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Crandall, Susan R. "Turnover in the high-tech industry : shocks and sensemaking in the unfolding model of turnover /." Thesis, Connect to this title online; UW restricted, 1998. http://hdl.handle.net/1773/8813.
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Gaetan, Mourmant. "How and Why do IT Professionals Leave their Salaried Employment to Start a Company?" Digital Archive @ GSU, 2010. http://digitalarchive.gsu.edu/cis_diss/38.
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Retaining IT employees help them finding a path to entrepreneurship or even investing in spin-offs created by their employees (i.e. future entrepreneurs) is essential for the vitality of the economy. The objective of this thesis is to answer the following research question: “why and how do IT professionals3 decide to quit their salaried employment to start a business?” We do so by proposing a theory related to the under researched area of IT entrepreneurial turnover. The first chapter clarifies the unfolding model (Lee et al., 1999), so that it could be used with confidence (e.g. shock and image violation). The second chapter proposes one new core category, i.e. the Readiness to Quit (RTQ) which is divided into two types, the current RTQ and the Necessary Configuration to Quit (NCQ). We integrate them in a conceptual framework including the context, a chronology and the compatibility test between the current RTQ and the NCQs indicating that the IT professional is ready to quit. The last chapter proposes a second core category, IT Entrepreneurial Epiphany, which connect the shock and the image violations with the current RTQ. The IT Entrepreneurial Epiphany is composed of five lower-level concepts: Business, playing the game; Risk reduction; Timing; Context and opportunity; and finally long-term reason for becoming an entrepreneur. Finally, we discuss the enrichment of the conceptual framework resulting from these new core categories. In sum, we contribute to the research by proposing two core categories embedded in a rich conceptual framework.
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Watkins, Elizabeth Anne. "Unfolding time : a projective model for the moving image." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72861.
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Thesis (S.M. in Art, Culture and Technology)--Massachusetts Institute of Technology, Dept. of Architecture, June 2012."June 2012." Cataloged from PDF version of thesis.
Includes bibliographical references (p. 72-74).
Humanity's desire to record events happening in time has spawned a lineage of moving-image transcription systems, from early cinematographs to contemporary digital camcorder equipment. These technologies have arisen, however, amongst a setting of concentrated discourse surrounding the nature of what it means to exist as a durational being, also happening in time. This thesis will argue that the depiction of events as captured by these technologies is constricting, limited to conveying a strict sequencing of moments through a narrow spatial window, and so wholly inadequate to reflect a nuanced dialogue. I propose a new visual model, one that can assist in conceptualizing the complexity of concurrent remembering, perceiving, and anticipating. Through a combination of my research into existing discourses and the creation of new models of reading the moving image, I have come to the fold (with deep indebtedness to the thinkers and writers who have proffered this model) as an aesthetic structure capable of visualizing, or diagramming, some of the afore-mentioned strata of complexity resistant to the hegemony of linear temporality. To model the fold, I centrally engage the act of reading the moving image, as a definitive temporal act. I redirect the movement and orientation of the eye as it spans the moving image, to make way for new methods of reading, thinking, and being. Digital manipulation and merging of moving video images comprises the material for these models. Finally, this thesis will examine popular practices of how durational events are recorded, stored, shared in the digital environment, and subsequent implications for the writing of historical narrative, where vast and dispersed authorship can contribute to the emergence of conversant modes of being: potential for redemption in the chaotic.
by Elizabeth Anne Watkins.
S.M.in Art, Culture and Technology
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Thompson, Vanessa Marie. "Marginal Bayesian parameter estimation in the multidimensional generalized graded unfolding model." Diss., Georgia Institute of Technology, 2014. http://hdl.handle.net/1853/53411.
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The Multidimensional Generalized Graded Unfolding Model (MGGUM) is a proximity-based, noncompensatory item response theory (IRT) model with applications in the context of attitude, personality, and preference measurement. Model development used fully Bayesian Markov Chain Monte Carlo (MCMC) parameter estimation (Roberts, Jun, Thompson, & Shim, 2009a; Roberts & Shim, 2010). Challenges can arise while estimating MGGUM parameters using MCMC where the meaning of dimensions may switch during the estimation process and difficulties in obtaining informative starting values may lead to increased identification of local maxima. Furthermore, researchers must contend with lengthy computer processing time. It has been shown alternative estimation methods perform just as well as, if not better than, MCMC in the unidimensional Generalized Graded Unfolding Model (GGUM; Roberts & Thompson, 2011) with marginal maximum a posteriori (MMAP) item parameter estimation paired with expected a posteriori (EAP) person parameter estimation being a viable alternative. This work implements MMAP/EAP parameter estimation in the multidimensional model. Additionally, item location initial values are derived from detrended correspondence analysis (DCA) based on previous implementation of correspondence analysis in the GGUM (Polak, 2011). A parameter recovery demonstrates the accuracy of two-dimensional MGGUM MMAP/EAP parameter estimates and a comparative analysis of MMAP/EAP and MCMC demonstrates equal accuracy, yet much improved efficiency of the former method. Analysis of real attitude measurement data also provides an illustrative application of the model.
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Carter, Nathan T. "APPLICATIONS OF DIFFERENTIAL FUNCTIONING METHODS TO THE GENERALIZED GRADED UNFOLDING MODEL." Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1290885927.
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Cui, Weiwei. "The multidimensional generalized graded unfolding model for assessing change in repeated measures." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8151.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2008.Thesis research directed by: Dept. of Measurement, Statistics, and Evaluation. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Sgammato, Adrienne N. Cizek Gregory J. "An application of unfolding and cumulative item response theory models for noncognitive scaling examining the assumptions and applicability of the generalized graded unfolding model /." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2009. http://dc.lib.unc.edu/u?/etd,2517.
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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2009.Title from electronic title page (viewed Oct. 5, 2009). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the School of Education." Discipline: Education; Department/School: Education.
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Watson, Donald Ray. "The Missouri teacher workforce : a model of turnover /." free to MU campus, to others for purchase, 2000. http://wwwlib.umi.com/cr/mo/fullcit?p9988712.
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Lake, Christopher J. "Respondent and Test Delivery Characteristics that Induce Item Unfolding." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1284597892.
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Mason, Sharon Leeanne. "Polyphenolic degradation and turnover in model and natural systems." Thesis, University of Newcastle Upon Tyne, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.578291.
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Concerns for soil carbon stocks with increasing global temperature have recently been raised. Adopting a multidisciplinary, reductionist approach and investigating the degradation and turnover of individual compound classes is essential in order to gain a greater knowledge of soil carbon dynamics and address the issue of soils becoming sources of carbon dioxide rather than sinks. The second most abundant natural biopolymer on earth is lignin and therefore its contribution to soil organic matter (SOM) is significant. The physical recalcitrance of lignin, together with its stability in laboratory studies has led many to assume that its degradation in soils must be slow. However, recent findings suggest that it is more easily degraded than conventionally perceived. This thesis investigates the molecular mechanisms involved in the degradation and turnover of lignin in the model system and the natural environment, linking together the associated biological and geochemical changes. White rot fungi are the primary degraders of lignin, secreting a complex array of extracellular enzymes that result in an oxidative attack of the biopolymer. Laboratory based, time-dependent growth experiments were performed and investigated the key enzymatic changes associated with lignin breakdown by the white rot fungus Pleurotus ostreatus cultivated on wheat straw (Triticum aestivum [L.]), ash (Fraxinus excelsior [L]) and Sitka spruce (Picea sitchensis [Bong.] Carr). The corresponding geochemical changes to lignin structure were also analysed using on- line thermally assisted hydrolysis and methylation (THM) in the presence of tetramethylammonium hydroxide (TMAH). Fungal growth, enzyme activity and lignin breakdown were substrate dependent, with higher levels of enzyme activity, lignin oxidation and side chain cleavage in the angiosperm (wheat straw and ash) systems than the gymnosperm (Sitka spruce) system. Early peaks in manganese dependent peroxidase and laccase activity were followed by a more gradual increase in lignin oxidation and side chain cleavage. On-line thermally assisted hydrolysis and methylation (THM) in the presence of 13C_ labelled/unlabelled tetramethylammonium hydroxide (TMAH) was used to investigate the phenolic distributions and their quantitative changes in soils beneath a Sitka spruce afforested moorland, an unforested moorland and an unimproved lowland grassland. \3C-labelled TMAH was successfully employed to distinguish between lignin- and non-lignin- derived (particularly tannin) phenols. Afforestation had a significant effect on phenolic degradation dynamics in these peaty gley soils. The Sitka spruce afforested moorland recorded a change in input and land preparation either as a result of changing vegetation input or due to land preparation prior to planting. Changes to soil carbon stocks were also investigated in these three soils and afforestation appeared to result in the accumulation of organic carbon in mineral horizons.
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Johnson, Timothy Kevin. "A reformulation of Coombs' Theory of Unidimensional Unfolding by representing attitudes as intervals." University of Sydney. Psychology, 2004. http://hdl.handle.net/2123/612.
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An examination of the logical relationships between attitude statements suggests that attitudes can be ordered according to favourability, and can also stand in relationships of implication to one another. The traditional representation of attitudes, as points on a single dimension, is inadequate for representing both these relations but representing attitudes as intervals on a single dimension can incorporate both favourability and implication. An interval can be parameterised using its two endpoints or alternatively by its midpoint and latitude. Using this latter representation, the midpoint can be understood as the �favourability� of the attitude, while the latitude can be understood as its �generality�. It is argued that the generality of an attitude statement is akin to its latitude of acceptance, since a greater semantic range increases the likelihood of agreement. When Coombs� Theory of Unidimensional Unfolding is reformulated using the interval representation, the key question is how to measure the distance between two intervals on the dimension. There are innumerable ways to answer this question, but the present study restricts attention to eighteen possible �distance� measures. These measures are based on nine basic distances between intervals on a dimension, as well as two families of models, the Minkowski r-metric and the Generalised Hyperbolic Cosine Model (GHCM). Not all of these measures are distances in the strict sense as some of them fail to satisfy all the metric axioms. To distinguish between these eighteen �distance� measures two empirical tests, the triangle inequality test, and the aligned stimuli test, were developed and tested using two sets of attitude statements. The subject matter of the sets of statements differed but the underlying structure was the same. It is argued that this structure can be known a priori using the logical relationships between the statement�s predicates, and empirical tests confirm the underlying structure and the unidimensionality of the statements used in this study. Consequently, predictions of preference could be ascertained from each model and either confirmed or falsified by subjects� judgements. The results indicated that the triangle inequality failed in both stimulus sets. This suggests that the judgement space is not metric, contradicting a common assumption of attitude measurement. This result also falsified eleven of the eighteen �distance� measures because they predicted the satisfaction of the triangle inequality. The aligned stimuli test used stimuli that were aligned at the endpoint nearest to the ideal interval. The results indicated that subjects preferred the narrower of the two stimuli, contrary to the predictions of six of the measures. Since these six measures all passed the triangle inequality test, only one measure, the GHCM (item), satisfied both tests. However, the GHCM (item) only passes the aligned stimuli tests with additional constraints on its operational function. If it incorporates a strictly log-convex function, such as cosh, the GHCM (item) makes predictions that are satisfied in both tests. This is also evidence that the latitude of acceptance is an item rather than a subject or combined parameter.
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Nguyen, Thi Thanh Huyen. "Quasi optimal model checking for concurrent systems." Thesis, Sorbonne Paris Cité, 2018. http://www.theses.fr/2018USPCD087.
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En effectuant une exploration exhaustive de tous les comportements possibles du système, le model checking fait face au problème de l’explosion de cet espace d’états. Notre but est de vérifier des programmes concurrents. Nous avons proposé de combiner la DPOR et le dépliage dans un algorithme appelé POR basée sur le dépliage. Dans cette thèse, nous prouvons que le calcul des alternatives dans une DPOR optimale est un problème NP-complet. Nous proposons une approche hybride appelée réduction d’ordre partiel quasi-optimale (QPOR). En particulier, nous proposons une nouvelle notion d’alternative k-partielle et un algorithme en temps polynomial. Une autre contribution algorithmique de cette thèse est la représentation des relations de causalité et de conflit dans le dépliage comme un ensemble d’arbres dans lequel les événements sont encodés comme un ou deux nœuds dans deux arbres différents. Nous montrons que vérifier la causalité et le conflit entre deux événements revient à une traversée efficace d’un des deux arbres. Nous détaillons l’implémentation de l’algorithme et les structures de données utilisées dans un nouvel outil. Outre les améliorations algorithmiques garanties par QPOR, la parallélisation est un autre moyen d’accélérer l’exploration. Par conséquent, nous proposons un algorithme de QPOR parallèle. Enfin, nous présentons des expériences sur l’implémentation séquentielle de QPOR et comparons les résultats avec d’autres outils de test et de vérification afin d’évaluer l’efficacité de nos algorithmes. L’analyse des résultats montre que notre outil présente de meilleures performances que ceux-ciBy exhaustively exploring all possible behaviours of the system, model checking has to face the state space explosion problem. We target the verification of concurrent programs. Dynamic partial-order reduction (DPOR), is a mature approach to mitigate the state explosion problem based on Mazurkiewicz trace theory, whereas unfolding is still at an initial state for targetting programs. We propose to combine DPOR and unfolding into an algorithm called Unfolding based POR. In order to obtain optimality, the algorithm is forced to compute sequences of transitions known as alternatives. In this thesis, we prove that computing alternatives in optimal DPOR is an NP-complete problem. As a trade-off solution, we propose a hybrid approach called Quasi-Optimal POR (QPOR). In particular, we provide a new notion of k-partial alternative and a polynomial algorithm to compute alternative executions. Another main algorithmic contribution is to represent causality and conflict as a set of trees where events are encoded as one or two nodes in two different trees. We show that checking causality and conflict between events amounts to an efficient traversal in one of these trees. We also implement the algorithm and data structures in a new tool. Besides the algorithmic improvements guaranteed by QPOR, parallelization is another way to speed up the unfolding exploration, thus we propose a parallel algorithm based on parallelizing QPOR. Finally, we conduct experiments on the sequential implementation of QPOR and compare the results with other state-of-art testing and verification tools to evaluate the efficiency of our algorithms. The analysis shows that our tool outperforms them
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Gjurich, Gregory D. "A predictive model of surface warfare officer retention : factors affecting turnover." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA362176.
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Thesis (M.S. in Operations Research) Naval Postgraduate School, March 1999.Thesis advisor(s): William K. Krebs, Samuel E. Buttrey. "MArch 1999". Includes bibliographical references (p. 49-50). Also available online.
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Reade, J. P. H. "The catabolic aspect of nitrogenase turnover in a model cyanobacterial system." Thesis, Swansea University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.638627.
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When grown under 12hr. diurnal illumination Gloeothece cultures show N2 fixation to be confined to the period of darkness. Immunochemical study demonstrated that both proteins of the nitrogenase complex (dinitrogenase and dinitrogenase reductase) appeared in Gloeothece cultures just before the beginning of the dark period and were absent from cultures by the middle of the proceeding light period. In contrast levels of other proteins studied remained constant throughout a diurnal illumination period. Proteins detected using antisera to dinitrogenase reductase ADP-ribosyl transferase and dinitrogenase reductase activating glycohydrolase may be responsible for the interchange between the apparently modified and unmodified forms of dinitrogenase reductase in Gloeothece. The modified form, although found predominantly when nitrogenase activity is low or absent, has not been shown to be catalytically inactive. Radiolabel study revealed that only two other proteins apart from the nitrogenase components were synthesized during the dark period. One of these, an 45700 Mr protein, may be implicated in nitrogenase catabolism as inhibition of its synthesis prevents nitrogenase breakdown in vivo. Protease activity detected against azocasein during the initial light period is not affected by inhibition of protein synthesis and may represent proteolytic enzymes which catabolise nitrogenase breakdown products but not the complete enzyme. In vitro study revealed that Gloeothece extracts readily catabolise native nitrogenase proteins but did not degrade Klebsiella pneumoniae dinitrogenase reductase suggesting a certain degree of specificity in the initial enzyme(s) of the catabolic process. Catabolism of native nitrogenase was increased by aerobic conditions, which also irreversibly inhibited nitrogenase activity. Breakdown products of both nitrogenase components were observed in vitro but not in vivo. This suggests a cascade of proteolytic enzymes in vivo prevent build-up of intermediate products of nitrogenase breakdown.
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Talukdar, Muhammad Bakhtear U. "CFO Turnover, Firm’s Debt-Equity Choice and Information Environment." FIU Digital Commons, 2016. http://digitalcommons.fiu.edu/etd/2618.
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The CEO and CFO are the two key executives of a firm. They work cohesively to ensure the growth of the firm. After the adoption of the Sarbanes Oxley Act (SOX) in 2002, the importance of CFOs has increased due to their personal legal obligation in certifying the accuracy of financial statements. Only a few papers such as Mian (2001), Fee and Hadlock (2004), and Geiger and North (2006) focus on CFOs in the pre-SOX era. However, a vacuum exists in research focusing exclusively on CFOs in the post-SOX era. The purpose of this dissertation is to delve into a comprehensive investigation of the CFOs. More specifically, I answer three questions: a) does the CEO change lead to the CFO change? b) does the CFO appointment type affect the firm’s debt-equity choice? and c) does the CFO appointment affect the firm’s information environment?
I use Shumway’s (2001) dynamic hazard model in answering question ‘a’. For question ‘b’, I use instrumental variable (IV) regression under various estimation techniques to control for endogeneity. For part ‘c’, I use the cross sectional difference-in-difference (DND) methodology by pairing treatment firms with control firms chosen by the propensity scores matching (PSM).
I find there is about a 70% probability of CFO replacement after the CEO replacement. Both of their replacements are affected by prior year’s poor performance. In addition, as a custodian of the firm’s financial reporting, the CFO is replaced proactively due to a probability of restatement of earnings. I find firms with internal CFO hires issue more equity in the year of appointment than firms with external hires. The promoted CFO significantly improves the firm’s overall governance which helps the firm obtain external financing from equity issue. However, I find that CFO turnover does not significantly affect the firm’s information environment. To ensure that my finding is not due to mixing up of samples of good and distressed firms together, I separated distressed firms and re-ran my models and my finding still holds.
This dissertation fills the gap in the literature with regards to CFOs and their post SOX relationship with the firm.
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Fuentes, Rebecca. "Implementing a Self-Scheduling Model to Decrease Nurse Turnover in Medical-Surgical Nursing." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7541.
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Nurses may experience job stress and burnout due to the amount of hours worked and demanding schedules. At one hospital, nurse turnover rates were high in medical-surgical units. Surveys and interviews conducted by hospital administration found that the bedside nurses were dissatisfied with scheduling practices and that this dissatisfaction could lead to heightened turnover. The purpose of this project was to determine if the implementation of a self-scheduling model would decrease nurse turnover on a medical-surgical nursing unit. This quality improvement project focused on facilitating the empowerment of nurses through a self-scheduling model; it followed the quality improvement steps of the Deming approach of Plan-Do-Check-Act. During the pilot, turnover rates of the unit that implemented the self-scheduling model were reviewed 30 days pre- and 30 days post-implementation. The project results showed a decrease in turnover rates from 12.96% to 10.00% on the unit where the model was implemented. This project has a social impact by allowing nurses to participate in a self-scheduling model to have workâlife balance, because the work environment plays a significant role in encouraging engagement and decrease in turnover. Implementing this model in other units may result in decreased nurse turnover for the hospital.
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Tierney, Shirley J. "Nursing Unit Staffing: An Innovative Model Incorporating Patient Acuity and Patient Turnover: A Dissertation." eScholarship@UMMS, 2010. https://escholarship.umassmed.edu/gsn_diss/18.
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Changes in reimbursement make it imperative for nurse managers to develop tools and methods to assist them to stay within budget. Disparity between planned staffing and required staffing often requires supplemental staffing and overtime. In addition, many states are now mandating staffing committees to demonstrate effective staff planning. This retrospective quantitative study developed an empirical method for building nursing unit staffing plans through the incorporation of patient acuity and patient turnover as adjustments towards planning nursing workload. The theoretical framework used to guide this study was structural contingency theory (SCT).
Patient turnover was measured by Unit Activity Index (UAI). Patient acuity was measured using case mix index (CMI). Nursing workload was measured as hours per patient day (HPPD). The adjustment to HPPD was made through the derivation of a weight factor based on UAI and CMI. The study consisted of fourteen medical, surgical, and mixed medical-surgical units within a large academic healthcare center. Data from 3 fiscal years were used.
This study found that there were significant, but generally weak correlations between UAI and CMI and HPPD. The method of deriving a weight factor for adjusting HPPD was not as important as the decision-making relative to when to adjust planned HPPD. In addition, the measure of unit activity index was simplified which will assist researchers to more easily calculate patient turnover. As a result of this study, nurse managers and will be better able to adjust and predict HPPD in cases where benchmarking has been problematic. Data-driven adjustments to HPPD based on UAI and CMI will assist the nurse manager to plan and budget resources more effectively.
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Robinson, Sean D. "Expanding Turnover Theory: Testing Behavioral Predictions of the Proximal Withdrawal States and Destinations (PWSD) Model." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1416255341.
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Moroz, Adam. "Reduced order modelling of bone resorption and formation." Thesis, De Montfort University, 2011. http://hdl.handle.net/2086/5409.
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The bone remodelling process, performed by the Bone Multicellular Unit (BMU) is a key multi-hierarchically regulated process, which provides and supports various functionality of bone tissue. It is also plays a critical role in bone disorders, as well as bone tissue healing following damage. Improved modelling of bone turnover processes could play a significant role in helping to understand the underlying cause of bone disorders and thus develop more effective treatment methods. Moreover, despite extensive research in the field of bone tissue engineering, bonescaffold development is still very empirical. The development of improved methods of modelling the bone remodelling process should help to develop new implant designs which encourage rapid osteointegration. There are a number of limitations with respect to previous research in the field of mathematical modelling of the bone remodelling process, including the absence of an osteocyte loop of regulation. It is within this context that this research presented in this thesis utilises a range of modelling methods to develop a framework for bone remodelling which can be used to improve treatment methods for bone disorders. The study concentrated on dynamic and steady state variables that in perspective can be used as constraints for optimisation problem considering bone remodelling or tissue remodelling with the help of the grafts/scaffolds.The cellular and combined allosteric-regulation approaches to modelling of bone turnover, based on the osteocyte loop of regulation, have been studied. Both approaches have been studied different within wide range of rate parameters. The approach to the model validation has been considered, including a statistical approach and parameter reduction approach. From a validation perspective the cellular class of modes is preferable since it has fewer parameters to validate. The optimal control framework for regulation of remodelling has been studied. Future work in to improve the models and their application to bone scaffold design applications have been considered. The study illustrates the complexity of formalisation of the metabolic processes and the relations between hierarchical subsystems in hard tissue where a relatively small number of cells are active. Different types/modes of behaviour have been found in the study: relaxational, periodical and chaotic modes. All of these types of behaviour can be found, in bone tissue. However, a chaotic or periodic modes are ones of the hardest to verify although a number of periodical phenomena have been observed empirically in bone and skeletal development. Implementation of the allosteric loop into cellular model damps other types of behaviour/modes. In this sense it improves the robustness, predictability and control of the system. The developed models represent a first step in a hierarchical model of bone tissue (system versus local effects). The limited autonomy of any organ or tissue implies differentiation on a regulatory level as well as physiological functions and metabolic differences. Implementation into the cellular phenomenological model of allosteric-like loop of regulation has been performed. The results show that the robustness of regulation can be inherited from the phenomenological model. An attempt to correlate the main bone disorders with different modes of behaviour has been undertaken using Paget’s disorder in bone, osteoporosis and some more general skeleton disorders which lead to periodical changes in bone mass, reported by some authors. However, additional studies are needed to make this hypothesis significant. The study has revealed a few interesting techniques. When studying a multidimensional phenomenon, as a bone tissue is, the visualisation and data reduction is important for analysis and interpretation of results. In the study two novel technical methods have been proposed. The first is the graphical matrix method to visualise/project the multidimensional phase space of variables into diagonal matrix of regular combination of two-dimensional graphs. This significantly simplifies the analysis and, in principle, makes it possible to visualise the phase space higher than three-dimensional. The second important technical development is the application of the Monte-Carlo method in combination with the regression method to study the character and stability of the equilibrium points of a dynamic system. The advantage of this method is that it enables the most influential parameters that affect the character and stability of the equilibrium point to be identified from a large number of the rate parameters/constants of the dynamic system. This makes the interpretation of parameters and conceptual verification of the model much easier.
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Latham, Nancy Moss Rita Kay. "The effects of teacher preparation model on persistence in elementary education employment." Normal, Ill. Illinois State University, 2004. http://wwwlib.umi.com/cr/ilstu/fullcit?p3196670.
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Thesis (Ed. D.)--Illinois State University, 2004.Title from title page screen, viewed May 23, 2006. Dissertation Committee: R. Kay Moss (chair), Mary Murray Autry, Deborah J. Curtis, W. Paul Vogt. Includes bibliographical references (leaves 72-80) and abstract. Also available in print.
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Sheng, Yanyan. "Bayesian analysis of hierarchical IRT models comparing and combining the unidimensional & multi-unidimensional IRT models /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2005. http://hdl.handle.net/10355/4153.
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Thesis (Ph. D.)--University of Missouri-Columbia, 2005.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (July 19, 2006) Vita. Includes bibliographical references.
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Meliani, Lenny Erna. "Employee turnover in Indonesia's Directorate General of Taxes : a case study of Jakarta's tax offices between 2009 and 2015 : critical application of Price and Mueller's causal model of turnover." Thesis, University of Nottingham, 2018. http://eprints.nottingham.ac.uk/48471/.
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The thesis is driven by the increasing number of the Directorate General of Taxes (DGT) employees who voluntarily left the organisation following the first phase of its organisational reforms that ended in 2008. Some changes were made to the reforms, including improving the employee compensation scheme, developing a more conducive working environment, setting up standard operating procedures to clarify job ambiguity, and implementing a job rotation system. The expectation following these changes was that employees would perform better and continue their employment in the DGT. During the second phase of reform between 2009 and 2014, 280 DGT employees decided to quit their jobs. The DGT claimed it had lost many tax specialists, tax auditors and managers, who play a crucial role in enabling the DGT to perform its function of collecting tax revenues This thesis seeks to understand the underlying causes of employee turnover in Indonesia’s DGT. It employs Price and Mueller’s model of employee turnover as the analytical framework to systematically examine the research problem. The research is based on two case studies in Jakarta’s regional tax offices, and it includes former and current DGT employees, as well as officials who are responsible in implementing the human resource regulations. Data for the research were collected through questionnaires and interviews. Price and Mueller’s comprehensive approach to the turnover problem was expected to be a useful tool to raise awareness for further examination of employee turnover problems. The thesis reveals that the model is substantially useful to explain job satisfaction among DGT employees (stayers), however, it is not fully effective in capturing employee turnover problems in Indonesia’s DGT. The model assumed organisational stability, while organisational change is more prevalent not only in the private sector, but also in the public sector. This research concludes that employees’ intentions/decisions in staying or leaving the DGT were rooted in organisational change and changes in its HR practices. The uncertainty tied into the reforms was found to be an important factor in influencing employees’ attitudes and behaviour toward their jobs.
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Bianco, Gianluca. "Study of the quantum interference between singly and doubly resonant top-quark production in proton-proton collisions at the LHC with the ATLAS detector." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2020. http://amslaurea.unibo.it/22108/.
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The top quark is the heaviest known elementary particle of the Standard Model. Thanks to its particular properties, it allows to explore unique physics domains, inaccessible otherwise. One of them is the quantum interference between singly (tW) and doubly (t ̄t)resonant top quark production in proton-proton collisions, which can lead to identical WbWb final-states when an additional b-quark is radiated during a singly-resonant production. Studying this process is very important for a better knowledge of the Standard Model, but also to investigate some Beyond the Standard Model processes: for example,the search for top squarks suffers a large background contamination fromt W and t ̄t in the interference region. In this work, the measurement of the particle-level differential cross-section of the WbWb final-state in the eμ dilepton channel is provided, in order to better investigate the interference-sensitive region of these processes. The measurement is performed using the full dataset collected by the ATLAS detector from proton-proton collisions at the LHC during Run-2 at √s= 13 TeV corresponding to an integrated luminosity of 139 fb−1. The differential cross-section has been measured as a function of two interference-sensitive variables, defined as mminimaxbl and ∆R(b1,b2). Besides the single-differential cross-sections as a function of mminimaxbl and ∆R(b1,b2), also the double-differential cross-section as a function of mminimaxbl in bins of ∆R(b1,b2) is measured. The WbWb differential cross-section has been successfully extracted and compared to different schemes: the Diagram Removal and the Diagram Subtraction. This twopredictions model in a different way the quantum interference description.
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SILVA, Wallison Fernando da. "How do work motivation aspects impact software developer turnover? A quantitative study with Brazilian developers." Universidade Federal de Campina Grande, 2018. http://dspace.sti.ufcg.edu.br:8080/jspui/handle/riufcg/1658.
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Com o crescimento rápido do mercado para software, a necessidade de profissionais nas empresas de desenvolvimento está em alta, porém, há estudos que indicam um alta taxa de rotatividade de profissionais, já que profissionais mudam de empresa em um curto período de tempo. Devido a esse fato, as empresas estão preocupadas em manter seus profissionais o maior tempo possível, evitando gastos com novas contratações, treinamentos e perda de bons profissionais, pois alguns profissionais de software possuem habilidades intelectuais especializadas, e para treinar outros com o mesmo propósito, pode levar bastante tempo até que o novato se torne produtivo. Além disso, também há estudos que evidenciam que a motivação possui influência no sucesso ou fracasso de projetos, do mesmo jeito que outros relacionam a motivação com a rotatividade de profissionais de software, de modo que os profissionais busquem empregos menos estressantes, mais significativos, com mais valorização e melhores condições de trabalho. Este estudo relaciona aspectos de motivação e rotatividade de profissionais em empresas de software no Brasil utilizando uma adaptação do modelo Job Characteristics Model (JCM) de Hackman e Oldham. Através de um questionário baseado no modelo, coletamos respostas de 102 profissionais de desenvolvimento de software no Brasil, que geraram resultados através de uma pontuação potencial motivacional (MPS). Desta forma, pudemos coletar dados de motivação dos profissionais sobre o emprego anterior. Os dados mostram que mais de 76% dos profissionais, exatamente 78 saíram do emprego anterior voluntariamente, sugerindo uma taxa alta de rotatividade de profissionais. Também conseguimos observar alguns aspectos de motivação mais críticos, observamos que 73% dos profissionais apresentaram exaustão elevada no emprego anterior, 71% possuíam baixa autonomia, e 69% sentiam baixa satisfação no trabalho. Esse estudo pode ajudar as companhias de software a entender quais são os problemas de motivação no desenvolvimento de software, visando melhorar o ambiente e cultura de trabalho para motivar os empregados, e assim, reduzir a taxa de rotatividade de profissionais.
With the fast increase of the software market, the demand of professionals is also increasing, so there are studies that indicate a high rate of staff turnover, since many professionals move to other companies in a short time. Due to this reason, the companies are concerned to keep their professionals as long time as possible, avoiding costs with new hires, training and loss of good professionals, since some software professionals have specialized intellectual skills, and to train others for the same purpose, it may take a long time until the new hire becomes productive. In addition, also there are studies showing evidence that motivation has an influence on the success or failure of projects, as well as, others relate the motivation to staff turnover in software development, so the professionals look for jobs less stressful, more significant, with more appreciation and better working conditions. This study relates motivation aspects to staff turnover of software companies in Brazil, using an adaptation of the model Job Characteristics Model (JCM) of Hackman and Oldham. Through a survey instrument based on the model, we collected answers from 102 software development professionals in Brazil that generated results through motivational potential score (MPS). Thus, we could collect data of motivation of professionals over the last job. The data show that more than 76% of professionals, exactly 78 left the last job voluntarily, suggesting a high staff turnover rate. Also, we observed some most critical motivation aspects, we identified that 73% of the professionals presented high level of exhaustion in their last job, 71% had low Autonomy, and 69% felt low satisfaction in the job. This study can help software companies to understand which are the most motivation problems in software development to improve the work environment and culture to motivate employees, and so, reduce staff turnover rate.
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Blankenship, Charles Michael. "Human Resource Managers' Perceptions of Soft Skills, Involuntary Employment Turnover, and the Efficacy of a Proposed Career Pathway Model." Thesis, Mississippi State University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10260656.
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The purpose of this study was to conduct qualitative interviews of 10 Human Resource Managers to determine their perceptions of the soft skills necessary for successful employment, to determine the primary causes of involuntary turnover, and to determine their perceptions of the proposed Smart Start Pathway to improve potential employee success and employment retention.
10 businesses located in a 9-county region in central Mississippi were purposively selected to participate in this study. 2 of the businesses were service sector employers, and 8 were manufacturers. Interviews were scheduled with the Human Resource Manager for each business, and the manager was supplied with a copy of the interview questions and a copy of the career pathway curriculum to review. Interviews were conducted, transcribed, and analyzed to determine results.
Human Resource Managers revealed that communication skills and dependability were the most frequently cited soft skills important for employee success; the most frequently cited causes of employee dismissal were attendance, rule violations, and behavior problem; and finally, the managers interviewed were positive in their perceptions of the efficacy of the proposed career pathways model.
The study showed that soft skills identified by Human Resource Managers and those skills contained in the training modules of the career pathway model are similar. The managers were in agreement that these skills might be better learned and retained at an earlier age than those who will be taking this training to enter the workforce. Additional research is recommended to quantify career pathways program outcomes upon implementation, to determine the causes of employee attendance issues, to determine the practices of employers who demonstrate low turnover rates, and to determine the viability of offering this training as part of the secondary education process.
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Elomami, Asaad. "Job satisfaction and employees' turnover in Libyan oil companies : the application of the Job Characteristics Model in a different cultural setting." Thesis, Abertay University, 2015. https://rke.abertay.ac.uk/en/studentTheses/66fa3e68-7cf1-47c5-ab6c-18d02dc2f209.
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The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employees’ motivation, dissatisfaction and organisational performance. Therefore, this study attempts to apply Hackman and Oldham Job Characteristics Model (JCM) by among the five core dimensions of autonomy, skill variety, task identity, task significance and feedback and job satisfaction and employees’ turnover in the Libyan oil companies located in Benghazi city. Also, to explore the current situation of organisational determinants of job satisfaction in the Libyan oil companies and to investigate its correlation with employees’ job satisfaction. These factors (pay/rewards, supervision, promotion opportunity, relationship with co-workers and work conditions) are tested empirically in the companies studied. A total of 400 questionnaires were collected and 20 interviews were conducted in four oil companies. The main findings of the study confirm the positive correlations among the five core dimensions of the JCM and job satisfaction. Also, organisational factors were found to influence employees’ job satisfaction as the employees were satisfied with their pay/rewards, supervision, promotion opportunity, relationship with co-workers and working conditions. Moreover, employees have shown more concern for factors such as job security and change in the social status. Also, it was found that employees’ turnover increased in relation to security and social factors such as the absence of safety and security in the oil fields after the Libyan uprising, especially those oil fields located in the Eastern region. It was also found that the correlations among job satisfaction and employees’ turnover was negative and the correlation among the five core dimensions of the JCM model and employees’ turnover were negative too. The study makes a significant contribution to knowledge in theory and practice. Among such contributions are identification of gaps in the literature on job satisfaction and the core dimension of job characteristics model. Also, the study contributes to the redesign of jobs and working relationships in the Libyan oil companies.
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Baker, W. Kevin. "The role of organizational commitment and job satisfaction in progressive withdrawal behaviors : testing a comprehensive model with integrated methodology /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-10032007-171731/.
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Khambhammettu, Mahith. "Analyzing behavior and applicability of an optimization model : A simulation study for sequence dependent scheduling of surgeries." Thesis, Blekinge Tekniska Högskola, Institutionen för datalogi och datorsystemteknik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-11721.
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Context. With the proportional increase in the population of elderly people, there is an increase in the need for providing quality health-care. Operating room planning is one aspect that is considered to meet the requirement of providing quality health care. Operatingroom planning concerns about the efficient management of the available resources to perform surgeries. It deals with allocation and assignment of surgeries to operating rooms in a sequential manner using resource optimization strategies to manage with the available operating rooms. Objectives. In this thesis, we investigate the behavior and applicabilityof an optimization model and measure the degree to which the model can efficiently utilize the available hospital resources. Methods. Simulations are conducted to test the impact of implemented model on turnover time. The experiment is conducted on three different scenarios using the real world data collected from Blekinge hospital. Results. The impact on the turnover time measured for the three different scenarios is evaluated using simulation experiment. The relationship between the scenarios is identified by comparing the results with a baseline scenario (real world schedule). Conclusions. Based on the analysis, we conclude that the new optimization model is capable of scheduling better than the existing scheduling system used by the hospitals. The observations show that optimization model significantly reduces the turnover time compared to the real schedule. Besides, the scenario using an additional resourceis found to have better performance compared to other scenarios. The thesis concludes by showcasing the performance and applicability of the optimization model.
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Mahove, Golden. "Strategies for Catalyzing Business Innovation in Small-Scale Agribusinesses in Southern Africa." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6759.
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Agribusiness leaders in emerging economies require effective business model innovation strategies to succeed in closing innovation gaps and increasing market share in the growing smallholder farmers' market. Small agribusiness seed companies in Malawi, Zambia, and Zimbabwe in southern Africa often face the challenge of closing the innovation gap in the smallholders' market, resulting in small-scale seed companies missing 90% of the smallholder farmers' seed market segment. The purpose of this multiple case study was to explore strategies that small agribusiness seed company leaders used to close innovation gaps in smallholders' markets. The conceptual framework was based on the business model innovation(BMI). Ten agribusiness seed company executives selected for their innovations in smallholder markets shared their experiences with and insights into strategies that they successfully designed and implemented in closing innovation gaps in the smallholders' market. Data were collected using semistructured interviews. The data analysis process followed De Massis and Kotlar 5-phase analysis cycle: from interview responses analysis to member checking and a review of documents on seed businesses and BMI. Three themes emerged from the data analysis: seed production model, product and market differentiation, and value chain partnerships. The implications of this study for social change are that the results could improve food and nutrition security for more than 51 million impoverished smallholder farmers throughout Sub-Saharan Africa.
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Gilson, Nicole Louise. "Examining the Effects of Mindfulness on the Relationships between Citizenship Pressure, Job Stress, and Turnover Intentions within Healthcare: A Moderated Mediation Model." OpenSIUC, 2017. https://opensiuc.lib.siu.edu/dissertations/1440.
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Due to its negative relation with turnover and the associated costs, job stress is a growing concern within the healthcare industry. By surveying 461 employees of a large Midwestern healthcare system, the present study evaluated perceptions of citizenship pressure (perceived pressure to engage in extra-role job duties) and examined its relationship with job stress and turnover intentions. The sample consisted of direct and indirect patient care providers and was predominately White, females who worked full-time. Hierarchical multiple regression analyses indicated that job stress partially mediates the direct relationship between citizenship pressure and turnover intentions. Specifically, healthcare workers experience job stress and desire leaving positions that make them feel that simply fulfilling their formally prescribed job duties is not enough to be seen as a good employee. Drawing from the theoretical model of psychological resilience, the current study also examined whether employees’ level of trait mindfulness (tendency to focus on experiences without judgment) moderates the identified mediation. Findings from a first- and second-stage moderated mediation analysis suggested that trait mindfulness does not buffer the negative outcomes (i.e., job stress, turnover intentions) associated with citizenship pressure within the healthcare industry. Despite the non-significant results related to mindfulness, significant negative relationships were found between trait mindfulness and each key construct (i.e., citizenship pressure, job stress, turnover intentions). Such findings demonstrate the potential relevance of trait mindfulness in promoting employee resilience within the workplace. Results also contribute to the citizenship pressure literature and highlight the need for additional research, especially within the healthcare industry.
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Mathis, Andrew David. "Ribosome Component Turnover Kinetics Describes a Two-Pool Kinetic Model in Dietary Restriction that Suggests RPL10 is Exchanged During Ribosome Lifespan." BYU ScholarsArchive, 2015. https://scholarsarchive.byu.edu/etd/6049.
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The eukaryotic ribosome is a large molecular machine consisting of ~80 ribosomal proteins and 4 rRNAs. The 40S and 60S ribosomal subunits are assembled in the nucleolus by ~200 helper proteins then shipped into the cytoplasm or to the endoplasmic reticulum where protein translation takes place. Eventually ribosomes are removed from the cytoplasm and recycled through ribophagy, however, very is little is known about ribosomal protein exchange after assembly but before ribophagy. Using kinetic turnover measurements of ribosomal proteins and rRNA in vivo we determined ribosomal protein replacement rates are diverse suggesting ribosomal components may be replaced without destruction of the entire ribosome. Measurements from ad libitum fed and dietary restricted mice provide strong evidence that RPL10 exchanges rates are dramatically different between AL and DR while synthesis and degradation do not change. RPL10 turnover can be described using a two-pool kinetic model, which may be applied to many ribosomal proteins.
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Andersson, Fredrik, and Fredrik Lilja. "Earnings Management in times of CEO turnover : A quantitative study with the attributes – Industry, Company Size, CEO Origin, and CEO Age on the Swedish market." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-202617.
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This thesis researches to which extent companies use earnings management in times of CEO turnover, which is a continuing, complex and rather complicated issue. Earnings management was tested on different attribute such as: firm industry, firm size, CEO’s age, and the CEO’s origin (internal or external). The data was gathered through a quantitative study based on public companies’ financial reports. The sample includes 252 firms listed on Nasdaq OMX Stockholm and have been subject of a CEO change at some occasion during 2005-2011. The statistical result from the mixed-model ANOVA tests showed in general significant result of upward earnings management the year of CEO change, but not the following year. While there are many explanations to the findings of how earnings management is used on the Swedish market, the analysis and conclusion elaborate the reason that ought to be the blueprint of reality.
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Semethe, Mpho Maboitumelo. "Code-switching, Structural change and Convergence: A study of Sesotho in contact with English in Lesotho." Master's thesis, Faculty of Humanities, 2019. http://hdl.handle.net/11427/31233.
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This study investigates whether code-switching practices among Sesotho-English bilinguals promote convergence between Sesotho and English. First, the study identifies different types and patterns of code-switching between Sesotho and English and analyses them using Myers-Scotton’s (1993) Matrix Language Frame model and Myers-Scotton and Jake’s (2000) 4-M model. Second, it applies the ML turnover in order to detect convergence in Sesotho-English code-switching data and to observe which direction it takes. The study also explores other factors contributing to change in the structure of Sesotho, which are not necessarily influenced by convergence. In conducting this study, data was collected through interviews that were held with younger bilingual speakers from different tertiary institutions in and around Maseru (Lesotho) and through recorded youth-centred phone-in radio programmes. Findings from the analysis of data reveal simple to complex Sesotho-English code-switching performance of various types and strategies. Findings also show through the existence of composite language in Sesotho-English code-switching that there is a turnover in the ML, which indicates a development of an asymmetrical convergence between Sesotho and English. It was also discovered that, although other changes in the Sesotho structure are not English influenced, they are enhanced mostly by younger urban bilingual speakers’ frequent “looser” approach to Sesotho. This is an indication that Sesotho’s susceptibility to change correlates strongly with age; that is, both the length of time contact between Sesotho and English has existed, and the generation in which change is mostly found. This thesis adds and documents a different perspective to the previously recorded changes on Sesotho-English contact in Lesotho.
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Wicki, Samuel [Verfasser], and Stefan [Akademischer Betreuer] Schaltegger. "The innovation journey for sustainability : A reinterpretation of the Fireworks Model in the context of sustainability-oriented innovation unfolding in small and mediumsized enterprises / Samuel Wicki ; Betreuer: Stefan Schaltegger." Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2019. http://d-nb.info/1199607908/34.
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Wicki, Samuel Verfasser], and Stefan [Akademischer Betreuer] [Schaltegger. "The innovation journey for sustainability : A reinterpretation of the Fireworks Model in the context of sustainability-oriented innovation unfolding in small and mediumsized enterprises / Samuel Wicki ; Betreuer: Stefan Schaltegger." Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2019. http://nbn-resolving.de/urn:nbn:de:gbv:luen4-opus-145861.
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Gardner, Robert D. "The development of a theoretical model to predict retention, turnover, and attrition of K-12 music teachers in the United States : an analysis of the Schools and staffing survey and Teacher followup survey (1999-2001) /." Digitized version, 2006. http://hdl.handle.net/1802/5828.
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Rylander, David H. "The influence of sales force newcomers' met expectations on selected outcome variables: Development and testing of a model." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2872/.
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Sales management researchers and practitioners give considerable attention to early employment expectations, attitudes, and behaviors primarily because of a desire to specify the cognition process leading to performance and retention of salespeople. While a massive body of literature exists concerning turnover of employees and determinants of employee performance, more empirical study specific to the sales force as a research population is needed to assess the nature of turnover and performance. Because the bulk of salesperson turnover occurs in early employment, particular attention needs to be devoted to the cognitive process of newcomers to the sales force. The present work examines expectation-based and perception-oriented models of performance and retention for sales force new hires. Interests of this investigation focus on the initial expectations of newly hired sales representatives and on how the degree of fulfillment of these expectations relates to subsequent performance and retention behavior. Extant research suggests that the degree to which expectations are met positively influences mediating variables such as job satisfaction and organizational commitment, and indirectly influences outcomes such as job performance and retention of newcomers. Alternatively, some researchers contend that these results are due to improper measurement of met expectations. A longitudinal research design and alternative measurement methods are employed here to better assess the role of met/unmet expectations. The proposed study is based on theoretical research from a variety of academic disciplines, and the results of the study will have multi-disciplinary implications. Contributions include: (a) replication and extension of theoretical research concerning processes leading to performance and retention of sales force newcomers, (b) a thorough examination of met expectations as a precursor to early sales force outcomes, and (c) methodological advances in the measurement of met expectations.
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Karlsson, Simon, and Joakim Wiberg. "Hur personalomsättningen påverkas av trivsel inom restaurangbranschen." Thesis, Örebro universitet, Restaurang- och hotellhögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-76730.
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Jang, Seulki. "A Multilevel Examination of Cultural Moderators of the Job Demands-Resources Model." Scholar Commons, 2015. http://scholarcommons.usf.edu/etd/5826.
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Although the Job Demands-Resources Model (JD-R) is the dominant theoretical framework used to understand the relationship between workplace factors and employee well-being, the cross-cultural generalizability of this model has seldom been directly tested. Therefore, this study examined whether and to what extent relationships between: 1) job demands (i.e., organizational constraints) and strain (i.e., job satisfaction, and turnover intentions) and 2) job resources (i.e., job control, participation in decision-making, direct supervisor support, senior leader support, and clear goals and performance feedback) and strain were moderated by cultural dimensions (i.e., individualism-collectivism and uncertainty avoidance). Survey data from workers in 28 countries were used to examine these questions. Results revealed that culture-level individualism-collectivism and uncertainty avoidance independently and significantly moderated some job demands-strain and job resources-strain outcomes relationships. Specifically, job control and senior leaders support was consistently and more strongly, negatively related to strain in more individualistic cultures, and participation in decision-making was more strongly, negatively related to strain in more collectivistic cultures when using cultural scores from both Hofstede and GLOBE taxonomies. In contrast, although I also uncovered some significant moderating effects of culture-level uncertainty avoidance on job demands-strain and job resources-strain relationships, the results from these analyses were often in the opposite pattern when GLOBE versus Hofstede cultural scores were used. Overall, the present study sheds light on the generalizability versus specificity of the JD-R model across cultural contexts.
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Alomani, Qamra Faris. "The mediating role of emotional exhaustion and work engagement on the relationship between job demands/resources and nurses' anxiety, turnover intention, and happiness in Saudi public hospitals." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/15192.
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This study examines the determining factor of nurses' occupational stress in public hospitals in Saudi Arabia. Despite the increasing number of occupational stress studies in the healthcare industry, occupational stress studies are still at an early stage of development in Saudi Arabia, and further research is recommended. The objectives of this research are: (1) to identify the occupational stress levels among nurses in public-sector hospitals in Saudi Arabia; (2) to examine the influence of job demands on the anxiety and turnover intention of nurses working in public-sector hospitals in Saudi Arabia; (3) to investigate the influence of job resources on the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia; (4) to determine the mediating effects of emotional exhaustion on the relationship between job demands and anxiety and turnover intention on nurses working in public-sector hospitals in Saudi Arabia; and (5) to ascertain the mediating effects of work engagement on the relationship between job resources and the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia. The study was conducted as a two-stage empirical study employing sequential exploratory mixed-methods approach starting with interviews with 15 nurses, analysing the data then revising the questionnaire and distributing to a sample of nurses at five hospitals. The study used thematic analysis to analyse the qualitative data and the Statistical Package for the Social Sciences (SPSS) and AMOS to analyse the 512 questionnaires. The conceptual model was validated through Structural Equation Modelling (SEM), which includes two kinds of models: the measurement model or confirmatory factor analysis (CFA), and the structural model which is conducted to approve the hypotheses and the performance of the suggested conceptual framework. The study findings indicated that the level of nurses' stress is very high and has negative outcomes if the job demands (stressors) exceed the nurses' abilities. Emotional demands, work-family conflict and workload are the main job demands identified. Procedural fairness and perceived organizational support are identified as the main job resources. This study also examines the mediation role of emotional exhaustion and work engagement. More specifically, its shows that emotional exhaustion mediates the relationship between emotional demands, work-family conflict, workload and anxiety, whereas emotional exhaustion only mediates the relation between work-family conflict and turnover intention. Conversely, work engagement mediates the relation between procedural fairness and turnover intention and happiness. Contributions of the study, research and practical implications, and future research directions are also discussed.
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Kiss, Daniel L. "The Exozyme Model: A New Paradigm of Exosome Subunit Activity Revealed by Diverse and Distinct Substrate Specificities of Exosome Subunits In Vivo." Case Western Reserve University School of Graduate Studies / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1263237977.
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Moutousi, Olga. "(Un)Ethical organizational intentions influence both types and range of turnover intention : testing a multi variable hypotheses model in the UK and Greece." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11633/.
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This study linked the research topics of business ethics and employee turnover as both are of great interest from an academic as well as practical perspective. The aim of this study was to investigate particular issues that required further attention, thus contributing to the knowledge in the areas of turnover and ethics in organizations. The main objectives of the current study were twofold in both theoretical and practical terms. First, to develop a comprehensive and multi-foci theoretical framework that links turnover and organizational ethics. From a virtue ethics point of view and drawing on Social Identity Theory and organizational identification as a theoretical background, two research questions are addressed and answered in the theoretical paper: (a) how do the (un)ethical organizational intentions perceived by employees within different social groups influence turnover intention? And (b) what particular social groups do people choose to leave or prefer to stay with when they are experiencing (un)ethical organizational intentions? Second, to develop and test a multi-variable research model that will advance previous knowledge on embedding ethics into organizations. The model puts forward how various aspects of organizational ethics, namely, ethical leadership, ethical climate, and corporate social responsibility, may influence employee intentions to leave the organization through specific socio-psychological pathways. Taken together, this study expands the existing literature and also provides a fruitful basis for future research and practical implications. It advances our knowledge on the impact ethics have within an organization and on how to manage undesirable turnover more effectively based on ethical conduct in organizations.
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Montané, Francesc, Andrew M. Fox, Avelino F. Arellano, Natasha MacBean, M. Ross Alexander, Alex Dye, Daniel A. Bishop, et al. "Evaluating the effect of alternative carbon allocation schemes in a land surface model (CLM4.5) on carbon fluxes, pools, and turnover in temperate forests." COPERNICUS GESELLSCHAFT MBH, 2017. http://hdl.handle.net/10150/625988.
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How carbon (C) is allocated to different plant tissues (leaves, stem, and roots) determines how long C remains in plant biomass and thus remains a central challenge for understanding the global C cycle. We used a diverse set of observations (AmeriFlux eddy covariance tower observations, biomass estimates from tree-ring data, and leaf area index (LAI) measurements) to compare C fluxes, pools, and LAI data with those predicted by a land surface model (LSM), the Community Land Model (CLM4.5). We ran CLM4.5 for nine temperate (including evergreen and deciduous) forests in North America between 1980 and 2013 using four different C allocation schemes:i. dynamic C allocation scheme (named "D-CLM4.5") with one dynamic allometric parameter, which allocates C to the stem and leaves to vary in time as a function of annual net primary production (NPP);
ii. an alternative dynamic C allocation scheme (named "D-Litton"), where, similar to (i), C allocation is a dynamic function of annual NPP, but unlike (i) includes two dynamic allometric parameters involving allocation to leaves, stem, and coarse roots;
iii.–iv. a fixed C allocation scheme with two variants, one representative of observations in evergreen (named "F-Evergreen") and the other of observations in deciduous forests (named "F-Deciduous").
D-CLM4.5 generally overestimated gross primary production (GPP) and ecosystem respiration, and underestimated net ecosystem exchange (NEE). In D-CLM4.5, initial aboveground biomass in 1980 was largely overestimated (between 10 527 and 12 897 g C m−2) for deciduous forests, whereas aboveground biomass accumulation through time (between 1980 and 2011) was highly underestimated (between 1222 and 7557 g C m−2) for both evergreen and deciduous sites due to a lower stem turnover rate in the sites than the one used in the model. D-CLM4.5 overestimated LAI in both evergreen and deciduous sites because the leaf C–LAI relationship in the model did not match the observed leaf C–LAI relationship at our sites. Although the four C allocation schemes gave similar results for aggregated C fluxes, they translated to important differences in long-term aboveground biomass accumulation and aboveground NPP. For deciduous forests, D-Litton gave more realistic Cstem ∕ Cleaf ratios and strongly reduced the overestimation of initial aboveground biomass and aboveground NPP for deciduous forests by D-CLM4.5. We identified key structural and parameterization deficits that need refinement to improve the accuracy of LSMs in the near future. These include changing how C is allocated in fixed and dynamic schemes based on data from current forest syntheses and different parameterization of allocation schemes for different forest types.
Our results highlight the utility of using measurements of aboveground biomass to evaluate and constrain the C allocation scheme in LSMs, and suggest that stem turnover is overestimated by CLM4.5 for these AmeriFlux sites. Understanding the controls of turnover will be critical to improving long-term C processes in LSMs.
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Jones, Richard Jr. "Examining Organizational Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Urban Frontline Registered Nurses." Franklin University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=frank1632781377678926.
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Boros, Daniel, and Claes Eriksson. "Does size matter? : An empirical study modifying Fama & French's three factor model to detect size-effect based on turnover in the Swedish markets." Thesis, Linköpings universitet, Nationalekonomi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-117836.
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This thesis investigates whether the estimation of the cost of equity (or the expected return) in the Swedish market should incorporate an adjustment for a company’s size. This is what is commonly known as the size-effect, first presented by Banz (1980) and has later been a part of models for estimating cost of equity, such as Fama & French’s three factor model (1992). The Fama & French model was developed based on empirical research. Since the model was developed, the research on the size-effect has been divided and today there are empirical studies contradicting its existence. Arguments against the size-effect are to some extent supported by the fact that there is no solid theoretical explanation for it. It seems however that market participants in the Swedish markets do adjust for the size.A limitation of the Fama & French model is that market data is required for the estimation. Our starting point is to investigate if there is a presence of the size-effect in the Swedish markets using a modified version Fama & French model. In our modified model a proxy for the market value of the firm has been introduced, namely the firms turnover. This is motivated by the fact data regarding a company’s turnover is available for private firms as well. In the case that size-effect is observable using the turnover as a proxy this would allow to extend the model to estimate the cost of equity for private firms. In the case where a consistent estimated marginal effect of the turnover is observed, our model could be used to estimate cost of equity with reasonable precision. Historical data on Swedish companies from each of the OMX Large, Mid & Small cap lists is used in a regression setting to investigate if any statistical significant results can be observed on whether the logarithm of the turnover affects the expected return.Our results indicate that the marginal effect of the turnover is positive, contradicting previous research and economic intuition that size of a company should be negatively correlated (or uncorrelated) with the expected return. By investigating the internal and external validity of the results, comparison to previous research and assessing data quality, we conclude that errors originating from these factors are not plausible to cause the unintuitive results. We therefore conclude that the use of turnover as a proxy for market value is not viable, which may be attributed to the fundamental relationship between the turnover and cost of equity in valuation formulas. Conclusively we cannot draw any further conclusions regarding presence of size-effect in the Swedish equity markets and discard the possibility of using our modified model for estimating cost of equity for private firms.
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Kennedy, Matthew David. "Regulation of dopamine D1-D3 receptor protein, mRNA and dopamine turnover in a PCP model of schizophrenia : influence of chronic anti-psychotic drug treatment." Thesis, University of Strathclyde, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249056.
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Marques, Kenneth. "The development of a generic integrated model of promotional management for purposes of optimising organisational turnover growth and increased profits from sales promotional activities." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/119.
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This paper concerns itself with the devising of a model which organisations can consult when considering hosting any sales promotional activities. The success regarding profits derived from these sales promotions activities vary. These anomalies prompted a further investigation into the need for a single promotional model which could be utilized in varied business environments to optimize profits derived from sales promotions. The uniqueness of the South African environment was also taken into account when considering the various criteria in the development of the model. Sensitivity with regards to the types of barriers peculiar to South Africa is vital. The following excerpt from East Cape Weekend (An Eastern Cape newspaper) reinforces the belief that there are factors to which global environments are not exposed, and thus, the model should and will be designed to cater for these South African peculiarities by virtue of the fact that it will be based on the critical success factors of successful South African retail organisations. Resistance to technological progress due to the threat of possible job redundancy is one of the South African peculiarities that is referred to in the East Cape Weekend 09/06/2001 Michelle Pugh-Parry, “Controversial telephone technology will make paying bills safer”. Besides safety and convenience, the system can alleviate the R600m PE municipal areas debt, yet the union has outwardly rejected the plan and stormed the municipal buildings, protesting that it may cause job loss. It is precisely this type of peculiar barrier to progress that the author intends to accommodate for in the devising of his model. South African organizations will be considered when performing the empirical and primary studies in order to formulate a model that has been adapted to and caters for local needs due to its fundamental aspects being based on the South African circumstance. The information in this study contains the analysis of promotions in a broad context in terms of the following six facets of retail management, namely, operations, human resources, marketing, organizational behaviour, economics and strategies. The results of an analysis of promotional activities used by organizations in the Port Elizabeth municipal area was gained via the application of a questionnaire. An empirical study was performed and provided information that could be used in the development of a promotional model. The application of the model, benefits to whom and importance of the model was debated in the summary, conclusions and recommendations. The table of contents follows.
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Mthembu, Oscar Sandile. "An integrated model of the impact of individual cultural values and the mediating effect of job satisfaction, organisational commitment and perceived support on turnover intention." University of the Western Cape, 2017. http://hdl.handle.net/11394/5728.
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Philosophiae Doctor - PhDEmployee turnover presents a number of negative organisational outcomes, such as loss of human capital, skills, organisational memory and investment on employee training and development. Theory and empirical research have shown that the most immediate predecessor of employee turnover behaviour is turnover intention, or intention to quit. It is envisaged in this study that attracting and selecting employees who possess individual cultural value dimensions that are aligned with those of the organisation could impact positively on employee intention to stay in the organisation. The effect of job-related attitudes (i.e. employee job satisfaction and organisational commitment) on turnover intention has been established in a number of empirical studies. It is hypothesised in this study that Hofstede's cultural value dimensions of collectivism, power distance, uncertainty avoidance, masculinity and long-term orientation at individual level can help explain and predict job satisfaction and organisational commitment. In turn, job satisfaction and organisational commitment will decrease employees' intention to leave an organisation.
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Ramilton, Alan. "On Portfolio Optimization: The Benefits of Constraints in the Presence of Transaction Costs." Thesis, Uppsala universitet, Nationalekonomiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-226818.
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Most studies view transaction costs and constraints separate in the mean-variance framework. As such, I evaluate the benefits of holding and turnover constraints in the presence of transaction costs on Swedish Asset Returns. In theory, the benefits should be limited when transaction costs are included in the portfolio rebalancing problem. By using the model developed by Mitchell and Braun (2003), my results indicate that there are benefits of holding constraints in the mean-variance optimization. The main issue with the long-only portfolio is its lack of diversification. The strategy allocates the majority of the investment in 15 out of 100 assets. By imposing holding constraints, the portfolio becomes more diversified while reducing turnover volume and increasing Sharpe ratio. I find that the homogenous 1/N holding constraint increases monthly Sharpe ratio performance by 50 percent over the entire sample. However, the results are not consistent over all samples and not statistically significant. Further, turnover constraints only marginally increase performance, which more likely originates from the increase in diversification.
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Batista, Laura C. "The Relationship Between Occupational Stress and Instigator Workplace Incivility as Moderated by Personality: A Test of an Occupational Stress and Workplace Incivility Model." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3396.
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In the face of competition and competing demands on organizations, employees are taxed to exert more effort with fewer resources. The type of environment can create the recipe for increased levels of occupational stress and an environment of increased workplace incivility.Therefore, it is not surprising that research has begun to look at the interaction between occupational stress and workplace incivility. The current work environment requires employees to exert more effort or face negative consequences from supervisors and peers. All too often, the salary increases, bonus structure, career progression, job security and mobility that might be reasonably expected from producing such extra effort do not align with organizational reality. The vexing situation creates workplace settings in which employees would be more likely to release their frustrations generated by unmet expectations through engaging in uncivil behaviors. Andersson and Pearson (1999) define workplace incivility as a “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect” (p. 457).
The purpose of this quantitative study was to explore the relationship between occupational stress and instigator workplace incivility, as moderated by personality, to select organizational outcomes (i.e., perceived physical health and intent to turnover). Data were collected from 206 fulltime working adults in the healthcare industry utilizing Amazon MTurk. Moderated hierarchical regressions were conducted to test the possible moderating role of personality on the stress-incivility relationship; the results demonstrated partial support for H1-H4. Hierarchical regression analyses were conducted also to explore the degree stress and incivility predicted the outcome variables of perceived physical health and intentions to turnover; the data indicated support for the notion that greater stress and incivility positively predicted turnover intent.
The findings suggest that personality did play a role in the stress-incivility relationship. Conscientiousness and agreeableness dampened the relationship, while neuroticism and extraversion strengthened the relationship. Further, this study found that intent to turnover increased as workplace incivility also increased, even after controlling for stress. Future research was proposed to test the models examined in this study in different settings, with additional moderators, and longitudinally. The practical findings suggest the possible utility of stress reduction training to reduce the likelihood of uncivil behavior.