobility; and a lack of overall strategy regarding the job/career structures necessary for maintaining human resources. Rural areas have a particular set of problems, including in transportation of goods and personnel, attracting and keeping personnel, and in communication and access to information. Ethiopia is on the way to developing a nationwide viable system for health supply chain management. However, there are still challenges. Short-term challenges include the importance of highlighting strategies and programs for human resources in health supply chain management. In the long term, commitments to financial support must be obtained. A strategy is needed for the further development and sustainability of human resources in the health supply chain in Ethiopia.

Hardiness commitment, gender, and age differentiate university academic performance.

PubMed

Sheard, Michael

2009-03-01

The increasing diversity of students, particularly in age, attending university has seen a concomitant interest in factors predicting academic success. This 2-year correlational study examined whether age, gender (demographic variables), and hardiness (cognitive/emotional variable) differentiate and predict university final degree grade point average (GPA) and final-year dissertation mark. Data are reported from a total of 134 university undergraduate students. Participants provided baseline data in questionnaires administered during the first week of their second year of undergraduate study and gave consent for their academic progress to be tracked. Final degree GPA and dissertation mark were the academic performance criteria. Mature-age students achieved higher final degree GPA compared to young undergraduates. Female students significantly outperformed their male counterparts in each measured academic assessment criteria. Female students also reported a significantly higher mean score on hardiness commitment compared to male students. commitment was the most significant positive correlate of academic achievement. Final degree GPA and dissertation mark were significantly predicted by commitment, and commitment and gender, respectively. The findings have implications for universities targeting academic support services to maximize student scholastic potential. Future research should incorporate hardiness, gender, and age with other variables known to predict academic success.

Intra-Hour Dispatch and Automatic Generator Control Demonstration with Solar Forecasting - Final Report

DOE Office of Scientific and Technical Information (OSTI.GOV)

Coimbra, Carlos F. M.

2016-02-25

In this project we address multiple resource integration challenges associated with increasing levels of solar penetration that arise from the variability and uncertainty in solar irradiance. We will model the SMUD service region as its own balancing region, and develop an integrated, real-time operational tool that takes solar-load forecast uncertainties into consideration and commits optimal energy resources and reserves for intra-hour and intra-day decisions. The primary objectives of this effort are to reduce power system operation cost by committing appropriate amount of energy resources and reserves, as well as to provide operators a prediction of the generation fleet’s behavior inmore » real time for realistic PV penetration scenarios. The proposed methodology includes the following steps: clustering analysis on the expected solar variability per region for the SMUD system, Day-ahead (DA) and real-time (RT) load forecasts for the entire service areas, 1-year of intra-hour CPR forecasts for cluster centers, 1-year of smart re-forecasting CPR forecasts in real-time for determination of irreducible errors, and uncertainty quantification for integrated solar-load for both distributed and central stations (selected locations within service region) PV generation.« less

50 CFR 402.09 - Irreversible or irretrievable commitment of resources.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE); ENDANGERED SPECIES COMMITTEE REGULATIONS SUBCHAPTER A INTERAGENCY COOPERATION-ENDANGERED SPECIES ACT OF 1973, AS AMENDED General § 402.09 Irreversible or... proposed species or proposed critical habitat under section 7(a)(4) of the Act. ...

50 CFR 402.09 - Irreversible or irretrievable commitment of resources.

Code of Federal Regulations, 2011 CFR

2011-10-01

... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE); ENDANGERED SPECIES COMMITTEE REGULATIONS SUBCHAPTER A INTERAGENCY COOPERATION-ENDANGERED SPECIES ACT OF 1973, AS AMENDED General § 402.09 Irreversible or... proposed species or proposed critical habitat under section 7(a)(4) of the Act. ...

50 CFR 402.09 - Irreversible or irretrievable commitment of resources.

Code of Federal Regulations, 2010 CFR

2010-10-01

... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE); ENDANGERED SPECIES COMMITTEE REGULATIONS SUBCHAPTER A INTERAGENCY COOPERATION-ENDANGERED SPECIES ACT OF 1973, AS AMENDED General § 402.09 Irreversible or... proposed species or proposed critical habitat under section 7(a)(4) of the Act. ...

50 CFR 402.09 - Irreversible or irretrievable commitment of resources.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE); ENDANGERED SPECIES COMMITTEE REGULATIONS SUBCHAPTER A INTERAGENCY COOPERATION-ENDANGERED SPECIES ACT OF 1973, AS AMENDED General § 402.09 Irreversible or... proposed species or proposed critical habitat under section 7(a)(4) of the Act. ...

50 CFR 402.09 - Irreversible or irretrievable commitment of resources.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ATMOSPHERIC ADMINISTRATION, DEPARTMENT OF COMMERCE); ENDANGERED SPECIES COMMITTEE REGULATIONS SUBCHAPTER A INTERAGENCY COOPERATION-ENDANGERED SPECIES ACT OF 1973, AS AMENDED General § 402.09 Irreversible or... proposed species or proposed critical habitat under section 7(a)(4) of the Act. ...

Native hardwood trees of the central hardwood region

Treesearch

Paula M. Pijut

2005-01-01

Trees are planted for various reasons including, timber production, wildlife habitat, riparian buffers, native woodland restoration, windbreaks, watershed protection, erosion control, and conservation (Indiana NRCS 2002). Establishment of hardwood plantings requires planning, a commitment of time and resources, proper planting, maintenance, and protection....

Our Student-Teacher Program Lets Us Spot Hot Faculty Prospects Early.

ERIC Educational Resources Information Center

Kolze, Richard C.

1988-01-01

A high school district in suburban Chicago recruits top quality teachers by emphasizing the importance of its student teaching program, committing extra time and resources to the program, and recruiting new staff members from the student teacher ranks. (MLF)

7 CFR 3560.453 - Workout agreements.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., such as cash flow concerns, budget revisions, deferred maintenance, vacancies, or violations of... operations and management at a housing project; or (iii) A commitment of additional financial resources to... consistent with the borrower's management plan. If proposed actions are not consistent with the borrower's...

45 CFR 95.610 - Submission of advance planning documents.

Code of Federal Regulations, 2012 CFR

2012-10-01

... and implementation; (v) A commitment to conduct/prepare the problem(s) needs assessment, feasibility... statement of the problem/need that the existing capabilities can not resolve, new or changed program..., planning activities/deliverables, State and contractor resource needs, planning project procurement...

45 CFR 95.610 - Submission of advance planning documents.

Code of Federal Regulations, 2013 CFR

2013-10-01

... and implementation; (v) A commitment to conduct/prepare the problem(s) needs assessment, feasibility... statement of the problem/need that the existing capabilities can not resolve, new or changed program..., planning activities/deliverables, State and contractor resource needs, planning project procurement...

45 CFR 95.610 - Submission of advance planning documents.

Code of Federal Regulations, 2014 CFR

2014-10-01

... and implementation; (v) A commitment to conduct/prepare the problem(s) needs assessment, feasibility... statement of the problem/need that the existing capabilities can not resolve, new or changed program..., planning activities/deliverables, State and contractor resource needs, planning project procurement...

2017 Guide to Nursing Certification Boards.

PubMed

Bonsall, Lisa Morris; Schnur, Myrna Buiser; Deming, Cara; Fryling-Resare, Kim; Maroldo, Robert

Nursing specialty certification is one way to enhance your professional development and to exhibit dedication to high-quality, safe patient care and a commitment of excellence to your organization. Use this resource to explore your options and contact the certifying body that meets your needs.

Recovery and utilization of protein derived from surimi wash-water

USDA-ARS?s Scientific Manuscript database

Surimi processors are committed to improve utilization of seafood resources, increase productivity and reduce organic matter discharged into the environment. The object of this study was to recover protein from pollock surimi processing wash-water using membrane filtration and characterize propertie...

Impact of leadership qualities on employee commitment in multi-project-based organizations

NASA Astrophysics Data System (ADS)

Waris, M.; Khan, A.; Ismail, I.; Adeleke, A. Q.; Panigrahi, S.

2018-04-01

The purpose of this study is to investigate the impact of multiple leadership qualities (MLQ) on employee commitment in multi-project-based organizsations. The dimensions of leadership qualities develop a healthy organizational environment which will lead to job satisfaction and, ultimately, job commitment. MLQ inspire the subordinates, as collective in nature, to get extra ordinary goals in the hyper competitive era. The main objective of this research is two fold ; firstly, to find out the impact of MLQ on employee job affectiveness and calculative commitment and secondly, to investigate the extent of the impact of MLQ on organizations. A total of 213 respondents were included in the study from different organizations. The data were analyzed through regression analysis by using the SPSS. The finding shows that all of the variables have a positive correlation with each other. The correlation of MLQ and employee job commitment was also found to be significant, which shows that MLQ have an impact on the organizations. Conceptual framework of the study is developed as MLQ an independent variables and its impact has been examined on the Employee Job Commitment. The results supported the hypothesis that MLQ have a positive and significant impact on employee job commitment.

Predictors of nursing faculty members' organizational commitment in governmental universities.

PubMed

Al-Hussami, Mahmoud; Saleh, Mohammad Y N; Abdalkader, Raghed Hussein; Mahadeen, Alia I

2011-05-01

It is essential for all university leaders to develop and maintain an effective programme of total quality management in a climate that promotes work satisfaction and employee support. The purpose of the study was to investigate the relationship of faculty members' organizational commitment to their job satisfaction, perceived organizational support, job autonomy, workload, and pay. A quantitative study, implementing a correlational research design to determine whether relationships existed between organizational commitment and job satisfaction, perceived organizational support, job autonomy, workload and pay. Stepwise linear regression analysis was used to estimate the probability of recorded variables included significant sample characteristics namely, age, experience and other work related attributes. The outcome showed a predictive model of three predictors which were significantly related to faculty members' commitment: job satisfaction, perceived support and age.   Although the findings were positive toward organizational commitment, continued consideration should be given to the fact that faculty members remain committed as the cost associated with leaving is high. A study of this nature increases the compartment in which faculty administrators monitor the work climate, observe and identify factors that may increase or decrease job satisfaction and the work commitment. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

Adolescents' Faith Commitments as Correlates of Their Involvement in Christian Service

ERIC Educational Resources Information Center

Nagy, Andrea; Ostrander, Raymond; Kijai, Jimmy; Matthews, John

2017-01-01

This study sought to determine the relationship between adolescents' involvement in service to others and their commitment to religious values and Seventh-day Adventist beliefs. Canonical correlation indicated that adolescents' involvement in service to others is significantly related to their commitment to religious values and beliefs. Results…

The Mediation of Performance in the Relationship of Organizational Commitment to University Faculty's Effectiveness

ERIC Educational Resources Information Center

Jing, Lizhen; Zhang, Deshan

2014-01-01

To provide more insights into inconsistent findings on the relationship of organizational commitment to effectiveness, this study conducted a questionnaire survey among 188 academics in Beijing. Analysis of survey responses suggested that organizational commitment presented significant relationships to performance and effectiveness. These…

Fear Appeals, Individual Differences, and Environmental Concern.

ERIC Educational Resources Information Center

Hine, Donald W.; Gifford, Robert

1991-01-01

A study examines the effect of a brief but intense antipollution message, compared to a control message, on verbal commitment and on three forms of immediate behavioral commitment of college student volunteers (n=104). Exposure to the antipollution message produced significantly more verbal commitment and financial donations but not more time…

Development and Evaluation of a Measure of Fear of Commitment.

ERIC Educational Resources Information Center

Serling, Deborah A.; Betz, Nancy E.

1990-01-01

Examined utility of fear of commitment in understanding differences between career undecidedness versus more complicated and chronic career indecisiveness in three studies targeting undecided and decided college students (N=707). Found fear of commitment related to state and trait anxiety, self-esteem, and was significantly higher in undecided…

The effects of corporate social responsibility on employees' affective commitment: a cross-cultural investigation.

PubMed

Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick

2012-11-01

This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. (c) 2012 APA, all rights reserved.

Fox Chase Cancer Center's Genitourinary Division: a national resource for research, innovation and patient care.

PubMed

Uzzo, Robert G; Horwitz, Eric M; Plimack, Elizabeth R

2016-04-01

Founded in 1904, Fox Chase Cancer Center remains committed to its mission. It is one of 41 centers in the country designated as a Comprehensive Cancer Center by the National Cancer Institute, is a founding member of the National Comprehensive Cancer Network, holds the magnet designation for nursing excellence, is one of the first to establish a family cancer risk assessment program, and has achieved national distinction because of the scientific discoveries made there that have advanced clinical care. Two of its researchers have won Nobel prizes. The Genitourinary Division is nationally recognized and viewed as one of the top driving forces behind the growth of Fox Chase due to its commitment to initiating and participating in clinical trials, its prolific contributions to peer-reviewed publications and presentations at scientific meetings, its innovations in therapies and treatment strategies, and its commitment to bringing cutting-edge therapies to patients.

Elimination of mother-to-child transmission of HIV and syphilis: A dual approach in the African Region to improve quality of antenatal care and integrated disease control.

PubMed

Newman Owiredu, Morkor; Newman, Lori; Nzomo, Theresa; Conombo Kafando, Ghislaine; Sanni, Saliyou; Shaffer, Nathan; Bucagu, Maurice; Peeling, Rosanna; Mark, Jennifer; Diop Toure, Isseu

2015-06-01

The World Health Organization's (WHO) Strategic Framework for the Elimination of New HIV Infections among Children in Africa by 2015 identifies important synergies for the elimination of mother-to-child transmission of HIV and syphilis in terms of prevention interventions, implementation logistics and service delivery, monitoring and evaluation systems, and need for sustained political commitment. The WHO advocates the use of an integrated, rights-based dual approach with partnerships and collaboration to make the best use of available resources. Through a consultative approach, six countries in the African Region committed to dual elimination and developed and implemented action plans for this purpose. Where interest and commitment are high, this may also be possible and effective in other African countries. Copyright © 2015. Published by Elsevier Ireland Ltd.

Religious Commitment and its Relation to Happiness among Muslim Students: The Educational Level as Moderator.

PubMed

Achour, Meguellati; Mohd Nor, Mohd Roslan; Amel, Bouketir; Bin Seman, Haji Mohammad; MohdYusoff, Mohd Yakub Zulkifli

2017-10-01

This study examines the relationship between religiosity and level of happiness in an Islamic context among Muslim students studying at Malaysian universities. The determinants of happiness included in this research are positive attitudes, self-esteem, and other-esteem. Religiosity has long been considered as the main determinant in increasing happiness, and educational level strengthens its relationship. For this purpose, the researchers sampled 230 Muslim students aged 17-40 years studying at Malaysian universities in Kuala Lumpur, Malaysia. The study found a positive and significant correlation between religious commitment and level of happiness. Religious commitment also shows positive and significant correlations with positive attitudes, self-esteem, and other-esteem. The study also concludes that educational attainment moderates the relationship between religious commitment and happiness. Thus, religious commitment plays a very important role in increasing levels of happiness.

[Organizational commitment and job satisfaction: an exploratory study in family health units in Portugal].

PubMed

Pereira, Isabel; Veloso, Ana; Silva, Isabel Soares; Costa, Patricio

2017-05-18

This study explored the relationship between organizational commitment and job satisfaction among workers in family health units. Six family health units in the North of Portugal participated, including 105 health professionals (physicians, nurses, and clinical secretaries). The study used the Portuguese adaptations of the Organizational Commitment Scale by Meyer & Allen (1997) and the Job Satisfaction Survey (Spector, 1985). The results suggest a positive association between organizational commitment and job satisfaction. The professionals are moderately satisfied and committed to the family health units; the most satisfactory aspects are the nature of the work, relationship to coworkers, and communication, while pay is the most unsatisfactory. The affective component of the commitment appears, highlighting the professionals' involvement in (and identification with) the family health units project. The linear regression model proved significant, and organizational commitment explains 22.7% of the variance in job satisfaction. For this sample, organizational commitment predicts job satisfaction.

Organizational commitment of military physicians.

PubMed

Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

2009-09-01

An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics.

Length of service and commitment of nurses in hospitalsof Social Security Organization (SSO) in Tehran

PubMed Central

Jafari Kelarijani, Seyed Ebrahim; Heidarian, Ali Reza; Jamshidi, Reza; Khorshidi, Mohamad

2014-01-01

Background: A nurse’s commitment is the most important factor that influences her performance and depends on other variables. The purpose of this research was to study the relationship between length of service of the nurses with the amount of occupational commitment and organizational commitment. Methods: From Winter 2012 to Spring 2013, 266 nurses were chosen in selected hospitals of Social Security Organization (SSO). These nurses were randomly categorized into six different classes of service records including < 5, 5-9, 10-14, 15-19, 20-24, and 25-29 years. The length of service is related to the organizational, occupational, affective, continuance, and normative commitment. The data were collected and analyzed. Results: Generally 84% of the responders were women and the rest were men of which 95% had a bachelor’s degree and the rest had higher academic degrees. The length of service in 81% of nurses was <15 years and 19% were higher than 15 years. Significant correlation were seen between continuance and occupational commitments and length of service (r=0.23, P=0.04 and r=-0.26, P=0.02, respectively). There were not any significant differences regarding organizational, affective and normative commitments (P=0.12, P=0.33, P=0.47, respectively). Conclusion: The results show that the length of service was related to continuance and occupational commitment. So pre-retirement of the nurses after 20 years of work can result in an increase in average commitment of employees. PMID:24778784

Human resource configurations: investigating fit with the organizational context.

PubMed

Toh, Soo Min; Morgeson, Frederick P; Campion, Michael A

2008-07-01

The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate.

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

PubMed Central

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-01-01

Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever. PMID:27218108

Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals.

PubMed

Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

2016-04-01

High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals' turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Thus, regarding the prominent and preventative role of organizational commitment in employees' desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people's organizational commitment must be considered by health system managers more than ever.

Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

PubMed

Abou Hashish, Ebtsam Aly

2017-03-01

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses' commitment and satisfaction and decreasing their turnover intention.

Sustained transfer of knowledge to practice in long-term care: facilitators and barriers of a mental health learning initiative.

PubMed

Stolee, Paul; McAiney, Carrie A; Hillier, Loretta M; Harris, Diane; Hamilton, Pam; Kessler, Linda; Madsen, Victoria; Le Clair, J Kenneth

2009-01-01

This article explores facilitators and barriers to the impact and sustainability of a learning initiative to increase capacity of long-term care (LTC) homes to manage the mental health needs of older persons, through development of in-house Psychogeriatric Resource Persons (PRPs). Twenty interviews were conducted with LTC staff. Management support, particularly designation of time for PRP activities, development of PRP teams, and supportive learning strategies were significant factors affecting sustained knowledge transfer. Continuing education that is provided and evaluated on an ongoing basis, secures management commitment, is integrated within a broader system strategy, and provides on-the-job support has the greatest potential to affect care.

Promising Programs in Arts Education: For California Public Schools.

ERIC Educational Resources Information Center

California State Dept. of Education, Sacramento.

Twenty-three exemplary art education programs in California school districts are identified and described. Selected on the basis of criteria stressing program management and commitment, these programs represent three categories: comprehensive multiart experiences, in-school programs, and shared community-school resources. The comprehensive…

44 CFR 352.6 - FEMA determination on the commitment of Federal facilities and resources.

Code of Federal Regulations, 2010 CFR

2010-10-01

... FEDERAL EMERGENCY MANAGEMENT AGENCY, DEPARTMENT OF HOMELAND SECURITY PREPAREDNESS COMMERCIAL NUCLEAR POWER PLANTS: EMERGENCY PREPAREDNESS PLANNING Certifications and Determinations § 352.6 FEMA determination on... radiological emergency preparedness plan. (d) The FEMA Deputy Administrator for the National Preparedness...

A Clean Break

ERIC Educational Resources Information Center

Kennedy, Mike

2010-01-01

Many education institutions have embraced the growing push for sustainable design and have built environmentally friendly facilities that use resources more efficiently. But the plaudits that administrators receive for LEED certification and other recognition of their efforts may be meaningless if the green commitment ends when a building is…

Star Struck.

ERIC Educational Resources Information Center

The Bookmark, 1991

1991-01-01

The professional journal of the British Columbia Teacher-Librarians' Association (BCTLA), The Bookmark is intended to: (1) serve as a communication vehicle for ideas, trends, and new developments in the field; (2) support a professional network of teacher-librarians who are committed to resource-based learning and cooperative planning and…

39 CFR 775.6 - Categorical exclusions.

Code of Federal Regulations, 2011 CFR

2011-07-01

... that involve no commitment of resources other than manpower and funding allocations. (3) Award of... personal services. (4) Research activities and studies and routine data collection when such actions are... replacement or any lead based paint abatement actions regulated under the provisions of the Toxic Substances...

39 CFR 775.6 - Categorical exclusions.

Code of Federal Regulations, 2013 CFR

2013-07-01

... that involve no commitment of resources other than manpower and funding allocations. (3) Award of... personal services. (4) Research activities and studies and routine data collection when such actions are... replacement or any lead based paint abatement actions regulated under the provisions of the Toxic Substances...

39 CFR 775.6 - Categorical exclusions.

Code of Federal Regulations, 2012 CFR

2012-07-01

... that involve no commitment of resources other than manpower and funding allocations. (3) Award of... personal services. (4) Research activities and studies and routine data collection when such actions are... replacement or any lead based paint abatement actions regulated under the provisions of the Toxic Substances...

39 CFR 775.6 - Categorical exclusions.

Code of Federal Regulations, 2014 CFR

2014-07-01

... that involve no commitment of resources other than manpower and funding allocations. (3) Award of... personal services. (4) Research activities and studies and routine data collection when such actions are... replacement or any lead based paint abatement actions regulated under the provisions of the Toxic Substances...

Concussion Management in Schools: Issues and Implications

ERIC Educational Resources Information Center

Canto, Angela I.; Pierson, Eric E.

2015-01-01

The school psychology literature base is lacking in information and resources for working with students with traumatic brain injuries, and concussions specifically. This special issue includes five articles from school psychology based researchers committed to increasing the awareness of the identification, assessment, and intervention for…

Capability Development at Imperial Oil Resources Ltd.

ERIC Educational Resources Information Center

Ellerington, David; And Others

1992-01-01

Striving to be learning organization, Imperial Oil of Canada focused on organizational, divisional, and individual capability development. Lessons learned include the following: (1) all levels of employees are potential professionals; (2) learning must be continuous; (3) intrinsic motivation and commitment are essential; and (4) organizational…

78 FR 64287 - Voluntary Intermodal Sealift Agreement Open Season

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-28

... program. Participants operating vessels in international trade may receive top tier consideration in the... clearance process with DSS. Participants must have a FCL and security clearances at a minimum of SECRET.../intermodal service and resource requirements against industry commitments. JPAG meetings are often SECRET...

Development Policies and Performance--World Issues and World Conferences.

ERIC Educational Resources Information Center

Gitta, Cosmas, Ed.

2000-01-01

In the business of development, breakthroughs require international communication to help spread potential benefits widely. Obstacles demand international commitment to marshal vision, resources, and effort sufficient to the challenge. This issue of "Cooperation South" contains a two part focus, conveying innovations in development…

Controlling HR Costs.

ERIC Educational Resources Information Center

Ellig, Bruce R.

1990-01-01

Controlling human resources costs is critical for a competitive advantage. More money will have to be invested in education and training because of an inadequate, ill-prepared group of entry-level workers. Commitment to employees will have to be considered in relation to the increased investment in them. (JOW)

Accentra Pharmaceuticals: Thrashing through ERP Systems

ERIC Educational Resources Information Center

Bradds, Nathan; Hills, Emily; Masters, Kelly; Weiss, Kevin; Havelka, Douglas

2017-01-01

Implementing and integrating an Enterprise Resource Planning (ERP) system into an organization is an enormous undertaking that requires substantial cash outlays, time commitments, and skilled IT and business personnel. It requires careful and detailed planning, thorough testing and training, and a change management process that creates a…

Community and consumer participation in Australian health services--an overview of organisational commitment and participation processes.

PubMed

Johnson, A; Silburn, K

2000-01-01

This article briefly describes recent initiatives to improve consumer participation in health services that have led to the establishment of the National Resource Centre for Consumer Participation in Health. The results of a component of the needs assessment undertaken by the newly established Centre are presented. They provide a 'snapshot' of the types of feedback and participation processes mainly being utilised by Australian health services at the different levels of seeking information, information sharing and consultation, partnership, delegated power and consumer control. They also allow identification of the organisational commitment made by Australian health services to support a more coordinated approach to community and consumer feedback and participation at different levels of health services such as particular emphasis on determining the presence of community and consumer participation in key organisational statements, specific consumer policies and plans, identifiable leadership, inclusion into job descriptions, allocation of resources, and staff development and consumer training. Discussion centres around four key observations and some of the key perceived external barriers.

Commitment in American Foreign Policy, a Theoretical Examination for the Post-Vietnam Era

DTIC Science & Technology

1980-04-01

matters as diverse as public diplomacy and U4S security commitments, and since 1977 has been a policy analyst for tne Unicorn Group, Ltd., an international... growing Soviet military power. The administration’s strengthening of NATO and its recent support of Thailand and North Yemen prove that some officials...9 Needless to say, such developments point to a significant and growing American military commitment to Saudi Arabia. Physical commitment on the

The relationship between organizational commitment and nursing care behavior

PubMed Central

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-01-01

Introduction Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient’s health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients’ satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. Methods In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. Findings The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). Conclusion In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses’ performance. PMID:28894543

75 FR 16909 - Designation of One Individual Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-02

... Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC of the... President declared a national emergency to address grave acts of terrorism and threats of terrorism... significant risk of committing, or support acts of terrorism. The President identified in the Annex to the...

75 FR 53377 - Designation of One Individual Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-31

... Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC of the... President declared a national emergency to address grave acts of terrorism and threats of terrorism... significant risk of committing, or support acts of terrorism. The President identified in the Annex to the...

The Validity of the Three-Component Model of Organizational Commitment in a Chinese Context.

ERIC Educational Resources Information Center

Cheng, Yuqiu; Stockdale, Margaret S.

2003-01-01

The construct validity of a three-component model of organizational commitment was tested with 226 Chinese employees. Affective and normative commitment significantly predicted job satisfaction; all three components predicted turnover intention. Compared with Canadian (n=603) and South Korean (n=227) samples, normative and affective commitment…

Commitment Approach to Motivating Community Recycling: New Zealand Curbside Trial.

ERIC Educational Resources Information Center

Bryce, Wendy J.; And Others

1997-01-01

In a New Zealand community, 200 households made commitment to recycle and 201 did not; 198 were asked to pay for recycling bins, 203 were not. A control group received only recycling information. Verbal commitment significantly increased participation. Difficulties in administering the financial incentive made it impossible to determine effect on…

The role of commitment strength in enhancing safe water consumption: mediation analysis of a cluster-randomized trial.

PubMed

Inauen, Jennifer; Tobias, Robert; Mosler, Hans-Joachim

2014-11-01

The objectives of this study were to investigate the importance of commitment strength in the theory of planned behaviour (TPB) and to test whether behaviour change techniques (BCTs) aimed at increasing commitment strength indeed promote switching to arsenic-safe wells by changing commitment strength. A cluster-randomized controlled trial with four arms was conducted to compare an information-only intervention to information plus one, two, or three commitment-enhancing BCTs. Randomly selected households (N = 340) of Monoharganj, Bangladesh, in seven geographically separate areas, whose members were drinking arsenic-contaminated water at baseline and had access to arsenic-safe wells, participated in this trial. The areas were randomly allocated to the four intervention arms. Water consumption behaviour, variables of the TPB, commitment strength, and socio-demographic characteristics were assessed at baseline and at 3-month follow-up by structured face-to-face interviews. Mediation analysis was used to investigate the mechanisms of behaviour change. Changes in commitment strength significantly increased the explanatory power of the TPB to predict well-switching. Commitment-enhancing BCTs - public self-commitment, implementation intentions, and reminders - increased the behaviour change effects of information by up to 50%. Mediation analyses confirmed that the BCTs indeed increased well-switching by increasing commitment strength. Unexpectedly, however, mediation via changes in behavioural intentions was the strongest mechanism of the intervention effects. Commitment is an important construct to consider in water- and health-related behaviour change and may be for other health behaviours as well. BCTs that alter behavioural intentions and commitment strength proved highly effective at enhancing the behaviour change effects of information alone. Statement of contribution What is already known on this subject? Millions of people drink contaminated water even if they have access to safe water alternatives and despite increased awareness of the consequences to health. The theory of planned behaviour (TPB) and commitment strength are predictive of safe water consumption. The potentially commitment-enhancing behaviour change techniques (BCTs) - reminders, implementation intentions, and public self-commitment - can promote health behaviours, including safe water consumption. What does this study add? Changes in commitment strength significantly added to the prediction of switching to arsenic-safe wells by the TPB. Information-plus-BCTs aimed at increasing commitment strength led to >50% more well-switching than information alone. Behaviour change effects of the BCTs were mediated by changes in commitment strength and behavioural intentions. © 2013 The British Psychological Society.

Female scarcity reduces women's marital ages and increases variance in men's marital ages.

PubMed

Kruger, Daniel J; Fitzgerald, Carey J; Peterson, Tom

2010-08-05

When women are scarce in a population relative to men, they have greater bargaining power in romantic relationships and thus may be able to secure male commitment at earlier ages. Male motivation for long-term relationship commitment may also be higher, in conjunction with the motivation to secure a prospective partner before another male retains her. However, men may also need to acquire greater social status and resources to be considered marriageable. This could increase the variance in male marital age, as well as the average male marital age. We calculated the Operational Sex Ratio, and means, medians, and standard deviations in marital ages for women and men for the 50 largest Metropolitan Statistical Areas in the United States with 2000 U.S Census data. As predicted, where women are scarce they marry earlier on average. However, there was no significant relationship with mean male marital ages. The variance in male marital age increased with higher female scarcity, contrasting with a non-significant inverse trend for female marital age variation. These findings advance the understanding of the relationship between the OSR and marital patterns. We believe that these results are best accounted for by sex specific attributes of reproductive value and associated mate selection criteria, demonstrating the power of an evolutionary framework for understanding human relationships and demographic patterns.

EuroPhenome and EMPReSS: online mouse phenotyping resource

PubMed Central

Mallon, Ann-Marie; Hancock, John M.

2008-01-01

EuroPhenome (http://www.europhenome.org) and EMPReSS (http://empress.har.mrc.ac.uk/) form an integrated resource to provide access to data and procedures for mouse phenotyping. EMPReSS describes 96 Standard Operating Procedures for mouse phenotyping. EuroPhenome contains data resulting from carrying out EMPReSS protocols on four inbred laboratory mouse strains. As well as web interfaces, both resources support web services to enable integration with other mouse phenotyping and functional genetics resources, and are committed to initiatives to improve integration of mouse phenotype databases. EuroPhenome will be the repository for a recently initiated effort to carry out large-scale phenotyping on a large number of knockout mouse lines (EUMODIC). PMID:17905814

EuroPhenome and EMPReSS: online mouse phenotyping resource.

PubMed

Mallon, Ann-Marie; Blake, Andrew; Hancock, John M

2008-01-01

EuroPhenome (http://www.europhenome.org) and EMPReSS (http://empress.har.mrc.ac.uk/) form an integrated resource to provide access to data and procedures for mouse phenotyping. EMPReSS describes 96 Standard Operating Procedures for mouse phenotyping. EuroPhenome contains data resulting from carrying out EMPReSS protocols on four inbred laboratory mouse strains. As well as web interfaces, both resources support web services to enable integration with other mouse phenotyping and functional genetics resources, and are committed to initiatives to improve integration of mouse phenotype databases. EuroPhenome will be the repository for a recently initiated effort to carry out large-scale phenotyping on a large number of knockout mouse lines (EUMODIC).

Neurobehavioural methods, effects and prevention: workers' human rights are why the field matters for developing countries.

PubMed

London, L

2009-11-01

Little research into neurobehavioural methods and effects occurs in developing countries, where established neurotoxic chemicals continue to pose significant occupational and environmental burdens, and where agents newly identified as neurotoxic are also widespread. Much of the morbidity and mortality associated with neurotoxic agents remains hidden in developing countries as a result of poor case detection, lack of skilled personnel, facilities and equipment for diagnosis, inadequate information systems, limited resources for research and significant competing causes of ill-health, such as HIV/AIDS and malaria. Placing the problem in a human rights context enables researchers and scientists in developing countries to make a strong case for why the field of neurobehavioural methods and effects matters because there are numerous international human rights commitments that make occupational and environmental health and safety a human rights obligation.

Biobanking sustainability--experiences of the Australian Breast Cancer Tissue Bank (ABCTB).

PubMed

Carpenter, Jane E; Clarke, Christine L

2014-12-01

Sustainability of biorepositories is a key issue globally. This article is a description of the different strategies and mechanisms used by the Australian Breast Cancer Tissue Bank (ABCTB) in developing and operating the resource since its inception in 2005. ABCTB operates according to a hub and spoke model, with a central management hub that is responsible for overall management of the resource including financial, ethical, and legal processes, researcher applications for material, clinical follow-up, information/database activities, and security. A centralized processing laboratory also operates from the hub site where DNA and RNA extractions are performed, digital imaging of stained tumor sections occurs, and specimens are assembled for dispatch for research projects. ABCTB collection sites where donors are identified, consent obtained, and specimens collected and processed for initial storage are located across Australia. Each of the activities of the resource requires financial support and different sources of revenue, some of which are allocated to a specific function of the ABCTB. Different models are in use at different collection centers where local variations may exist and local financial support may sometimes be obtained. There is also significant in-kind support by clinics and diagnostic and research facilities that house the various activities of the resource. However, long-term financial commitment to ensure the survival of the resource is not in place, and forward planning of operations remains challenging under these circumstances.

[Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment].

PubMed

Choi, Han Gyo; Ahn, Sung Hee

2016-02-01

The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, Scheffé test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry.

PubMed

Amponsah-Tawiah, Kwesi; Mensah, Justice

2016-09-01

This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

Awareness to Action.

ERIC Educational Resources Information Center

Blanzy, J.

Macomb Community College in Michigan emphasized a commitment to economic development in an effort to combat a failing economy and falling resources for college funding. The college started by forming an internal task force to determine what alternatives were available to meet existing needs, then hosted two meetings focusing on economic…

Preparing for catastrophe : a new U.S. framework for international disaster response.

DOT National Transportation Integrated Search

2001-06-01

The paper first makes a case for the strategic importance of U.S. disaster response capabilities in order to justify the commitment of attention and resources needed to develop a new response framework. It next reviews the current U.S. Government int...

Outdoor Wilderness Program: A Campus Makes a Commitment to the Individual.

ERIC Educational Resources Information Center

Grimm, Gary; Neal, Larry

1980-01-01

A resource room containing information about outdoor programs generates individual and cooperative learning activities and outdoor experiences. Although adventure participants are responsible for decisions and risks undertaken, the program should attempt to enhance experiences by reducing difficulties brought on by outsiders, institutions, and red…

12 CFR 391.14 - Enforcement of orders.

Code of Federal Regulations, 2012 CFR

2012-01-01

... credit commitment, of the borrower's overall financial condition and resources, the financial... deleted; d. An explanation of how the customer may obtain a credit report free of charge; and e... to the FTC, and should provide the FTC's Web site address and toll-free telephone number that...

External Perceptions of Successful University Brands

ERIC Educational Resources Information Center

Chapleo, Chris

2008-01-01

Branding in universities has become an increasingly topical issue, with some institutions committing substantial financial resources to branding activities. The particular characteristics of the sector present challenges for those seeking to build brands, and it therefore seems to be timely and appropriate to investigate the common approaches of…

State, Foreign Operations, and Related Programs: FY2009 Appropriations

DTIC Science & Technology

2009-04-03

resources in a few low- and low- middle income countries that have demonstrated a strong commitment to political, economic, and social reforms. The...several other areas.11 In FY2008, BBG proposed to reduce or eliminate radio broadcasting in a number of services, including Cantonese , Ukrainian

Involuntary Commitment Application: An Online Training Module

ERIC Educational Resources Information Center

Whitfield, Kimberly Y.

2012-01-01

The use of Web-based technology has enabled many government and corporate training divisions to reach more learners than ever before. Institutions are restructuring their budgets, obtaining funding from governments and foundations to fund resources needed to increase online learning offerings. While online learning is increasing, questions arise…

Teamwork for High Schools and Colleges.

ERIC Educational Resources Information Center

Stanfield, Rochelle L.

1981-01-01

Secondary and postsecondary institutions have much to gain by recognizing their interdependence and sharing resources. Incentives to partnership have been few in the past. Although power often rests with state governments, grass-roots efforts and programs initiated by individual departments have often had enough commitment to be successful. (MSE)

Personal Transferable Skills in Higher Education: The Problems of Implementing Good Practice.

ERIC Educational Resources Information Center

Drummond, Ian; Nixon, Iain; Wiltshire, John

1998-01-01

Promotion of effective development of personal transferable skills has had limited success in British higher education. Difficulties inherent in implementing established good practice include institutional inertia, issues of academic freedom, resources, high levels of commitment to a particular discipline, and modularization. (SK)

Emotional Intelligence Tests: Potential Impacts on the Hiring Process for Accounting Students

ERIC Educational Resources Information Center

Nicholls, Shane; Wegener, Matt; Bay, Darlene; Cook, Gail Lynn

2012-01-01

Emotional intelligence is increasingly recognized as being important for professional career success. Skills related to emotional intelligence (e.g. organizational commitment, public speaking, teamwork, and leadership) are considered essential. Human resource professionals have begun including tests of emotional intelligence (EI) in job applicant…

Financial Aid in Hispanic-Serving Institutions: Aligning Resources with HSI Commitments

ERIC Educational Resources Information Center

Venegas, Kristan M.

2015-01-01

The purpose of this chapter is to review the literature related to Hispanic-serving institutions and financial aid. Based on this review, a framework for guiding HSIs that considers the role of financial aid in meeting the needs of Latino/a students is suggested.

Salmonella Enteritidis Deposition inside Eggs after Experimental Infection of Laying Hens with Different Oral Doses

USDA-ARS?s Scientific Manuscript database

The continuing attribution of human Salmonella Enteritidis infections to internally contaminated eggs has necessitated the commitment of substantial public and private resources to risk reduction and testing programs for commercial laying flocks. Cost-effective risk reduction requires a detailed und...

A Standard to Sustain

ERIC Educational Resources Information Center

Harrison, Mary M.

2003-01-01

Throughout Vermont, at every grade level, students are finding innovative ways to get involved with issues that challenge their communities and affect their future. The efforts reflect a 2000 state commitment to education for sustainability. Vermont educators often describe sustainability as a lens through which to analyze use of resources. By…

44 CFR 201.4 - Standard State Mitigation Plans.

Code of Federal Regulations, 2011 CFR

2011-10-01

... reduce risks from natural hazards and serves as a guide for State decision makers as they commit resources to reducing the effects of natural hazards. (b) Planning process. An effective planning process is... risk assessments must characterize and analyze natural hazards and risks to provide a statewide...

Climate Change Science Activities of the U.S. Geological Survey in New England

USGS Publications Warehouse

Lent, Robert M.

2016-03-23

This fact sheet presents recent climate change investigations of the USGS in New England using selected recent publications. These publications highlight the broad spectrum of expertise and commitment to understanding the relations of climate change and water resources in New England.

The Community College Story. Third Edition

ERIC Educational Resources Information Center

Vaughan, George B.

2006-01-01

This concise history of community colleges touches on major themes, including open access and equity, comprehensiveness, community-based philosophy, commitment to teaching, and lifelong learning. The third edition includes revised text as well as updated statistical information, time line, reading list, and Internet resources. In the more than a…

76 FR 27217 - Military Spouse Appreciation Day, 2011

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-11

..., Strengthening our Military Families: Meeting America's Commitment, which marshaled resources from across our... of America A Proclamation Military spouses serve as steady and supportive partners to the heroes in uniform who protect and defend our great Nation every day. Across America and around the world, military...

Literacy in the Workplace: The Executive Perspective. A Qualitative Research Study.

ERIC Educational Resources Information Center

Omega Group, Inc., Haverford, PA.

Twenty-eight in-depth interviews were conducted with top executives in Philadelphia to discover issues and concerns about committing organizational resources over time to workplace literacy programs. Participants represented major organizations and institutions, both manufacturing and service. The executives reported that the manifestations of…

40 CFR 264.55 - Emergency coordinator.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Contingency Plan and Emergency Procedures § 264.55 Emergency coordinator. At all times, there must be at least...'s contingency plan, all operations and activities at the facility, the location and characteristics... addition, this person must have the authority to commit the resources needed to carry out the contingency...

Work engagement, work commitment and their association with well-being in health care.

PubMed

Kanste, Outi

2011-12-01

The aim was to examine whether work engagement and work commitment can be empirically discriminated and how they are associated with well-being. The terminology used in literature and in practice is confused by the interchangeable use of these terms. Only few studies, like Hallberg and Schaufeli's study, have examined the relationships between work engagement and work commitment systematically by using empirical data. In this study, the data were gathered via self-reported questionnaire from the healthcare staff working in 14 health centres and four hospitals in Finland. The data consisted of 435 responses. The material was analysed by using structural equation modelling (SEM) and correlations. The items of work engagement and work commitment dimensions (identification with organization, willingness to exert in organization's favour, occupational commitment and job involvement) loaded on their own latent variables in SEM analysis, so the data supported this five-factor model. Work engagement and work commitment dimensions were positively related, sharing between 2 and 33% of their variances. These constructs also displayed different correlations with some indicators of well-being measured as personal accomplishment, psychological well-being, mental resources, internal work motivation and willingness to stay on at work. Work engagement had moderate positive correlation to personal accomplishment (r = 0.68, p < 0.001). Identification with organization (r = 0.40, p < 0.001), willingness to exert in organization's favour (r =0.44, p < 0.001) and occupational commitment (r =0.37, p < 0.001) had low correlations to personal accomplishment. The results support the notion that work engagement can be empirically discriminated from work commitment. They are distinct, yet related constructs that complement each other, describing different aspects of positive attitudes towards work. The results can be utilized in interventions aimed at quality of working life in health care as well as in studies investigating discriminant and construct validity. © 2011 The Author. Scandinavian Journal of Caring Sciences © 2011 Nordic College of Caring Science.

“What an eye-opener” – a qualitative study of vulnerable citizens participating in a municipality-based intervention

PubMed Central

Ilvig, Pia Maria; Kjær, Michaela; Jones, Dorrie; Christensen, Jeanette Reffstrup; Andersen, Lotte Nygaard

2018-01-01

ABSTRACT Purpose: To explore how psychologically vulnerable citizens experienced performing their everyday-life activities, identify activities experienced as particularly challenging and evaluate the significance of the Acceptance and Commitment Theory-based (ACT)-based program, Well-being in Daily Life, had on the participants everyday-life activities. Methods: Semi-structured interviews were conducted with eight participants from the Well-being in Daily Life program. Data were analysed using Systematic Text Condensation. Results and Conclusion: The participants experienced anxiety, fatigue, lack of structure, and chaos when performing their everyday-life activities; in addition to being uncertain about the limitations of their own resources. Furthermore, balancing between demands and resources was challenging, also leading to uncertainty and identity conflicts that contributed to the participants’ concerns about re-entering the workforce. The program enabled the participants to develop social skills and trust which contributed to providing the participants with confidence, individually-tailored-possibilities for developing new competencies and courage; thus, facilitating their recovery process. PMID:29488443

Do Job Satisfaction and Demographic Characteristics of Female Teachers Influence Their Affective Commitment to Schools?

ERIC Educational Resources Information Center

Dinc, M. Sait; Kocyigit, Zubeyde

2017-01-01

The main purpose of this paper is to examine the effect of ethical leadership on teachers' job satisfaction, and affective commitment in an education sector. This study proposes that ethical leadership has a significant and positive effect on overall job satisfaction and affective commitment. Moreover, it suggests that ethical leadership has an…

Impact of future energy policy on water resources in Kazakhstan

NASA Astrophysics Data System (ADS)

Rivotti, Pedro; Karatayev, Marat; Sobral Mourão, Zenaida; Shah, Nilay; Clarke, Michèle; Konadu, D. Dennis

2017-04-01

As part of its commitment to become one of the top-30 developed countries in the world, Kazakhstan set out an ambitious target of increasing the share of renewables and alternative sources of energy in its power generation mix to 50% by 2050. This vision greatly contrasts with the current situation, with coal and natural gas power plants producing around 90% of total electricity in 2016. While this transition provides a unique opportunity to improve the sustainability of the national energy system, major natural resources challenges currently faced in the country should be taken into account. Particularly in the case of water resources management, the current system is characterised by significant losses, heavy reliance on irrigation for the agricultural sector, unevenly distributed surface water, vulnerability to climate change and variations in transboundary inflows, amongst other issues. In this context, this study aims to investigate the future availability of water resources to support food production and the transition to a new energy system. Given the challenges mentioned above, tackling this question requires an integrated analysis of the water-energy-food systems in Kazakhstan. This is done in three stages: (1) characterising the water supply and demand in the country; (2) establishing the linkages between water resources and activities in the power production and agricultural sectors; and (3) identifying potential conflicts at the nexus between water, energy and food, taking into account future energy policy scenarios, trends for food production and water resource use.

Systematic Evaluation of Stochastic Methods in Power System Scheduling and Dispatch with Renewable Energy

DOE Office of Scientific and Technical Information (OSTI.GOV)

Wang, Yishen; Zhou, Zhi; Liu, Cong

2016-08-01

As more wind power and other renewable resources are being integrated into the electric power grid, the forecast uncertainty brings operational challenges for the power system operators. In this report, different operational strategies for uncertainty management are presented and evaluated. A comprehensive and consistent simulation framework is developed to analyze the performance of different reserve policies and scheduling techniques under uncertainty in wind power. Numerical simulations are conducted on a modified version of the IEEE 118-bus system with a 20% wind penetration level, comparing deterministic, interval, and stochastic unit commitment strategies. The results show that stochastic unit commitment provides amore » reliable schedule without large increases in operational costs. Moreover, decomposition techniques, such as load shift factor and Benders decomposition, can help in overcoming the computational obstacles to stochastic unit commitment and enable the use of a larger scenario set to represent forecast uncertainty. In contrast, deterministic and interval unit commitment tend to give higher system costs as more reserves are being scheduled to address forecast uncertainty. However, these approaches require a much lower computational effort Choosing a proper lower bound for the forecast uncertainty is important for balancing reliability and system operational cost in deterministic and interval unit commitment. Finally, we find that the introduction of zonal reserve requirements improves reliability, but at the expense of higher operational costs.« less

[Burn-out, commitment, personality and experiences during work and training; survey among psychiatry residents].

PubMed

Krebs, R; Ewalds, A L; van der Heijden, P T; Penterman, E J M; Grootens, K P

2017-01-01

In the last few years international studies have reported on increase in burn-out and depressive symptoms among psychiatry residents. In the field of research, however, commitment and dedication are now being mentioned more frequently as positive factors that counterbalance burn-out. To find out how a group of Dutch psychiatry residents feel about their work, to discover their degree of burn-out and commitment and to clarify the various factors involved. 59 psychiatry residents from four teaching hospitals were asked to complete questionnaires concerning burn-out (U-BOS-C), commitment (UWES-15) and personality (BFI-NL). Respondents were also asked to describe how they felt about their experiences during their work and to give their views on the instruction and training they were receiving. In the U-BOS-C section only four trainees (almost 7%) met the criteria for burn-out. In the BFI-NL section the psychiatry residents obtained significantly lower scores on neuroticism and higher scores on empathy than did a comparable norm group of a similar age. The scores of the psychiatry residents indicated that the term 'being proud of your work' was significantly related to a feeling of commitment and particularly to all subscales that reflected commitment. In our study the percentage of psychiatry residents with burn-out is significantly lower than the percentage reported elsewhere in the literature. In fact, our results demonstrate that the psychiatry residents who were the subject of our study regarded themselves as being emotionally stable, friendly and committed to their work.

Job demands-resources, burnout and intention to leave the nursing profession: a questionnaire survey.

PubMed

Jourdain, Geneviève; Chênevert, Denis

2010-06-01

The aims of the paper are to examine the role of burnout in the relationship between stress factors related to nurses' work and social environment and intention to leave the profession and to investigate the nature of the relationship between burnout and intention to leave the nursing profession. A postulate of the job demands-resources model is that two distinct yet related processes contribute to the development of burnout. The energetic process originates from demands and is mainly centered on emotional exhaustion; the motivational process originates from resources and is mainly centered on depersonalization. Moreover, we postulated that the two components of burnout are linked indirectly to intention to leave the profession via psychosomatic complaints, associated with the energetic process, and via professional commitment, associated with the motivational process. The research model was tested on cross-sectional data collected in 2005 from 1636 registered nurses working in hospitals who responded to a self-administrated questionnaire. Demands are the most important determinants of emotional exhaustion and indirectly induce depersonalization via emotional exhaustion, whereas resources mainly predict depersonalization. Moreover, emotional exhaustion and depersonalization are linked to psychosomatic complaints and professional commitment, which are in turn associated with intention to leave the profession. The results suggest that a dual strategy is needed in order to retain nurses within the profession: a decrease in job demands, coupled with an increase in available job resources. In particular, nurses' tasks and role should be restructured to reduce work overload and increase the meaning of their work. (c) 2009 Elsevier Ltd. All rights reserved.

Interactional Resources for Quality Improvement: Learning From Participants Through a Qualitative Study.

PubMed

Brooks, Joanna Veazey; Gorbenko, Ksenia; Bosk, Charles

Implementing quality improvement in hospitals requires a multifaceted commitment from leaders, including financial, material, and personnel resources. However, little is known about the interactional resources needed for project implementation. The aim of this analysis was to identify the types of interactional support hospital teams sought in a surgical quality improvement project. Hospital site visits were conducted using a combination of observations, interviews, and focus groups to explore the implementation of a surgical quality improvement project. Twenty-six site visits were conducted between October 2012 and August 2014 at a total of 16 hospitals that agreed to participate. All interviews were recorded, transcribed, and coded for themes using inductive analysis. We interviewed 321 respondents and conducted an additional 28 focus groups. Respondents reported needing the following types of interactional support during implementation of quality improvement interventions: (1) a critical outside perspective on their implementation progress; (2) opportunities to learn from peers, especially around clinical innovations; and (3) external validation to help establish visibility for and commitment to the project. Quality improvement in hospitals is both a clinical endeavor and a social endeavor. Our findings show that teams often desire interactional resources as they implement quality improvement initiatives. In-person site visits can provide these resources while also activating emotional energy for teams, which builds momentum and sustainability for quality improvement work. Policymakers and quality improvement leaders will benefit from developing strategies to maximize interactional learning and feedback for quality improvement teams. Further research should investigate the most effective methods for meeting these needs.

Interactional Resources for Quality Improvement: Learning from Participants through a Qualitative Study

PubMed Central

Brooks, Joanna Veazey; Gorbenko, Ksenia; Bosk, Charles

2017-01-01

BACKGROUND Implementing quality improvement in hospitals requires a multi-faceted commitment from leaders, including financial, material, and personnel resources. However, little is known about the interactional resources needed for project implementation. The aim of this analysis was to identify the types of interactional support hospital teams sought in a surgical quality improvement project. METHODS Hospital site visits were conducted using a combination of observations, interviews, and focus groups to explore the implementation of a surgical quality improvement project. Twenty-six site visits were conducted between October 2012 and August 2014 at a total of 16 hospitals that agreed to participate. All interviews were recorded, transcribed, and coded for themes using inductive analysis. RESULTS We interviewed 321 respondents and conducted an additional 28 focus groups. Respondents reported needing the following types of interactional support during implementation of quality improvement interventions: 1) a critical outside perspective on their implementation progress; 2) opportunities to learn from peers, especially around clinical innovations; and 3) external validation to help establish visibility for and commitment to the project. CONCLUSIONS Quality improvement in hospitals is both a clinical and a social endeavor. Our findings show that teams often desire interactional resources as they implement quality improvement initiatives. In-person site visits can provide these resources while also activating emotional energy for teams, which builds momentum and sustainability for quality improvement work. IMPLICATIONS Policymakers and quality improvement leaders will benefit from developing strategies to maximize interactional learning and feedback for quality improvement teams. Further research should investigate the most effective methods for meeting these needs. PMID:28375951

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

PubMed

Berberoglu, Aysen

2018-06-01

Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical issues regarding the relationship of three concepts in the study. According to the findings, if the organizational climate scores of the employees are high, organizational commitment scores of the employees are high at the same time. In other words, if the employees in public hospitals of North Cyprus perceive the organizational climate in a positive way, they will have higher levels of organizational commitment. Findings suggested that organizational climate is an important factor in healthcare settings in terms of employee commitment and how employees perceive organizational performance, which would lead to significant results about the provision of service in healthcare organizations.

From controlled to committed.

PubMed

Hess, J C

1996-02-01

Most of us agree that people are our most important resource. Yet we spend a minimal amount of time learning more about human behavior, communication, and how our attitudes and behavior impact employee performance. Instead we rely on traditional methods of negative reinforcement in an attempt to control our areas of responsibility. While these methods can render some short-term success, managers and organizations that succeed during these times of change and fierce competition will be those that take the time to understand and capture the power of a committed workforce. The committed workforce is energized, not simply compliant, as a result of having basic human needs for achievement satisfied, belonging to a group, and receiving recognition for its contributions. Committed workers typically describe the manager as one who has the ability to give them a great degree of control over their area of influence. We all know that we don't change our leadership style like we change clothes. Old habits die hard. it takes a personal commitment and lots of practice to rid outselves of habits and behavior that no longer serve our departments and facilities. This commitment, however, is crucial to survival. As managers, we must cope with increasing ambiguity and uncertainty in the workplace. To survive these challenges, we must improve our interpersonal skills and ability to successfully bring out the best in others. I believe that success will continue for managers who not only increase their knowledge and technical ability, but who also inspire their workers to move forward with a collective sense of enthusiasm and purpose.

Which daily experiences can foster well-being at work? A diary study on the interplay between flow experiences, affective commitment, and self-control demands.

PubMed

Rivkin, Wladislaw; Diestel, Stefan; Schmidt, Klaus-Helmut

2018-01-01

Previous research has provided strong evidence for affective commitment as a direct predictor of employees' psychological well-being and as a resource that buffers the adverse effects of self-control demands as a stressor. However, the mechanisms that underlie the beneficial effects of affective commitment have not been examined yet. Drawing on the self-determination theory, we propose day-specific flow experiences as the mechanism that underlies the beneficial effects of affective commitment, because flow experiences as peaks of intrinsic motivation constitute manifestations of autonomous regulation. In a diary study covering 10 working days with N = 90 employees, we examine day-specific flow experiences as a mediator of the beneficial effects of interindividual affective commitment and a buffering moderator of the adverse day-specific effects of self-control demands on indicators of well-being (ego depletion, need for recovery, work engagement, and subjective vitality). Our results provide strong support for our predictions that day-specific flow experiences a) mediate the beneficial effects of affective commitment on employees' day-specific well-being and b) moderate (buffer) the adverse day-specific effects of self-control demands on well-being. That is, on days with high levels of flow experiences, employees were better able to cope with self-control demands whereas self-control demands translated into impaired well-being when employees experienced lower levels of day-specific flow experiences. We then discuss our findings and suggest practical implications. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Accessing and managing open medical resources in Africa over the Internet

NASA Astrophysics Data System (ADS)

Hussein, Rada; Khalifa, Aly; Jimenez-Castellanos, Ana; de la Calle, Guillermo; Ramirez-Robles, Maximo; Crespo, Jose; Perez-Rey, David; Garcia-Remesal, Miguel; Anguita, Alberto; Alonso-Calvo, Raul; de la Iglesia, Diana; Barreiro, Jose M.; Maojo, Victor

2014-10-01

Recent commentaries have proposed the advantages of using open exchange of data and informatics resources for improving health-related policies and patient care in Africa. Yet, in many African regions, both private medical and public health information systems are still unaffordable. Open exchange over the social Web 2.0 could encourage more altruistic support of medical initiatives. We have carried out some experiments to demonstrate the feasibility of using this approach to disseminate open data and informatics resources in Africa. After the experiments we developed the AFRICA BUILD Portal, the first Social Network for African biomedical researchers. Through the AFRICA BUILD Portal users can access in a transparent way to several resources. Currently, over 600 researchers are using distributed and open resources through this platform committed to low connections.

Effects of a signature on rates of change: a randomized controlled trial involving continuing education and the commitment-to-change model.

PubMed

Mazmanian, P E; Johnson, R E; Zhang, A; Boothby, J; Yeatts, E J

2001-06-01

Physicians frequently are asked to sign commitments to change practice, based upon their involvement in continuing medical education (CME) activities. Although use of the commitment-to-change model is increasingly widespread in CME, the effect of signing such commitments on rates of change is not well understood. Immediately after a CME session, 110 physicians were asked to specify a change they intended to make in practice and to designate a level of commitment to change. To determine the effects of a signature on rates of change, physicians were randomly assigned to control (signature) and experimental (non-signature) groups. Follow-up surveys were conducted at two and three months to determine rates of change. In all, 88 physicians completed the first questionnaire, and 64 of them completed the follow-up. Consistent with prior studies involving the commitment-to-change model, those expressing an intention to change were significantly more likely to change on follow-up (p =.035). There was no significant difference between signature and non-signature groups (p =.99), regardless of age or gender. Signatures appear unimportant to assuring compliance with commitments to change used in CME conferences. A physician's behavior can be expected to change if the specified change is consistent with the physician's beliefs and sense of what is important. The relative influences of components of the commitment-to-change model require further study to determine more clearly their roles in causation and measurement.

Comprehensive School Reform: Meta-Analytic Evidence of Black-White Achievement Gap Narrowing1

PubMed Central

Gorey, Kevin M.

2016-01-01

This meta-analysis extends a previous review of the achievement effects of comprehensive school reform (CSR) programs (Borman, Hewes, Overman, & Brown, 2003). That meta-analysis observed significant effects of well endowed and well-researched programs, but it did not account for race/ethnicity. This article synthesizes 34 cohort or quasi-experimental outcomes of studies that incorporated the policy-critical characteristic of race/ethnicity. Findings: compared with matched traditional schools, the black-white achievement gap narrowed significantly more among students in CSR schools. In addition, the aggregate effects were large, substantially to completely eliminating the achievement gap between African American and non-Hispanic white students in elementary and middle schools. Title I policies before or after the No Child Left Behind Act of 2001 seem to have had essentially no impact on the black-white achievement gap. Curricular and testing mandates along with the threat of sanctions without concomitant resource supports seem to have failed. This study suggests that educational achievement inequities need not be America’s destiny. It seems that they could be eliminated through concerted political will and ample resource commitments to evidence-based educational programs. PMID:27453681

Career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

Career commitment and job performance are complex phenomena that have received little attention in nursing research. A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. The lowest reported means of nurses' job performance require managerial interventions.

Prime Mentors Program

ERIC Educational Resources Information Center

Machuk, Yvonne

2006-01-01

In Canadian Rockies Public Schools (CRPS), educators are committed to meeting the needs of all students. While much of the attention and resources go to the students with special needs who have difficulty learning, the group of students identified as talented and gifted is largely left to the classroom teacher to accommodate. Lawrence Grassi…

Your New Role in the Organizational Drama: Measuring Effectiveness.

ERIC Educational Resources Information Center

Chalofsky, Neal E.; Reinhart, Carlene

1988-01-01

Presents a research-based model for human resource development effectiveness. Model standards specify that the HRD function has (1) the ability to diagnose problems, (2) the support of the corporate mission and culture, (3) a commitment to strategic planning and support for organizational change, (4) clearly defined staff roles and…

Does TQM Affect Teaching and Learning?

ERIC Educational Resources Information Center

Mauriel, John J.; And Others

Many schools and school districts are attempting to introduce principles and practices of Total Quality Management (TQM). These attempts take many forms with varying degrees of commitment of resources and management attention. This paper describes the research design of a study intended to identify best current practices in applying TQM concepts…

Total Quality Management in Higher Education.

ERIC Educational Resources Information Center

Sherr, Lawrence A.; Lozier, G. Gredgory

1991-01-01

Total Quality Management, based on theories of W. Edward Deming and others, is a style of management using continuous process improvement characterized by mission and customer focus, a systematic approach to operations, vigorous development of human resources, long-term thinking, and a commitment to ensuring quality. The values espoused by this…

Disinterested, Disengaged, Useless: Conservative or Progressive Idea of the University?

ERIC Educational Resources Information Center

McLennan, Gregor

2008-01-01

There is evidence aplenty of academics' increasing incorporation into the life and fate of their university's brand, just as it is clear that university structures and incentives generally are dependent upon increasingly competitive resource capture under tightened managerial ideologies of institutional commitment (albeit by way of innumerable…

Recognising and Realising Teachers' Professional Agency

ERIC Educational Resources Information Center

Edwards, Anne

2015-01-01

This reflection on the eight papers in this special issue examines the theoretical stances and methodological resources to be found in them. It offers a definition of agency which emphasises commitment, responsibility, strong judgements, self-evaluation, connection to the common good and attention to what people do. Having examined how the papers…

Reintroduction of Fire into Fire-Dependent Ecosystems: Some Southern Examples

Treesearch

Dale Wade; George Custer; Jim Thorsen; Paul Kaskey; John Kush; Bill Twomey; Doug Voltolina

1997-01-01

Natural resource problems associated with, or resulting from, attempted fire exclusion are challenging managers across the United States. Critical issues range from epidemic insect and disease conditions to species extirpations. Southern burners continue to demonstrate that seemingly insurmountable constraints can be overcome through commitment and cooperation, and...

841 Square Miles of Commitment: Districtwide Plan Makes Professional Learning a Priority

ERIC Educational Resources Information Center

Slabine, Nancy Ames

2012-01-01

Without adequate time and resources, it is impossible for school districts and schools to support professional learning that leads to effective teaching practices, supportive leadership, and improved student results. That's why one of the seven new standards in Learning Forward's Standards for Professional Learning focuses specifically on…

36 CFR § 1206.4 - What is the purpose of the Commission?

Code of Federal Regulations, 2013 CFR

2013-07-01

...), supports a wide range of activities to preserve, publish, and encourage the use of primary documentary... and institutions, and Federally-acknowledged or state-recognized Native American tribes or groups committed to the preservation, publication, or use of United States documentary resources. [75 FR 66317, Oct...

36 CFR 1206.4 - What is the purpose of the Commission?

Code of Federal Regulations, 2012 CFR

2012-07-01

...), supports a wide range of activities to preserve, publish, and encourage the use of primary documentary... and institutions, and Federally-acknowledged or state-recognized Native American tribes or groups committed to the preservation, publication, or use of United States documentary resources. [75 FR 66317, Oct...

36 CFR 1206.4 - What is the purpose of the Commission?

Code of Federal Regulations, 2011 CFR

2011-07-01

...), supports a wide range of activities to preserve, publish, and encourage the use of primary documentary... and institutions, and Federally-acknowledged or state-recognized Native American tribes or groups committed to the preservation, publication, or use of United States documentary resources. [75 FR 66317, Oct...

36 CFR 1206.4 - What is the purpose of the Commission?

Code of Federal Regulations, 2014 CFR

2014-07-01

...), supports a wide range of activities to preserve, publish, and encourage the use of primary documentary... and institutions, and Federally-acknowledged or state-recognized Native American tribes or groups committed to the preservation, publication, or use of United States documentary resources. [75 FR 66317, Oct...

Slow the Flow for Healthful Schools

ERIC Educational Resources Information Center

Kennedy, Mike

2011-01-01

One constant found in almost every education facility, in addition to students and teachers, is the school washroom. Every day, millions of students, staff members and visitors use school washrooms and in the process consume millions of gallons of water. For students concerned about conserving resources and for educators committed to teaching…

Undergraduate Black Student Retention Revisited

ERIC Educational Resources Information Center

Garcia, Sandra A.; Seligsohn, Harriet C.

1978-01-01

It is contended that until now colleges and universities have been reacting defensively to the problem of affirmative action. They must now set realistic goals in recruitment and retention, commit financial and human resources to these goals, and set up contractual agreements that clearly delineate the rights and obligation of the student as well…

Changing Recruitment Outcomes: The "Why" and the "How"

ERIC Educational Resources Information Center

MacLean, Lisa; Pato, Michele T.

2011-01-01

Objective: Residency programs compete for applicants and commit extensive resources to the recruitment process. After failing to fill in the match for 5 years (1999-2004), this program decided to make changes in its recruitment process. The authors describe one program's experience in improving recruitment outcomes. Methods: The new training…

Matching International Enthusiasm with Diversity Commitment

ERIC Educational Resources Information Center

Smith, Michael J.; Ota, Akiko

2013-01-01

It will come as no surprise to most admission professionals that enrollment pressures related to the economic downturn of the last five years have placed American postsecondary education in the middle of a spinning plate, slipping and sliding as it tries to accommodate more students with fewer financial resources from federal and state…

Chronic Callers to a Suicide Prevention Center.

ERIC Educational Resources Information Center

Sawyer, John B.; Jameton, Elizabeth M.

1979-01-01

Chronic callers (N=67) are reviewed; 51 percent were diagnosed as drug or alcohol dependent. Four were known to have committed suicide and 37 had made suicide attempts; 47 percent of the group was eventually referred to an ongoing treatment resource. Agency strategies for dealing with the chronic caller are discussed. (Author)

Pratfalls, Pitfalls, and Passion: The Melding of Leadership and Social Justice

ERIC Educational Resources Information Center

Noble, Donnette J.

2015-01-01

Frequent conflicts over money, land, power, and other resources make it difficult for some societies to find or sustain any sense of equilibrium. Additionally, racial, ethnic, religious, socioeconomic, educational, and political injustices, among others, require that leaders increase their understanding and commitment to social justice. Such…

New Fund Allows Colleges to Pool Resources for Large-Scale Real-Estate Investments.

ERIC Educational Resources Information Center

McMillen, Liz

1988-01-01

The Real Estate Investment Trust, a companion organization to the Common Trust, allows colleges to commit as little as $50,000 for investments in commercial properties at minimum risk, which could protect endowments while providing returns comparable to those of the stock market. (MSE)

Trials by Juries: Suggested Practices for Database Trials

ERIC Educational Resources Information Center

Ritterbush, Jon

2012-01-01

Librarians frequently utilize product trials to assess the content and usability of a database prior to committing funds to a new subscription or purchase. At the 2012 Electronic Resources and Libraries Conference in Austin, Texas, three librarians presented a panel discussion on their institutions' policies and practices regarding database…

DGIC Interconnection Insights | Distributed Generation Interconnection

Science.gov Websites

time and resources from utilities, customers, and local permitting authorities. Past research by the interconnection processes can benefit all parties by reducing the financial and time commitments involved. In this susceptible to time-consuming setbacks-for example, if an application is submitted with incomplete information

The Link: Connecting Juvenile Justice and Child Welfare. Volume 3, Number 3, Summer/Fall 2004

ERIC Educational Resources Information Center

Child Welfare League of America (NJ-L1), 2004

2004-01-01

This issue of "The Link" newsletter contains the following articles: (1) "Youth in Foster Care Who Commit Delinquent Acts: Study Findings and Recommendations" (Leslee Morris); (2) "Director's Message" (Christy Sharp); (3) "Juvenile Justice News and Resources"; (4) "The Nurse-Family Partnership:…

An Appreciation of Social Context: One Legacy of Gerald Salancik.

ERIC Educational Resources Information Center

Weick, Karl E.

1996-01-01

Evaluates Gerald Salancik's work, tracing salient themes and focusing on his constant attention to the social context of individual and organizational motivation and action. Shows the centrality of social context in his studies on priming effects, commitment, power, resource dependence, justification, decision making, and other topics. He excelled…

Boosting Adult Learning. Working Brief.

ERIC Educational Resources Information Center

Boyer, David

Too many of Britain's workforce lack the skills needed for a knowledge-based economy. To remedy this will require the commitment, in time and resources, of individuals, employers, the education and training infrastructure and the state. Adults with the lowest qualifications have the least access to employer-funded training, especially in small…

Cypress College Strategic Plan, 2000-2004.

ERIC Educational Resources Information Center

Cypress Coll., CA.

This document outlines Cypress College's Strategic Plan to be used to guide decision-making and resource allocation for the years 2000 through 2004. The Strategic Plan begins with the Cypress College Vision Statement: building a college-wide learning community for student success. The Mission Statement states that Cypress College is committed to…

Research at the Crossroads: How Intellectual Initiatives across Disciplines Evolve

ERIC Educational Resources Information Center

Frost, Susan H.; Jean, Paul M.; Teodorescu, Daniel; Brown, Amy B.

2004-01-01

How do intellectual initiatives across disciplines evolve? This qualitative case study of 11 interdisciplinary research initiatives at Emory University identifies key factors in their development: the passionate commitments of scholarly leaders, the presence of strong collegial networks, access to timely and multiple resources, flexible practices,…

75 FR 17841 - National Child Abuse Prevention Month, 2010

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-07

... Child Abuse Prevention Month, 2010 By the President of the United States of America A Proclamation Our children are our most valuable resource, and they need our support to thrive and grow into healthy, productive adults. During National Child Abuse Prevention Month, we renew our unwavering commitment to...

Visualizing agroforestry alternatives or pixel this!

Treesearch

Gary Bentrup

2005-01-01

Natural resource professionals often hear the words, What will it look like? " from landowners who have difficulty in understanding a proposed agroforestry or conservation plan. Planting plans and engineering drawings, while necessary, often mean little to the general public. When practices require a long-term commitment like agroforestry, landowners want to know...

TQM--Will It Work in Your Library?

ERIC Educational Resources Information Center

Butcher, Karyle

Scarce resources, changing customer expectation, and the changing role of top management are all factors that have contributed to the implementation of total quality management (TQM) in libraries. Instructional articles, conferences, and videos can alleviate some concerns of cost and time commitment. Many libraries already practice some of the…

Cyberspace: Time to Reassess, Reorganize, and Resource for Evolving Threats

DTIC Science & Technology

2012-03-15

reflecting on what types of cyber activities have the potential to change the strategic landscape. Arguably an attack by cyber criminals on the...their ability to hire or develop hacker talent.18 Nation states can use cyber criminals as a proxy to commit crimes against other nations in an

Campus Kids Mentoring Program: Fifteen Years of Success

ERIC Educational Resources Information Center

Shepard, Jerri

2009-01-01

This article features Campus Kids, a mentoring program located at Gonzaga University in Spokane, Washington. Gonzaga is a Jesuit University with a strong commitment to social justice and humanistic education. Campus Kids began, in the true sense of a community partnership, as an attempt to connect community resources (potential university…

UNICEF's Priorities for Children, 2002-2005.

ERIC Educational Resources Information Center

United Nations Children's Fund, New York, NY.

This document provides an overview of UNICEF's medium-term strategic plan for the period 2002-2005. Five priorities are detailed to which UNICEF has committed resources: (1) girls' education, completion of a quality primary school education for every girl and boy; (2) early intervention, promotion of integrated early childhood development to…

Five Cities, One Vision. CORAL: Linking Communities, Children and Learning.

ERIC Educational Resources Information Center

James G. Irvine Foundation, San Francisco, CA.

This booklet describes the CORAL (Communities Organizing Resources To Advance Learning) program within five California communities: Pasadena, Long Beach, San Jose, Fresno, and Sacramento. This initiative, begun in 1999, is committed to a community-based and community-building approach to supporting learning and focuses on improving academic…

Detecting Salmonella Enteritidis in Laying Hens and Eggs after Experimental Infection at Different Oral Dose Levels

USDA-ARS?s Scientific Manuscript database

The attribution of human illness to eggs contaminated with Salmonella Enteritidis has led to substantial commitments of resources (by both government and industry) to risk reduction and testing programs in egg-laying flocks. Cost-effective application of testing requires a thorough understanding of ...

The vulnerability of US apple (Malus) genetic resources

USDA-ARS?s Scientific Manuscript database

Apple is one of the top three U.S. fruit crops in production and value. Apple production has high costs for land, labor and inputs, and orchards are a long-term commitment. Production is dominated by only a few apple scion cultivars and rootstocks, which increases susceptibility to dynamic external ...

Salmonella Enteritidis deposition in eggs after experimental infection of laying hens with different oral doses

USDA-ARS?s Scientific Manuscript database

The continuing attribution of human Salmonella Enteritidis (SE) infections to internally contaminated eggs has necessitated the commitment of substantial public and private resources to SE testing and control programs in commercial laying flocks. Cost-effective risk reduction requires a detailed and...

10 CFR 905.31 - Term.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Term. 905.31 Section 905.31 Energy DEPARTMENT OF ENERGY ENERGY PLANNING AND MANAGEMENT PROGRAM Power Marketing Initiative § 905.31 Term. Western will extend resource commitments for 20 years from the date existing contracts expire to existing customers with long...

Dropout Risk Factors and Exemplary Programs: A Technical Report

ERIC Educational Resources Information Center

Hammond, Cathy; Linton, Dan; Smink, Jay; Drew, Sam

2007-01-01

Communities In Schools (CIS) is the nation's fifth-largest youth-serving organization and the leading dropout prevention organization, delivering resources to nearly one million students in 3,250 schools across the country. To further their network-wide commitment to evidence-based practice, CIS collaborated with the National Dropout Prevention…

The Historical Development of Private Education in Canada

ERIC Educational Resources Information Center

MacKay, Brenda; Firmin, Michael W.

2008-01-01

The Canadian educational system has been influenced by geography, population, and natural resources. In some provinces, denominational schools exist within the public school system. Although committed to a multiethnic society, private education also exists within the larger system, with religious or Christian schools considered a subset of private…

Organizational Commitment among Employees at a Private Nonprofit University in Virginia

ERIC Educational Resources Information Center

Calland, David R.

2012-01-01

The purpose of this quantitative study was to investigate the similarity between the human resource strategies (benefits, due process, employee participation, employee skill level, general training, job enrichment, social interactions, wages) currently utilized at a private, nonprofit university in Virginia, and those reported in the research…

S.O.S.: Sustain Our Schools.

ERIC Educational Resources Information Center

Graham, Patricia Albjerg

The goal of American education must be to provide more learning for more people. Accomplishing this objective will require formidable commitments of social will, educational expertise, and financial resources. Although there are many good schools in America, many others face many impediments in their efforts to educate children. Obstacles for…

36 CFR 296.16 - Civil penalty amounts.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 36 Parks, Forests, and Public Property 2 2014-07-01 2014-07-01 false Civil penalty amounts. 296.16... ARCHAEOLOGICAL RESOURCES: UNIFORM REGULATIONS § 296.16 Civil penalty amounts. (a) Maximum amount of penalty. (1) Where the person being assessed a civil penalty has not committed any previous violation of any...

32 CFR 229.16 - Civil penalty amounts.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 32 National Defense 2 2014-07-01 2014-07-01 false Civil penalty amounts. 229.16 Section 229.16...) MISCELLANEOUS PROTECTION OF ARCHAEOLOGICAL RESOURCES: UNIFORM REGULATIONS § 229.16 Civil penalty amounts. (a) Maximum amount of penalty. (1) Where the person being assessed a civil penalty has not committed any...

22 CFR 1104.15 - Civil penalty amounts.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Civil penalty amounts. 1104.15 Section 1104.15... SECTION PROTECTION OF ARCHAEOLOGICAL RESOURCES § 1104.15 Civil penalty amounts. (a) Maximum amount of penalty. (1) Where the person being assessed a civil penalty has not committed any previous violation of...

28 CFR 91.58 - Timing of the environmental review process.

Code of Federal Regulations, 2010 CFR

2010-07-01

... decisions or new commitments of resources can be made on these projects by the State or local entity that... specifications; or (5) Purchasing property. (e) Ongoing or completed construction projects. For grant-funded... been done, making every effort to limit disruption to projects under construction. For completed grant...

Modeling recreation participants' willingness to substitute using multi-attribute indicators

Treesearch

Yung-Ping (Emilio) Tseng; Robert B. Ditton

2008-01-01

A logistic regression was used to predict anglers' resource-substitution decisions based on three dimensions of recreation specialization (behavior, skill and knowledge, and commitment), two dimensions of place attachment (place identity and place dependence), and three demographic indicators. Results indicated that place dependence was the most effective...

Foundations and the Advancement of Postsecondary Education

ERIC Educational Resources Information Center

Morris, Libby V.

2017-01-01

The author examined the websites of two large foundations, the Bill and Melinda Gates Foundation and the Lumina Foundation. Each has developed projects and networks, coupled with substantive grants, to improve postsecondary education. These and other foundations have deep and ongoing commitments, not just philosophical but resource-based, to…

Evaluating a Development Program.

ERIC Educational Resources Information Center

Frantzreb, Arthur C.

Problems in evaluating the success of an institutional resource development program are examined and suggestions are offered for effective assessment. Such a program is seen as a sequence of events in the artful management of people, from the planning stage to obtaining a financial commitment in writing from persons who want to share their assets…

Strategic service-line planning. Building competitive advantage.

PubMed

Greenspan, Elizabeth; Krentz, Susanna E; O'Neill, Molly K

2003-12-01

Service-line planning requires a healthcare organization to develop a business plan for each of its service lines. Successful service-line planning requires top leadership support, a willingness to allocate resources, the development of support mechanisms, the active support and involvement of physicians, and management commitment and accountability during implementation.

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

PubMed Central

Ho, Wen-Hsien; Chang, Ching Sheng; Shih, Ying-Ling; Liang, Rong-Da

2009-01-01

Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources. PMID:19138390

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment.

PubMed

Ho, Wen-Hsien; Chang, Ching Sheng; Shih, Ying-Ling; Liang, Rong-Da

2009-01-12

The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources.

Students developing resources for students.

PubMed

Pearce, Michael; Evans, Darrell

2012-06-01

The development of new technologies has provided medical education with the ability to enhance the student learning experience and meet the needs of changing curricula. Students quickly adapt to using multimedia learning resources, but these need to be well designed, learner-centred and interactive for students to become significantly engaged. One way to ensure that students become committed users and that resources become distinct elements of the learning cycle is to involve students in resource design and production. Such an approach enables resources to accommodate student needs and preferences, but also provides opportunities for them to develop their own teaching and training skills. The aim of the medical student research project was to design and produce an electronic resource that was focused on a particular anatomical region. The views of other medical students were used to decide what features were suitable for inclusion and the resulting package contained basic principles and clinical relevance, and used a variety of approaches such as images of cadaveric material, living anatomy movies and quizzes. The completed package was assessed using a survey matrix and found to compare well with commercially available products. Given the ever-diversifying arena of multimedia instruction and the ability of students to be fully conversant with technology, this project demonstrates that students are ideal participants and creators of multimedia resources. It is hoped that such an approach will help to further develop the skill base of students, but will also provide an avenue of developing packages that are student user friendly, and that are focused towards particular curricula requirements. © Blackwell Publishing Ltd 2012.

An Analysis of Hospital Accreditation Policy in Iran

PubMed Central

YOUSEFINEZHADI, Taraneh; MOSADEGHRAD, Ali Mohammad; ARAB, Mohammad; RAMEZANI, Mozhdeh; SARI, Ali AKBARI

2017-01-01

Background: Public policymaking is complex and lacks research evidences, particularly in the Eastern Mediterranean Region (EMR). This policy analysis aims to generate insights about the process of hospital accreditation policy making in Iran, to identify factors influencing policymaking and to evaluate utilization of evidence in policy making process. Methods: The study examined the policymaking process using Walt and Gilson framework. A qualitative research design was employed. Thirty key informant interviews with policymakers and stakeholders were conducted. In addition hundred and five related documents were reviewed. Data was analyzed using framework analysis. Results: The accreditation program was a decision made at Ministry of Health and Medical Education in Iran. Many healthcare stakeholders were involved and evidence from leading countries was used to guide policy development. Poor hospital managers’ commitment, lack of physicians’ involvement and inadequate resources were the main barriers in policy implementation. Furthermore, there were too many accreditations standards and criteria, surveyors were not well-trained, had little motivation for their work and there was low consistency among them. Conclusion: This study highlighted the complex nature of policymaking cycle and highlighted various factors influencing policy development, implementation and evaluation. An effective accreditation program requires a robust well-governed accreditation body, various stakeholders’ involvement, sufficient resources and sustainable funds, enough human resources, hospital managers’ commitment, and technical assistance to hospitals. PMID:29308378

Can Marriage Education Mitigate the Risks Associated with Premarital Cohabitation?

PubMed Central

Rhoades, Galena K.; Stanley, Scott M.; Markman, Howard J.; Allen, Elizabeth S.

2015-01-01

This study tested whether relationship education (i.e., the Prevention and Relationship Education Program; PREP) can mitigate the risk of having cohabited before making a mutual commitment to marry (i.e., “pre-commitment cohabitation”) for marital distress and divorce. Using data from a study of PREP for married couples in the U.S. Army (N = 662 couples), we found that there was a significant association between pre-commitment cohabitation and lower marital satisfaction and dedication before random-assignment to intervention. After intervention, this pre-commitment cohabitation effect was only apparent in the control group. Specifically, significant interactions between intervention condition and cohabitation history indicated that for the control group, but not the PREP group, pre-commitment cohabitation was associated with lower dedication as well as declines in marital satisfaction and increases in negative communication over time. Further, those with pre-commitment cohabitation were more likely to divorce by the two-year follow up only in the control group; there were no differences in divorce based on premarital cohabitation history in the PREP group. These findings are discussed in light of current research on cohabitation and relationship education; potential implications are also considered. PMID:25938709

Analyzing the Commitment of College Students Using a Brief, Contextualized Measure of Need Satisfaction From the Perspective of Self-Determination Theory.

PubMed

Davidson, William; Beck, Hall P

2018-01-01

This study empirically confirmed the relationships between the degree to which students satisfied three basic needs (competence, relatedness, and autonomy) and the strength of their commitments to the university they attended and to obtaining a baccalaureate degree. A questionnaire was administered online to 1257 students at two 4-year universities. Regression analysis yielded statistically significant associations between the three needs and Institutional Commitment and Degree Commitment, explaining more than 20% of the variance in the latter two variables.

An academic-health service partnership in nursing: lessons from the field.

PubMed

Granger, Bradi B; Prvu-Bettger, Janet; Aucoin, Julia; Fuchs, Mary Ann; Mitchell, Pamela H; Holditch-Davis, Diane; Roth, Deborah; Califf, Robert M; Gilliss, Catherine L

2012-03-01

To describe the development of an academic-health services partnership undertaken to improve use of evidence in clinical practice. Academic health science schools and health service settings share common elements of their missions: to educate, participate in research, and excel in healthcare delivery, but differences in the business models, incentives, and approaches to problem solving can lead to differences in priorities. Thus, academic and health service settings do not naturally align their leadership structures or work processes. We established a common commitment to accelerate the appropriate use of evidence in clinical practice and created an organizational structure to optimize opportunities for partnering that would leverage shared resources to achieve our goal. A jointly governed and funded institute integrated existing activities from the academic and service sectors. Additional resources included clinical staff and student training and mentoring, a pilot research grant-funding program, and support to access existing data. Emergent developments include an appreciation for a wider range of investigative methodologies and cross-disciplinary teams with skills to integrate research in daily practice and improve patient outcomes. By developing an integrated leadership structure and commitment to shared goals, we developed a framework for integrating academic and health service resources, leveraging additional resources, and forming a mutually beneficial partnership to improve clinical outcomes for patients. Structurally integrated academic-health service partnerships result in improved evidence-based patient care delivery and in a stronger foundation for generating new clinical knowledge, thus improving patient outcomes. © 2012 Sigma Theta Tau International.

[Motivational climate and coaches' communication style predict young soccer players' commitment].

PubMed

Torregrosa, Miquel; Sousa, Catarina; Viladrich, Carme; Villamarín, Francisco; Cruz, Jaume

2008-05-01

The purpose of this research was to study the role of coaches' communication style and coach-created motivational climate in young soccer players' enjoyment and commitment. Four hundred and fifteen young soccer players of high competitive level in the age range from 14 to 16 completed the following questionnaires: a) coach-induced perceived motivational climate (PMCSQ-2), b) coaches' behaviour perception (CBAS-PBS), and c) sport commitment (SCQ). Results showed that coach-created motivational climate correlated highly with the perception of coaches' communication style. Moreover, coach-created motivational climate and communication style significantly determines players' sport commitment and enjoyment. Discussion focuses on the importance of seeking and training credible coaches that favours athletes' commitment.

Global plagues and the Global Fund: Challenges in the fight against HIV, TB and malaria

PubMed Central

Tan, Darrell HS; Upshur, Ross EG; Ford, Nathan

2003-01-01

Background Although a grossly disproportionate burden of disease from HIV/AIDS, TB and malaria remains in the Global South, these infectious diseases have finally risen to the top of the international agenda in recent years. Ideal strategies for combating these diseases must balance the advantages and disadvantages of 'vertical' disease control programs and 'horizontal' capacity-building approaches. Discussion The Global Fund to Fight AIDS, Tuberculosis and Malaria (GFATM) represents an important step forward in the struggle against these pathogens. While its goals are laudable, significant barriers persist. Most significant is the pitiful lack of funds committed by world governments, particularly those of the very G8 countries whose discussions gave rise to the Fund. A drastic scaling up of resources is the first clear requirement for the GFATM to live up to the international community's lofty intentions. A directly related issue is that of maintaining a strong commitment to the treatment of the three diseases along with traditional prevention approaches, with the ensuing debates over providing affordable access to medications in the face of the pharmaceutical industry's vigorous protection of patent rights. Summary At this early point in the Fund's history, it remains to be seen how these issues will be resolved at the programming level. Nevertheless, it is clear that significant structural changes are required in such domains as global spending priorities, debt relief, trade policy, and corporate responsibility. HIV/AIDS, tuberculosis and malaria are global problems borne of gross socioeconomic inequality, and their solutions require correspondingly geopolitical solutions. PMID:12667262

The impact of ethical climate types on nurses' behaviors in Bosnia and Herzegovina.

PubMed

Dinc, M Sait; Huric, Alma

2017-12-01

The performance of nurses has become vital in hospitals. Some studies have suggested that nurses' perceptions of the ethical climate in their hospitals are related to higher job satisfaction and organizational commitment and in turn lessen the issue of nursing shortage. (1) The ethical climate types "caring," "independent," "law and code," and "rules" have a significant positive impact on overall job satisfaction. (2) The ethical climate types and overall job satisfaction have significant positive influences on normative and affective and significant negative influences on continuance commitment. The study uses path analysis to understand which types of ethical climate impact overall job satisfaction. It also tries to find the effect of different types of ethical climate and overall job satisfaction on the components of organizational commitment. The relationships between variables were evaluated using factor analysis, reliability, descriptive statistics, correlations, and regression in this study. Participants and research context: A total of 171 useful questionnaires were collected from nurses working in public and private hospitals in Bosnia and Herzegovina. Ethical considerations: Formal research approval was obtained from the administration of each study hospital. Questionnaires with a cover letter were mailed to the hospitals that agreed to participate in the study. In the cover letter, the researchers explained the study purpose, encouraged nurses' voluntary participation, and guaranteed the anonymity of participants. In the first path analyses, "rules" and "caring" climates significantly and positively affected overall job satisfaction. In the second one, while overall job satisfaction and "rules" climate significantly influenced normative commitment, "caring" climate and overall job satisfaction significantly affected affective commitment. The findings of the study have been convenient with the literature. Public and private hospitals can enhance overall job satisfaction and organizational commitment by altering the ethical climate of organizations. Hospital administrations should nurture caring and rule types of ethical climate which influence overall satisfaction. By this way, they could reduce nursing shortage.

Stochastic Optimization for Unit Commitment-A Review

DOE Office of Scientific and Technical Information (OSTI.GOV)

Zheng, Qipeng P.; Wang, Jianhui; Liu, Andrew L.

2015-07-01

Optimization models have been widely used in the power industry to aid the decision-making process of scheduling and dispatching electric power generation resources, a process known as unit commitment (UC). Since UC's birth, there have been two major waves of revolution on UC research and real life practice. The first wave has made mixed integer programming stand out from the early solution and modeling approaches for deterministic UC, such as priority list, dynamic programming, and Lagrangian relaxation. With the high penetration of renewable energy, increasing deregulation of the electricity industry, and growing demands on system reliability, the next wave ismore » focused on transitioning from traditional deterministic approaches to stochastic optimization for unit commitment. Since the literature has grown rapidly in the past several years, this paper is to review the works that have contributed to the modeling and computational aspects of stochastic optimization (SO) based UC. Relevant lines of future research are also discussed to help transform research advances into real-world applications.« less

Country actions to meet UN commitments on non-communicable diseases: a stepwise approach.

PubMed

Bonita, Ruth; Magnusson, Roger; Bovet, Pascal; Zhao, Dong; Malta, Deborah C; Geneau, Robert; Suh, Il; Thankappan, Kavumpurathu Raman; McKee, Martin; Hospedales, James; de Courten, Maximilian; Capewell, Simon; Beaglehole, Robert

2013-02-16

Strong leadership from heads of state is needed to meet national commitments to the UN political declaration on non-communicable diseases (NCDs) and to achieve the goal of a 25% reduction in premature NCD mortality by 2025 (the 25 by 25 goal). A simple, phased, national response to the political declaration is suggested, with three key steps: planning, implementation, and accountability. Planning entails mobilisation of a multisectoral response to develop and support the national action plan, and to build human, financial, and regulatory capacity for change. Implementation of a few priority and feasible cost-effective interventions for the prevention and treatment of NCDs will achieve the 25 by 25 goal and will need only few additional financial resources. Accountability incorporates three dimensions: monitoring of progress, reviewing of progress, and appropriate responses to accelerate progress. A national NCD commission or equivalent, which is independent of government, is needed to ensure that all relevant stakeholders are held accountable for the UN commitments to NCDs. Copyright © 2013 Elsevier Ltd. All rights reserved.

Army Combat Medic Resilience: The Process of Forging Loyalty.

PubMed

Abraham, Preetha A; Russell, Dale W; Huffman, Sarah; Deuster, Patricia; Gibbons, Susanne W

2018-03-01

This study presents a grounded theory analysis of in-depth interviews of United States Army Combat Medics (CMs) who had served in Iraq and/or Afghanistan. The study explores how 17 CMs nominated by their peers as resilient cope with military stressors in order to identify the factors that enable them to thrive amidst harsh conditions. Four distinct categories of characteristics unique to this group emerged: (1) social bonding, (2) readiness, (3) dual loyalty as performance, and (4) leader by example. Forging loyalty underpins these characteristics and represents the main process used by resilient CMs and comprised three behavior patterns: (1) commitment to the family, (2) commitment to the military mission, and (3) commitment to their guiding religious and spiritual beliefs. Prominent behavioral tendencies of forging loyalty likely developed during childhood and re-enforced by families, friends, and other role models. Based on the findings, new training and education efforts should focus on developing positive emotional, environmental, and social resources to enhance the health and well-being of service members and their families.

Resources, attractiveness, family commitment; reproductive decisions in human mate choice.

PubMed

Bereczkei, T; Voros, S; Gal, A; Bernath, L

1997-08-01

This study of reproductive decisions in human mate selection used data from "lonely hearts" advertisements to examine a series of predictions based on the mate preferences of male and females relating to age; physical appearance; financial condition and socioeconomic status; family commitment and personal traits; short- and long-term mating; and marital status and preexisting children. The sample consisted of 1000 personal advertisements (500 male) placed in two daily, national papers between February and October 1994 in Hungary. The research procedure included a pilot study of 150 advertisers (75 male) to refine the categories examined. Analysis was performed using 1) a matrix with one axis referring to offers and the other to demands of males and females separately; 2) a matrix of offers only to derive correlated traits of claims by males and females; and 3) a matrix with columns describing sex, offers, demands, advertiser's age, and required age and a row for each of the 1000 samples. It was found that men preferred younger mates, while women preferred older ones. Men were more likely to seek physical attractiveness, while women were more likely to seek financial resources (ranked 7th) and high status (ranked 6th). Women strongly preferred male domestic virtue and family commitment, and twice as many women as men demanded long-term relationships. Women more frequently declared preexisting children, and men exhibited a reluctance to accept these children. Both males and females employed "trade-off" strategies, making greater demands if they felt they had attractive offers.

[THE ORGANIZATION OF REHABILITATION CARE OF POPULATION USING INNOVATIVE MEDICAL ORGANIZATIONAL TECHNOLOGIES AND PRINCIPLES OF PUBLIC PRIVATE PARTNERSHIP].

PubMed

Totskaia, E G; Sheliakina, O W; Sadovoii, M A; Netchaev, V S

2015-01-01

The article considers actual problems of actual stage of development of health care related to using innovative approaches to organization and management of rehabilitation care ofpopulation. The rehabilitation is most important direction of medical sector supporting complex of services in closed cycle of rendering medical care to population and significant social economic effects. The capacity and extreme unprofitability of rehabilitation services determine necessity of searching alternative forms of organization of this type of care and financing including mechanisms of public-private partnership. The experience is presented related to involvement of resources of non-public medical organizations for implementing public commitments on rendering qualitative rehabilitation services to population using innovative medical organizational technologies.

Parental Strains and Rewards among Mothers: The Role of Education

PubMed Central

Nomaguchi, Kei M.; Brown, Susan L.

2012-01-01

Using data from the NICHD Study of Early Child Care and Youth Development (N = 1,198), this study examines the associations between education and parental strains and rewards among mothers of young children. Findings indicate that a college degree or more is related to less parenting anxiety, but more role captivity, and less new life meaning from parenting than lower levels of education. Differences by education are partly explained by variation in levels of progressive parenting values and work commitment, but remain significant. These patterns indicate that education provides greater resources that ease parental anxiety, but also leads to greater perceived demands of having a successful career, which contribute to more role captivity and less new life meaning from parenting. PMID:23136449

Relationship between organisational commitment and burnout syndrome: a canonical correlation approach.

PubMed

Enginyurt, Ozgur; Cankaya, Soner; Aksay, Kadir; Tunc, Taner; Koc, Bozkurt; Bas, Orhan; Ozer, Erdal

2016-04-01

Objective Burnout syndrome can significantly reduce the performance of health workers. Although many factors have been identified as antecedents of burnout, few studies have investigated the role of organisational commitment in its development. The purpose of the present study was to examine the relationships between subdimensions of burnout syndrome (emotional exhaustion, depersonalisation and personal accomplishment) and subdimensions of organisational commitment (affective commitment, continuance commitment and normative commitment). Methods The present study was a cross-sectional survey of physicians and other healthcare employees working in the Ministry of Health Ordu University Education and Research Hospital. The sample consisted of 486 healthcare workers. Data were collected using the Maslach Burnout Inventory and the Organisation Commitment Scale, and were analysed using the canonical correlation approach. Results The first of three canonical correlation coefficients between pairs of canonical variables (Ui , burnout syndrome and Vi, organisational commitment) was found to be statistically significant. Emotional exhaustion was found to contribute most towards the explanatory capacity of canonical variables estimated from the subdimensions of burnout syndrome, whereas affective commitment provided the largest contribution towards the explanatory capacity of canonical variables estimated from the subdimensions of organisational commitment. Conclusions The results of the present study indicate that affective commitment is the primary determinant of burnout syndrome in healthcare professionals. What is known about the topic? Organisational commitment and burnout syndrome are the most important criteria in predicting health workforce performance. An increasing number of studies in recent years have clearly indicated the field's continued relevance and importance. Conversely, canonical correlation analysis (CCA) is a technique for describing the relationship between two variable sets simultaneously to produce both structural and spatial meaning. What does this paper add? To our knowledge, CCA has not been used to determine the relationships between burnout and organisational commitment of physicians and other healthcare staff. Accordingly, the present study adds information regarding the relationship between burnout and organisational commitment variables determined using CCA. This analysis is used to describe the relationship between two variable sets simultaneously and allows for an easy method of interpretation. What are the implications for practitioners? Burnout syndrome is a major threat to both the health workforce and its organisations. In addition, it affects the quality and effectiveness of health care. Thus, the findings of the present study offer a solid foundation from which actions to decrease burnout levels in healthcare professionals can be implemented by successfully increasing levels of organisational commitment.

Motivated reconstruction: The effect of brand commitment on false memories.

PubMed

Montgomery, Nicole Votolato; Rajagopal, Priyali

2018-06-01

Across 5 studies, we examine the effect of prior brand commitment on the creation of false memories about product experience after reading online product reviews. We find that brand commitment and the valence of reviews to which consumers are exposed, interact to affect the incidence of false memories. Thus, highly committed consumers are more susceptible to the creation of false experience memories on exposure to positive versus negative reviews, whereas low commitment consumers exhibit similar levels of false memories in response to both positive and negative reviews. Further, these differences across brand commitment are attenuated when respondents are primed with an accuracy motivation, suggesting that the biasing effects of commitment are likely because of the motivation to defend the committed brand. Finally, we find that differences in false memories subsequently lead to differences in intentions to spread word-of-mouth (e.g., recommend the product to friends), suggesting that the consequences of false product experience memories can be significant for marketers and consumers. Our findings contribute to the literatures in false memory and marketing by documenting a motivated bias in false memories because of brand commitment. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Predictors of organizational commitment among staff in assisted living.

PubMed

Sikorska-Simmons, Elzbieta

2005-04-01

This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization. Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment. Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.

Professional and organizational commitment in paediatric occupational therapists: the influence of practice setting.

PubMed

Seruya, Francine M; Hinojosa, Jim

2010-09-01

The professional and organizational commitment of paediatric occupational therapists working in two distinct practice settings, schools and medically based settings, was investigated. A web-based survey program was used to administer a questionnaire to occupational therapists employed in New York, New Jersey and Connecticut. The study employed social identity theory as a guiding perspective in understanding therapists' professional and organizational commitment. One hundred and fifty-seven paediatric therapists responded to the Professional Commitment Questionnaire and the Organizational Commitment Questionnaire to gauge their commitment to both the profession and their employing organizations. Results indicated that paediatric therapists, regardless of employment setting, have high professional commitment. Paediatric occupational therapists employed in medically based settings indicated statistically significant higher organizational commitment than their school-based counterparts. For therapists that work in school settings, the presence of a professional cohort did not influence professional commitment scores. As the study employed a web-based survey methodology, only individuals who were members of associations and had access to a computer and the Internet were able to participate. Further study might include widening the participant pool as well as adding additional instruments to explore both professional and organizational commitment on a more national scale. Copyright 2010 John Wiley & Sons, Ltd.

Resource needs and gap analysis in achieving universal access to HIV/AIDS services: a data envelopment analysis of 45 countries.

PubMed

Zeng, Wu; Shepard, Donald S; Avila-Figueroa, Carlos; Ahn, Haksoon

2016-06-01

-To manage the human immunodeficiency virus and acquired immune deficiency syndrome (HIV/AIDS) epidemic, international donors have pledged unprecedented commitments for needed services. The Joint United Nations Programme on HIV/AIDS (UNAIDS) projected that low- and middle-income countries needed $25 billion to meet the 2010 HIV/AIDS goal of universal access to AIDS prevention and care, using the resource needs model (RNM). -Drawing from the results from its sister study, which used a data envelopment analysis (DEA) and a Tobit model to evaluate and adjust the technical efficiency of 61 countries in delivering HIV/AIDS services from 2002 to 2007, this study extended the DEA and developed an approach to estimate resource needs and decompose the performance gap into efficiency gap and resource gap. In the DEA, we considered national HIV/AIDS spending as the input and volume of voluntary counseling and testing (VCT), prevention of mother to child transmission (PMTCT) and antiretroviral treatment (ART) as the outputs. An input-oriented DEA model was constructed to project resource needs in achieving 2010 HIV/AIDS goal for 45 countries using the data in 2006, assuming that all study countries maximized efficiency. -The DEA approach demonstrated the potential to include efficiency of national HIV/AIDS programmes in resource needs estimation, using macro-level data. Under maximal efficiency, the annual projected resource needs for the 45 countries was $6.3 billion, ∼47% of their UNAIDS estimate of $13.5 billion. Given study countries' spending of $3.9 billion, improving efficiency could narrow the gap from $9.6 to $2.4 billion. The results suggest that along with continued financial commitment to HIV/AIDS, improving the efficiency of HIV/AIDS programmes would accelerate the pace to reach 2010 HIV/AIDS goals. The DEA approach provides a supplement to the AIDS RNM to inform policy making. © The Author 2015. Published by Oxford University Press. All rights reserved. For permissions, please email: journals.permissions@oup.com.

Organization of population-based cancer control programs: Europe and the world.

PubMed

Otter, Renée; Qiao, You-Lin; Burton, Robert; Samiei, Massoud; Parkin, Max; Trapido, Edward; Weller, David; Magrath, Ian; Sutcliffe, Simon

2009-01-01

As cancer is to a large extent avoidable and treatable, a cancer control program should be able to reduce mortality and morbidity and improve the quality of life of cancer patients and their families. However, the extent to which the goals of a cancer control program can be achieved will depend on the resource constraints a country faces. Such population-based cancer control plans should prioritize effective interventions and programs that are beneficial to the largest part of the population, and should include activities devoted to prevention, screening and early detection, treatment, palliation and end-of-life care, and rehabilitation. In order to develop a successful cancer control program, leadership and the relevant stakeholders, including patient organizations, need to be identified early on in the process so that all partners can take ownership and responsibility for the program. Various tools have been developed to aid them in the planning and implementation process. However, countries developing a national cancer control program would benefit from a discussion of different models for planning and delivery of population-based cancer control in settings with differing levels of resource commitment, in order to determine how best to proceed given their current level of commitment, political engagement and resources. As the priority assigned to different components of cancer control will differ depending on available resources and the burden and pattern of cancer, it is important to consider the relative roles of prevention, early detection, diagnosis, treatment, rehabilitation and palliative care in a cancer control program, as well as how to align available resources to meet prioritized needs. Experiences from countries with differing levels of resources are presented and serve to illustrate the difficulties in developing and implementing cancer control programs, as well as the innovative strategies that are being used to maximize available resources and enhance the quality of care provided to cancer patients around the world.

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

PubMed Central

Sepahvand, Faribah; Atashzadeh-Shoorideh, Foorozan; Parvizy, Soroor; Tafreshi, Mansoureh Zagheri

2017-01-01

Background Reduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment. Objective The present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics. Methods This study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics. Results The majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04). Conclusion Considering the moderate level of subjects’ organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services. PMID:28848623

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad.

PubMed

Sepahvand, Faribah; Atashzadeh-Shoorideh, Foorozan; Parvizy, Soroor; Tafreshi, Mansoureh Zagheri

2017-06-01

Reduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment. The present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics. This study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics. The majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04). Considering the moderate level of subjects' organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services.

Consequences of organizational commitment in abolished company sports team - a case study in Japan.

PubMed

Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

2012-01-01

The purpose of this study was to show that how the abolishment of company sports team influenced the organizational commitment in employees. In this study, Three-Component Model of Organizational Commitment (Meyer and Allen, 1997) was tested with 16 employees (10 males, 6 females) of T Company in NAGANO prefecture. The average age of the participants was 44, 50 years (SD=±0.85). And from 16 employees, 3 male employees were measured on organizational commitment with interview test. According to the analysis, the relation between organizational commitment in employees and the abolishment of company sports team was not positive significant correlation. Furthermore, results of interview test did not show the relation between organizational commitment in employees and the abolishment of company sports team. However, results of interview test showed the relation with organizational commitment of players in T Company sports team. Consequently, the goal to possess a sports team in T Company was not to boost organizational commitment in employees. In addition, it is necessary to reconsider the correlation among employees engaged in T Company in the future.

Dimensions of Attachment and Commitment Across the Transition to Parenthood

PubMed Central

Ferriby, Megan; Kotila, Letitia; Dush, Claire Kamp; Schoppe-Sullivan, Sarah

2016-01-01

We used structural equation modeling (SEM) and Actor-Partner Interdependence Models (APIM) to test dyadic associations between adult attachment and changes in relationship commitment at the transition to parenthood in a sample of 182 dual-earner couples. Overall, more avoidant individuals experienced significant changes in commitment at the transition to parenthood; specifically higher avoidance was associated with decreases in personal confidence and dedication. More anxious fathers experienced increases in personal felt constraint while anxious mothers’ commitment remained stable. Partners of more anxious individuals experienced changes in commitment at the transition to parenthood. Higher anxiety was associated with decreases in partners’ confidence and dedication and increases in partners’ felt constraint. These results suggest that interventions focused on couple relationships at the transition to parenthood should address commitment as well as relationship skills and explore how adult attachment may influence the parents’ reactions to stress during this disruptive transition. Future research should examine whether commitment levels recover once the initial stress of the transition to parenthood decreases and family roles and routines renegotiated. PMID:26168264

Sport commitment among competitive female gymnasts: a developmental perspective.

PubMed

Weiss, Windee M; Weiss, Maureen R

2007-03-01

The purpose of this study was to examine age and competitive level differences in the relationship between determinants and level of sport commitment. Gymnasts (N = 304) comprised three age groups (8-11, 11-14.5, and 14.5-18 years) and two competitive levels (Levels 5-6 and 8-10). Multiple regression analyses revealed: (a) perceived costs and social constraints from parents and best friends were the strongest predictors of commitment for the youngest gymnasts, (b) perceived costs, personal investments, and parent social constraints predicted commitment for 11-14.5-year-old gymnasts, and (c) perceived competence and costs predicted commitment for the oldest gymnasts. Competitive level differences also emerged; for Level 5-6 gymnasts, personal investments, perceived costs, coach social support, and social constraints by coach, best friend, and teammates were predictors of commitment. Personal investments and teammate social constraints were significant predictors for Level 8-10 gymnasts. Developmental factors and additional determinants are important to consider in further studies of the sport commitment model.

Factors affecting radiographers' organizational commitment.

PubMed

Akroyd, Duane; Jackowski, Melissa B; Legg, Jeffrey S

2007-01-01

A variety of factors influence employees' attitudes toward their workplace and commitment to the organization that employs them. However, these factors have not been well documented among radiologic technologists. To determine the predictive ability of selected organizational, leadership, work-role and demographic variables on organizational commitment for a national sample of radiographers. Three thousand radiographers registered by the American Registry of Radiologic Technologists working full time in clinical settings were surveyed by mail regarding their commitment to their employers, leadership within the organization that employs them, employer support and demographic information. Overall, radiographers were found to have only a moderate level of commitment to their employers. Among the factors that significantly affected commitment were the radiographer's educational level, perceived level of organizational support, role clarity and organizational leadership. The results of this study could provide managers and supervisors with insights on how to empower and challenge radiographers and offer opportunities that will enhance radiographers' commitment to the organization, thus reducing costly turnover and improving employee performance.

Popularisation of Science and Technology Education: Some Case Studies from Africa.

ERIC Educational Resources Information Center

Savage, Mike, Ed.; Naidoo, Prem, Ed.

Science and technology, and science and technology education, play an important role in the development of a country's economy, environment, social relations, and other sectors. African countries recognize this role and many have committed considerable resources to the development of science and technology and their educational systems. In African…

Engaging Marketing Students: Student Operated Businesses in a Simulated World

ERIC Educational Resources Information Center

Russell-Bennett, Rebekah; Rundle-Thiele, Sharyn R.; Kuhn, Kerri-Ann

2010-01-01

Engaged students are committed and more likely to continue their university studies. Subsequently, they are less resource intensive from a university's perspective. This article details an experiential second-year marketing course that requires students to develop real products and services to sell on two organized market days. In the course,…

40 CFR 704.175 - 4,4′-methylenebis(2-chloroaniline) (MBOCA).

Code of Federal Regulations, 2010 CFR

2010-07-01

... making a firm management decision to commit financial resources for the manufacture of MBOCA, whichever... notification of compliance from EPA. (d) What information to report. Persons who are subject to this rule as described in paragraph (b) of this section must report information to EPA by completing the following parts...

Mental Health in Higher Education: A Comparative Stress Risk Assessment at an Open Distance Learning University in South Africa

ERIC Educational Resources Information Center

Poalses, Jacolize; Bezuidenhout, Adéle

2018-01-01

Universities depend on committed efforts of all staff members to function effectively. However, where occupational demands outweigh occupational resources, challenging work becomes stressful, followed by an exhausted, disengaged workforce. It is unlikely that disengaged university staff will provide adequate care and service to geographically…

Midwest Research Institute to Initiate New Energy Resource Alliance

Science.gov Websites

, development and deployment of renewable energy technologies," said John McKelvey, president and chief executive officer of MRI. "We are very proud of the many achievements of NREL/SERI. The formation of New ERA reflects MRI's commitment to expanding the role of renewable energy technologies in the

Environmental statement for the George C. Marshall Space Flight Center and Mississippi Test Facility

NASA Technical Reports Server (NTRS)

1972-01-01

The environmental impact was investigated for the George C. Marshall Space Flight Center, and the Mississippi Test Facility. The installations are described, and the missions, environmental impact, and commitment of resources are discussed. It is concluded that there are negligible adverse environmental effects related to these two installations.

Training in the Twenty-First Century: Where Do We Go from Here?

ERIC Educational Resources Information Center

Spikes, W. Franklin, III

Seven trends are emerging in the corporate training and development sector of human resource development (HRD). First, there is an increasing corporate commitment for training. Employers are viewing training today as an essential element in their competitive business strategies. Second, customer service training is becoming the competitive weapon…

The Inspirited Nature of Mindful Curricular Enactment's Community (Re)Making

ERIC Educational Resources Information Center

Macintyre Latta, Margaret; Schnellert, Leyton; Ondrik, Kim; Sasges, Murray

2017-01-01

Intertwining case study with practitioner inquiry, a research team seeks language for the conduct of mindful curricular enactment in an alternative public middle school. The school is committed to valuing students' narratives of experience, the resources all bring to the school, and the given particularities of contexts, subject matter, and…

Berkeley Lab - Materials Sciences Division

Science.gov Websites

Investigators Division Staff Facilities and Centers Staff Jobs Safety Personnel Resources Committees In Case of ? Click Here! Commitment to Safety at MSD In the Materials Sciences Division, our mission is to do world -class science in a safe environment. We proudly support a strong safety culture in which all staff and

Development of a School Nursing Research Agenda in Florida: A Delphi Study

ERIC Educational Resources Information Center

Gordon, Shirley C.; Barry, Charlotte D.

2006-01-01

Research is important to the image, visibility, and viability of school nursing. Each state school nursing association should evaluate member commitment to school nursing research based on their unique set of financial, educational, and organizational resources. A 3-round Delphi study was conducted in which Florida school nurses identified…

Reluctantly Recognizing Resistance: An Analysis of Representations of Critical Literacy in "English Journal"

ERIC Educational Resources Information Center

Petrone, Robert; Bullard, Lisa

2012-01-01

In addition to the successes the author (Robert) experienced as a high school English teacher, he faced many challenges and frustrations, including student motivation and attendance, "helicopter parents," finding time and energy to grade papers, and limited resources. However, as an educator committed to teaching English to help students develop…

Superintendents' Frustration Grows, but Intangible Rewards Remain High

ERIC Educational Resources Information Center

Solomon, J. D.

2012-01-01

The nation's K12 school superintendents are increasingly fatigued and frustrated by pressures to accomplish more in their districts with less resources. For most, though, personal commitment to public education helps overcome sources of stress stemming from many aspects of their jobs. That is the top-level finding of the 2012 Public School…

Stakeholder Engagement Road Map and Peer Review Overview for EPA's Study of the Potential Impacts of Hydraulic Fracturing on Drinking Water Resources

EPA Pesticide Factsheets

This roadmap outlines EPA’s plans to build upon the Agency’s commitment to transparency & stakeholder engagement coordinated during the development of the Hydraulic Fracturing (HF) Study Plan & will help inform the 2014 HF study draft assessment report.

Cover Story: "Life is a Classroom, a Street without Guns and a Field without Mines."

ERIC Educational Resources Information Center

Wilkinson, Ray

2001-01-01

Suggests that despite unprecedented attention to the issue of child welfare and rights, and commitment of resources by the global community, millions of children, including refugees, remain in desperate situations. Reports also that modern wars are exploiting, maiming, brutalizing and killing children and their families. Increasingly, humanitarian…

Emerging Technologies: How Do We Know What's Happening "on the Ground"?

ERIC Educational Resources Information Center

Evans, Gwen

2012-01-01

Libraries have incorporated all kinds of emerging or recently emerged technologies such as social media, mobile apps, e-books, and tablets into their services with differing levels of resource commitment and with vastly different timescales. Some libraries adopt a measured, policy-driven approach, spending a year or more on research, assessment,…

Employers and Family Day Care.

ERIC Educational Resources Information Center

Ward, Pat

This paper provides employers with critical information about family day care, the most widely used type of out-of-home care for infants and toddlers in the United States. Employers who are concerned about honoring parents' choice of child care, committed to high quality child care, and dedicated to using resources efficiently, will be pleasantly…

Current Issues in Undergraduate Psychiatry Education: The Findings of a Qualitative Study

ERIC Educational Resources Information Center

Dogra, Nisha; Edwards, Ruth; Karim, Khalid; Cavendish, Susan

2008-01-01

Background: Recruitment into psychiatry is correlated with the quality of undergraduate medical school teaching programmes and with a commitment of major resources to teaching students. There is an extensive literature related to attitudes towards psychiatry but less on the learning and teaching of psychiatry. Aims: To identify the current issues…

Education in Early Postcolonial India: Expansion, Experimentation and Planned Self-Help

ERIC Educational Resources Information Center

Sherman, Taylor C.

2018-01-01

After independence India's leaders committed the country to democracy with universal franchise and to pursuing a socialistic pattern of society. As part of these interlocking projects, it was widely recognised that India's educational systems needed reform. However, with scarce resources, Indian policy-makers faced the dilemma of whether to…

Organized Labor's Participation in State Workplace Literacy Initiatives.

ERIC Educational Resources Information Center

Sarmiento, Anthony R.

The literature shows that state federations of labor should be, and many are, actively involved in current state literacy initiatives. The United States must develop a coherent and comprehensive system of lifetime education. This will require a greater commitment of public and private resources to education and training. Too many employers are…

On the People's Wavelength: Communications for Social Change.

ERIC Educational Resources Information Center

Black, Maggie, Ed.

1982-01-01

Articles collected in this issue of UNICEF News deal with different aspects of the theme of communication in development programs. Specifically, topics covered include (1) communication as a total process and the role of communication in overcoming obstacles to social change; (2) a village education and resource center, in Bangladesh, committed to…

Typologizing School-Community Partnerships: A Framework for Analysis and Action

ERIC Educational Resources Information Center

Valli, Linda; Stefanski, Amanda; Jacobson, Reuben

2016-01-01

School-community partnerships are currently in the forefront of place-based urban reform efforts. But the literature on these partnerships indicates a variety of models that require different commitments and resources. Through a close review of the literature, we developed a typology of four partnership categories organized from the least to the…

The Botswana Government's Environmental Policies and the Need To Institutionalize Life Long Environmental Education.

ERIC Educational Resources Information Center

JNS, Mutanyatta

This paper highlights the existing Botswana national policy on natural resources conservation and development, as well as the stated conservation strategy, institutions and implementation. In order to achieve Botswana's commitment to sustainable development as a goal which emphasizes both conservation and development, the paper strongly argues for…

INTERAGENCY DNAPL CONSORTIUM: A COMMITMENT TO SUCCESSFULLY ACCOMPLISH A COMPLEX DEMONSTRATION OF INNOVATIVE TECHNOLOGIES FOR DNAPL REMEDIATION

EPA Science Inventory

The USDOE, Office of Science and Technology (DOE-OST); USEPA/NRMRL; National Aeronautics and Space Administration, Kennedy Space Center (NASA-KSC); and the USAir Force 45th Space Wing (rtth Space Wing) have combined resources to form the Interagency Dense Non Aqueous Phase Liquid...

Eastman Kodak Company: 21st Century Learning Challenge. Volunteer Resource Manual.

ERIC Educational Resources Information Center

Strother, Wanda M.; And Others

The Kodak 21st Century Learning Challenge is a companywide, 10-year corporate commitment to improve mathematics, science, and technology achievement for all students in the communities around Kodak's manufacturing plants. The Rochester (New York) initiative for which this training manual is presented is a partnership among Kodak, the Rochester…

Making the Common Good Common

ERIC Educational Resources Information Center

Chase, Barbara

2011-01-01

How are independent schools to be useful to the wider world? Beyond their common commitment to educate their students for meaningful lives in service of the greater good, can they educate a broader constituency and, thus, share their resources and skills more broadly? Their answers to this question will be shaped by their independence. Any…

Attitudes of Academic Staff towards Their Job and Organisation: An Empirical Assessment

ERIC Educational Resources Information Center

Capelleras, Joan-Lluis

2005-01-01

The relationships and differences in how academic staff perceive their work and organisation are of great importance for human resource strategies in the higher education sector. The present study examines work-related attitudes of academic staff, namely job satisfaction, self-efficacy and organisational commitment. The purpose is to analyse how…

Trends and Issues in Vocational Technical Education in Francophone West Africa.

ERIC Educational Resources Information Center

Kogoe, Akrima

Francophone West Africa has committed itself to the goal of universal formal education as the most effective method of insuring rapid economic and national development. (Francophone West Africa is composed of Senegal, Mauritania, Guinea, Mali, Ivory Coast, Togo, Benin, Niger, and Burkina-Faso.) The costly investments of limited fiscal resources in…