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Статті в журналах з теми "Nurses Supply and demand Malaysia"
Allen, Donna. "Supply and Demand for Nurses." Image: the Journal of Nursing Scholarship 31, no. 2 (June 1999): 108. http://dx.doi.org/10.1111/j.1547-5069.1999.tb00441.x.
Повний текст джерелаBuchan, James. "Matching supply with demand for nurses." Nursing Standard 7, no. 46 (August 4, 1993): 39. http://dx.doi.org/10.7748/ns.7.46.39.s44.
Повний текст джерелаTan ShiangYen, Mohd Azam Osman, Wan Mohd Nazmee Wan Zainon, Abdullah Zawawi Talib, and Abdullah Sani Alwi. "Mobile Content in Malaysia: Demand and Supply Investigations." International Journal on Advances in Information Sciences and Service Sciences 4, no. 4 (March 15, 2012): 182–94. http://dx.doi.org/10.4156/aiss.vol4.issue4.22.
Повний текст джерелаFun, Tham Ah, Mohamad Vizimd Zin, and Aziz Rasol. "Energy Supply/Demand in Malaysia and The Energy-Environment Interaction." Energy & Environment 2, no. 4 (December 1991): 348–57. http://dx.doi.org/10.1177/0958305x9100200407.
Повний текст джерелаSamad, Diwa, Nurshuhada Zainon, Faizul Azli Mohd Rahim, and Eric Lou. "Malaysian Affordability Housing Policies Revisited." Open House International 42, no. 1 (March 1, 2017): 44–51. http://dx.doi.org/10.1108/ohi-01-2017-b0007.
Повний текст джерелаRamlee, Shamshubaridah, and Madeline Berma. "Financing gap in Malaysian small-medium enterprises: A supply-side perspective." South African Journal of Economic and Management Sciences 16, no. 5 (December 7, 2013): 115–26. http://dx.doi.org/10.4102/sajems.v16i5.641.
Повний текст джерелаKim, Jinhyun, Hyunji Bae, and Suyong Jeong. "Forecasting Supply and Demand for Registered Nurses Workforce in Korea." Korean Data Analysis Society 19, no. 2 (April 30, 2017): 1083–97. http://dx.doi.org/10.37727/jkdas.2017.19.2.1083.
Повний текст джерелаPark, Hyeoun-Ae, and Eunyoung Choi. "Projected Supply and Demand for Nurses in Korea by 2015." Journal of Nursing Scholarship 33, no. 4 (December 2001): 387. http://dx.doi.org/10.1111/j.1547-5069.2001.00387.x.
Повний текст джерелаColosi, Marc L. "Nurses: when supply fails demand, a patient care catastrophe looms." Nurse Leader 5, no. 6 (December 2007): 46–53. http://dx.doi.org/10.1016/j.mnl.2006.09.015.
Повний текст джерелаTobi, S. U. M., T. H. Jasimin, and W. N. M. W. M. Rani. "Overview of Affordable Housing from Supply and Demand Context in Malaysia." IOP Conference Series: Earth and Environmental Science 409 (January 2, 2020): 012010. http://dx.doi.org/10.1088/1755-1315/409/1/012010.
Повний текст джерелаДисертації з теми "Nurses Supply and demand Malaysia"
Mohd, Amin Mohd Farid. "Energy planning and energy policy analysis for Malaysia." Thesis, University of Sussex, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.360504.
Повний текст джерелаMohd, Ismail Harun Mizam bin. "Malaysian Natural Rubber Industry: An Econometric Analysis on the Elasticity of Supply and Demand Approaches." Thesis, University of North Texas, 1989. http://catalog.hathitrust.org/api/volumes/oclc/27933888.html.
Повний текст джерелаAnang, Zuraini. "Assessing the effective demand for improved water supply service in Malaysia : focusing on Johor Water Company." Thesis, University of Newcastle Upon Tyne, 2013. http://hdl.handle.net/10443/1842.
Повний текст джерелаAu, Yuen-shan, and 區婉珊. "A study on the problem of Hong Kong's nursing shortage: how and why policy makers have failed to tackle it." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46755366.
Повний текст джерелаMuhamad, Suriyani. "Learning and competence building in innovation and knowledge systems : mismatches in supply and demand of information and communication technology (ICT) labour in Malaysia." Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629350.
Повний текст джерелаManona, Wellman Wela. "Causative factors of turnover among public sector registered nurses." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51645.
Повний текст джерелаFull text to be digitised and attached to bibliographic record.
ENGLISH ABSTRACT: Managing human resources is crucial to the efficient and effective delivery of quality health care. However, turnover of nurses constitutes a major factor in the shortages of staff which are being experienced by the nursing profession in the Republic of South Africa. Shortages of trained nurses with experience, particularly in public sector hospitals, have adverse effects on the provision of efficient and effective quality health care to the consumers of this service. The aim of the study was to provide an understanding of and insight into those inherent problems in the health sector that propel nurses to leave public sector institutions. The overall objective was to investigate and identify some of the factors which exercised an influence on the turnover of registered nurses in public sector hospitals, so as to be able to provide suggestions to hospital managers on the more effective management of human resources, in order to retain nursing personnel. Theresearch was based on a model of nursing turnover which regarded voluntary withdrawal as a process in which feelings of satisfaction with pay, on the one hand, and the opportunity of obtaining alternative jobs in the labour market, on the other, were proposed as the primary causative factors of turnover behaviour. In addition the propositions, made in literature reviewed, that age, tenure, kinship responsibility, general training, education, professionalism, marital status, lintent to stay', job satisfaction, routinization, job autonomy and responsibility, instrumental communication, promotional opportunity, integration, supervisory relationships, distributive justice, work-load, and local kin acted as predictors of turnover, were also investigated. The research was conducted with a sample of 123 nurses in one hospital, Groote Schuur, situated in the Western Cape Province of the Republic of South Africa. The sample included registered nurses, senior professional (registered) nurses, and chief professional (registered) nurses. The data was gathered from respondents by means of a selfadministered questionnaire. In addition, data was gathered by means of semi-structured, open-ended discussions with nursing management. The hypothesised interactions between variables influencing nursing turnover were explored by means of basic statistics, which made it possible to assess the effects of both independent and dependent variables. The results of data analysis provided some support for the proposition contained in the hypothesis. The determinants whose increase produced a greater degree of turnover were firstly, the many jobs available outside the hospital and secondly, professionalism. The determinants whose increase resulted in reductions in turnover were "intent to stay" (which the researcher views as a dimension of commitment), the existence of local kin (kinship responsibilities), participation in making job-related decisions (job autonomy), the receipt of sufficient work-related information (instrumental communication and good supervisory relationships), and tenure. The determinants whose decreaseresulted in increased turnover werepromotional opportunities, distributive justice, pay satisfaction, job satisfaction, integration, opportunity for self-development,age and tenure. Turnover of nurses has serious ramifications for employers, patients, and the nursing profession itself. Effective management of employee turnover is of critical importance to health care providers, employees, and patients. Better control of turnover can improve the quality of patient care, reduce labour costs, and improve employee morale.
AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne is die deurslaggewende omstandigheid ten einde die lewering van effektiewe en doeltreffende gesondheidsorg van gehalte. Nietemin, dra die omset van verpleegkundiges grotendeels by tot die personeeltekort wat tans deur die verpleegprofessie in Suid-Afrika ondervind word. Die tekort aan ervare, opgeleide verpleegkundiges, veral in die openbare sektor staatshospitale, het 'n nadelige uitwerking op die voorsiening van effektiewe en doeltreffende gesondheidsorg van gehalte aan die verbruikers van hierdie diens. Die doelwit van die studie was om 'n begrip te ontwikkel vir, en 'n insig te probeer kry in, daardie inherente probleme binne die gesondheidsektor wat verpleegkundiges dryf om die staatsinstellings te verlaat. Die oorkoepelende doel was die ondersoek en identifikasie van sommige faktore wat die omset van geregistreerde verpleegkundiges in staatshospitale beïnvloed. Die doel hiervan was om voorstelle aan hospitaal bestuurders te kan voorsien ten opsigte van die meer doeltreffende bestuur van menslike hulpbronne, in die strewe na behoud van verpleegpersoneel. Die navorsing is gebaseer op 'n model van verpleegomset wat vrywillige onttrekking as 'n proses beskou het waar gevoelens van salaristevredenheid, aan die een kant, en geleentheid tot alternatiewe betrekkings in die arbeidsmark, aan die ander, as die primêre veroorsakende faktore van omset-gedrag voorgestel is. Daarbenewens is die stellings vanuit die literatuurstudie dat die volgende dien as voorspellers van omset ook ondersoek: ouderdom, ampstermyn of dienstyd, verantwoordelikheid teenoor familie, algemene opleiding, opvoeding, professionalisme, huwelikstatus, 'voorneme om te bly', werksbevrediging, roetine, selfbestuur en verantwoordelikheid in die werksomgewing, bevorderlike kommunikasie, bevorderingsgeleenthede, integrasie, toesighoudende verhoudings, toedelende gereg, werkslading en plaaslike naasbestaandes. Die navorsing is uitgevoer met gebruik van 'n monster van 123 verpleegkundiges van een hospital, die Groote Schuur Hospital, geleë in die Wes-KaapProvinsie van die Republiek van Suid Afrika. Die monster het geregistreerde verpleegkundiges, senior geregistreerde verpleegkundiges en hoof geregistreerde verpleegkundiges ingesluit. Die data is verkry van respondente deur middel van 'n self-toegediende vraelys. Daarbenewens is data versamel deur half-gestruktureerde, niegeslote besprekings met van die verpleegbestuur. Die interaksie tussen veranderlikes ten opsigte van verpleegomset wat veronderstel is, is ondersoek deur middel van basiese statistiek, dus kon die uitwerking van afhanklike en onafhanklike veranderlikes bepaal word. Die uitslae van data-ontleding het wel ondersteuning verleen aan die voorstelling soos uiteengesit in die hipotese. Die determinante wie se toename 'n toename in die omsetkoers tot gevolg gehad het was, eerstens, meer werksgeleenthede buite die hospitaal en, tweedens, professionalisme. Die determinante wie se toename tot 'n vermindering in omset bygedra het was 'voorneme om te bly' (wat die navorser as binne die omvang van toewyding beskou), deelname aan werksverwante besluitneming (werks outonomie), die ontvangs van genoegsame werksverwante inligting (bevorderlike kommunikasie en goeie toesighoudende verhoudings), en ampsduur (dienstyd). Die determinante wat tot 'n vermindering in omset lei is bevorderingsgeleenthede, toedelende gereg, salaris bevrediging, geleenthede tot self-ontwikkeling, ouderdom en ampsduur. Die omset van verpleegkundiges het verreikende gevolge vir werkgewers, pasiënte en die verpleegsberoep self. Doeltreffende bestuur van werknemer-omsetis van kritiese belang vir gesondheidsorg voorsieners, werknemers en pasiënte. Die meer effektiewe beheer van omset kan die kwaliteit van pasiëntesorg verbeter, arbeidsonkoste verminder en die moraal van werknemers verbeter.
Sayers, Stanley Andrew. "Assessment of skills retention strategies in a health sub-district within a metropolitan municipality in the Western Cape." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2746.
Повний текст джерелаOrganisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high. This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.
Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.
Повний текст джерелаThis paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.
February, Tracy Joan. "Attracting and retaining nursing educators : a study conducted within a private nursing education institution in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97322.
Повний текст джерелаENGLISH ABSTRACT: The shortage of nurse educators has an effect on the training of current and future nurses. A shortage of nurse educators leads to the inability to increase the number of student nurses, which results in a lack of trained nursing staff to meet the healthcare needs of the South African population. There is a need to gain an understanding of why nurse educators enter into and remain in academia versus the reasons why nurse practitioners – specifically registered nurses (RN) – choose to enter into and remain in practice. The prioritised reasons for entering into and remaining in nurse academia were investigated with a focus on: i.) The difference between the reasons why RNs enter into and remain in nursing practice ii.) The difference between the reasons why nurse educators enter into and remain in academia iii.) The difference between the reasons why RNs enter into nursing practice and reasons for nurse educators entering into academia iv.) The difference between the reasons why RNs remain in nursing practice and reasons why nurse educators remain in academia A descriptive, quantitative design was used to explore the factors that lead to nurses entering into and remaining in academia. An on-line, self-administered survey was used as the primary data collection instrument. Data was tabulated and presented in histograms and frequencies. The study found that: i.) RNs enter into and remain in nursing practice for the same reasons ii.) That nurse educators enter into and remain in academia for different reasons iii.) That RNs enter into nursing practice and nurse educators enter into academia for different reasons iv.) The primary reason for RNs remaining in nursing practice and nurse educators remaining in academia are the same The shortage of nurse educators is critical and it is essential that NEIs begin to institute plans focussing on the reasons behind nurse educators’ decision to stay in nursing education. Private NEIs should use the findings of this study to focus on areas that indicate satisfaction with the position rather than dissatisfaction in order to develop specific attraction and retention strategies.
Telford-Smith, Colette. "Reflections of South African nurses migrating to the Kingdom of Saudi Arabia a framework for support." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/401.
Повний текст джерелаКниги з теми "Nurses Supply and demand Malaysia"
United States. Congress. Senate. Committee on Finance. Subcommittee on Health. Nurse shortages: Hearing before the Subcommittee on Health of the Committee on Finance, United States Senate, One Hundredth Congress, first session, October 30, 1987. Washington: U.S. G.P.O., 1988.
Знайти повний текст джерелаUnited States. Dept. of Health and Human Services. Commission on the National Nursing Shortage. Final report, September 1991. [Washington, D.C.]: U.S. Dept. of Health and Human Services, Public Health Service, Health Resources and Services Administration, 1991.
Знайти повний текст джерелаUnited States. Congress. Senate. Committee on Finance. Subcommittee on Health. Nurse shortages: Hearing before the Subcommittee on Health of the Committee on Finance, United States Senate, One Hundredth Congress, first session, October 30, 1987. Washington: U.S. G.P.O., 1988.
Знайти повний текст джерелаMiller, Neale. The nursing shortage: Facts, figures, and feelings : research report. Chicago, Ill: American Hospital Association, Division of Nursing, 1987.
Знайти повний текст джерелаHealth, United States Congress Senate Committee on Finance Subcommittee on. Nurse shortages: Hearing before the Subcommittee on Health of the Committee on Finance, United States Senate, One Hundredth Congress, first session, October 30, 1987. Washington: U.S. G.P.O., 1988.
Знайти повний текст джерелаMassachusetts. Special Commission on Nursing and Nursing Practice. The nursing crisis in Massachusetts: Report of the legislative Special Commission on Nursing and Nursing Practice. Boston, Mass.]: The Commission, 2001.
Знайти повний текст джерелаNorth Carolina Center for Nursing. Estimating the demand for nurses in North Carolina: Findings from the 1996 survey of nurse employers. Raleigh, NC: The Center, 1997.
Знайти повний текст джерелаJames, Buchan. La pénurie mondiale d'infirmières diplômées: Aperçu des questions et solutions. Genève, Suisse: Conseil international des infirmières, 2004.
Знайти повний текст джерелаMeltz, Noah M. The shortage of registered nurses: An analysis in a labour market context. Toronto: Registered Nurses' Association of Ontario, 1988.
Знайти повний текст джерелаSecretary's Commission on Nursing. Washington, D.C: Dept. of Health & Human Services, 1988.
Знайти повний текст джерелаЧастини книг з теми "Nurses Supply and demand Malaysia"
Aziz, Azwa Abdul, Ibrahim Abdulkarim, and Julaily Aida Jusoh. "A Review of Supply and Demand Digital Talents in Malaysia." In Impact of Artificial Intelligence, and the Fourth Industrial Revolution on Business Success, 721–38. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-08093-7_48.
Повний текст джерелаMohd Sulaiman, Mohd Zabiedy, Nurulhuda Noordin, Nor Laila Md. Noor, Ahmad Iqbal Hakim Suhaimi, and Wan Abdul Rahim Wan Mohd Isa. "The Issues of Halal Inspection Process from the Perspective of Demand and Supply Side in Malaysia Halal Certification System." In Communications in Computer and Information Science, 277–88. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1628-9_25.
Повний текст джерелаTise, Steve, and Marilyn B. Biviano. "Model 17 Registered Nurses Supply and Demand Models (NSM & NDM)." In Modelling our Future - Population Ageing, Health and Aged Care, 527–31. Elsevier, 2007. http://dx.doi.org/10.1016/s1571-0386(06)16036-6.
Повний текст джерелаLin, Tracy Kuo, Mohammed Alluhidan, Christopher H. Herbst, Hussah Alghodaier, Mariam M. Hamza, Adwa Alamri, Rana Saber, Nabiha Tashkandi, Ayman Hodhaini, and Jenny X. Liu. "Projecting the Supply of Nurses and Physicians in Saudi Arabia." In A Labor Market Assessment of Nurses and Physicians in Saudi Arabia: Projecting Imbalances between Need, Supply, and Demand, 63–94. The World Bank, 2021. http://dx.doi.org/10.1596/978-1-4648-1716-8_ch4.
Повний текст джерелаLin, Tracy Kuo, Mohammed Alluhidan, Hussah Alghodaier, Nabiha Tashkandi, Christopher H. Herbst, and Jenny X. Liu. "Projecting the Labor Market Demand for Nurses and Physicians in Saudi Arabia." In A Labor Market Assessment of Nurses and Physicians in Saudi Arabia: Projecting Imbalances between Need, Supply, and Demand, 95–115. The World Bank, 2021. http://dx.doi.org/10.1596/978-1-4648-1716-8_ch5.
Повний текст джерелаLin, Tracy Kuo, Hussah Alghodaier, Mohammed Alluhidan, Tim Bruckner, Nabiha Tashkandi, Christopher H. Herbst, and Jenny X. Liu. "The Projected Gaps between Need and Health Labor Market Supply and Demand." In A Labor Market Assessment of Nurses and Physicians in Saudi Arabia: Projecting Imbalances between Need, Supply, and Demand, 117–30. The World Bank, 2021. http://dx.doi.org/10.1596/978-1-4648-1716-8_ch6.
Повний текст джерелаBiviano, Marilyn B., Steve Tise, and Timothy M. Dall. "Chapter 16 What is Behind HRSA's Projected U.S. Supply, Demand, and Shortages of Registered Nurses." In Modelling our Future - Population Ageing, Health and Aged Care, 343–74. Elsevier, 2007. http://dx.doi.org/10.1016/s1571-0386(06)16016-0.
Повний текст джерелаAlluhidan, Mohammed, Nabiha Tashkandi, Mohammed Alghamdi, Lubna Alansary, Sami Alnassar, Khalid Fouda, Nawfal Aljerian, et al. "Priority Interventions to Address Labor Market Supply and Demand Challenges in Saudi Arabia." In A Labor Market Assessment of Nurses and Physicians in Saudi Arabia: Projecting Imbalances between Need, Supply, and Demand, 153–66. The World Bank, 2021. http://dx.doi.org/10.1596/978-1-4648-1716-8_ch8.
Повний текст джерелаLiu, Jenny X., Tim Bruckner, Tracy Kuo Lin, Mohammed Alluhidan, and Christopher H. Herbst. "Methods for Projecting the Supply of, Need for, and Demand for Health Workers." In A Labor Market Assessment of Nurses and Physicians in Saudi Arabia: Projecting Imbalances between Need, Supply, and Demand, 25–44. The World Bank, 2021. http://dx.doi.org/10.1596/978-1-4648-1716-8_ch2.
Повний текст джерелаİnanç, Şahin, and Arzu Eren Şenaras. "Solving Nurse Scheduling Problem via Genetic Algorithm in Home Healthcare." In Transportation, Logistics, and Supply Chain Management in Home Healthcare, 20–28. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0268-6.ch002.
Повний текст джерелаТези доповідей конференцій з теми "Nurses Supply and demand Malaysia"
Anang, Zuraini, Noorhaslinda Kulub Abdul Rashid, and Azlina Abd. Aziz. "TOURISM AND WATER USE IN MALAYSIA: A REVIEW." In GLOBAL TOURISM CONFERENCE 2021. PENERBIT UMT, 2021. http://dx.doi.org/10.46754/gtc.2021.11.050.
Повний текст джерелаLugonjić, Marija. "Comparative Analysis of Medical Workers." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.33.
Повний текст джерелаAndriyanto, S. E. "Cement Packer - Another Chance for 2nd Hand Late Life Medco E and P Offshore Field." In Indonesian Petroleum Association 44th Annual Convention and Exhibition. Indonesian Petroleum Association, 2021. http://dx.doi.org/10.29118/ipa21-e-41.
Повний текст джерелаShamsuddin, Abd Halim. "Malaysian Biomass Resources: Green Renewable Contribution in the National Energy Mix." In ASME 2010 Power Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/power2010-27333.
Повний текст джерелаNgan, Arthur Cheng Ho, Ankaj Kumar Sinha, Harnee Bt Saad, and Juhaidi B. Jaafar. "Driving Resource Stewardship to Secure Hydrocarbon Resource Development for Sustainability and Growth in Sarawak Region." In SPE/IATMI Asia Pacific Oil & Gas Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/205743-ms.
Повний текст джерелаRavichandran, Tenamutha, Sulaiman Sidek, Ahmed Nabil Zakaria, Karim Ahmed Shata, Zool Nasri Sapiee, Hazrina Abdul Rahman, Nicholas Foo Kwang Hui, et al. "Laboratory and Field Evaluation of Aqueous Retarded Acid System for Carbonate Gas Field, Offshore Borneo Island." In Abu Dhabi International Petroleum Exhibition & Conference. SPE, 2021. http://dx.doi.org/10.2118/207961-ms.
Повний текст джерелаKulkarni, Sukrut Shridhar. "A Shift in a Paradigm for Monetization of High CO2 Fields by Leveraging Simulation Modelling Approach for Malaysian Gas Network." In Offshore Technology Conference Asia. OTC, 2022. http://dx.doi.org/10.4043/31490-ms.
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