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Sample records for committed equivalent organ

  1. Committed equivalent organ doses and committed effective doses from intakes of radionuclides

    CERN Document Server

    Phipps, A W; Kendall, G M; Silk, T J; Stather, J W

    1991-01-01

    This report contains details of committed equivalent doses to individual organs for intakes by ingestion and inhalation of 1 mu m AMAD particles of 359 nuclides by infants aged 3 months, by children aged 1, 5, 10 and 15 years, and by adults. It complements NRPB-R245 which describes the changes which have taken place since the last NRPB compendium of dose per unit intake factors (dose coefficients) and gives summary tables. Information on the way committed doses increase with the integration period is given in NRPB-M289. The information given in these memoranda is also available as a microcomputer package - NRPB-SR245.

  2. The Impact of Trust on Organization Commitment

    Science.gov (United States)

    Robinson, Kimberly; Stinson, Thomas N. (Technical Monitor)

    2002-01-01

    As the global economy continues to spawn competitive forces, organizations have sought to become more competitive by cutting costs, eliminating non-value added work, and using more automation. Jobs have become broader and more flexible leading to a leaner workforce with higher-level knowledge and skills and more responsibility for day-to-day decisions. More than ever, organizations depend on employees as the innovators and designers of products and processes and as a source of strategic advantage. Therefore employee commitment among knowledge workers is needed to maintain organizational viability. It would seem that stronger relationships due to greater dependency, involvement, and investment would develop between employers and high-technology workers resulting in more committed employees. However, the opposite has been evidenced as key knowledge workers are changing jobs frequently. This may be due to a perceived lack of commitment by management to its employees. The notion of exchange may dominate the development of organizational commitment whereby an individual decides what to give a firm (commitment, extra effort, better performance, etc.) based on what the firm gives them (e.g., trust and security). It is the relationship between an employee's organizational commitment and the responding level of trust in the organization that is examined in this paper. An experiment is described that will seek to identify this relationship. Preliminary results are expected to show a positive relationship whereby employee commitment is positively correlated with organizational trust.

  3. Employee Commitment to Organizations: A Conceptual Review.

    Science.gov (United States)

    1981-08-01

    35 Exhibit 3 Hypothesized Antecedents and Outcomes of Organizacional Commitment (adopted from Steers, 1977a) Personal characteristics...characteristics Retention tics _Job effort W exencl- I IIf r - Exhibit 4 Comparison of Within versus Between Organization Comitment Scores Organizational State...Naval Training Analysis and Evaluation Group Orlando, FL 32813 Commanding Officer ATTN: TIC , Bldg. 2068 Naval Training Equipment Center Orlando, FL

  4. \tTransformational Leadership Style and Organization Commitment

    Directory of Open Access Journals (Sweden)

    Muhammad Ramzan Mehar, , and

    2015-12-01

    Full Text Available This research is about transformational leadership style on organization commitment in Punjab. We collected data through questionnaire from education and banking sector of Punjab. The study includes Organization Commitment as a dependent variable and Transformational Leadership independent variable and its dimensions are Idealized Influence, Intellectual Stimulation, Inspirational Motivation and Individualized Consideration. We applied frequency, descriptive and correlation analyses. Results presents a beneficial support for the suggested hypotheses. The study find that transformational leadership style and its dimension has positive and significant relationship with organization commitment.

  5. Voluntary Organizations: Commitment, Leadership, and Organizational Effectiveness

    Science.gov (United States)

    Ekeland, Terry P.

    2004-01-01

    Voluntary organizations offer a unique opportunity to interpret participant relationships, leadership influences, and organizational effectiveness unencumbered by employment relationships. Regardless of organizational structure or purpose, all organizations are affected to some degree by their leadership and their membership. Based on the…

  6. Learning organizations, internal marketing, and organizational commitment in hospitals.

    Science.gov (United States)

    Tsai, Yafang

    2014-04-04

    Knowledge capital is becoming more important to healthcare establishments, especially for hospitals that are facing changing societal and industrial patterns. Hospital staff must engage in a process of continual learning to improve their healthcare skills and provide a superior service to their patients. Internal marketing helps hospital administrators to improve the quality of service provided by nursing staff to their patients and allows hospitals to build a learning culture and enhance the organizational commitment of its nursing staff. Our empirical study provides nursing managers with a tool to allow them to initiate a change in the attitudes of nurses towards work, by constructing a new 'learning organization' and using effective internal marketing. A cross-sectional design was employed. Two hundred questionnaires were distributed to nurses working in either a medical centre or a regional hospital in Taichung City, Taiwan, and 114 valid questionnaires were returned (response rate: 57%). The entire process of distribution and returns was completed between 1 October and 31 October 2009. Hypothesis testing was conducted using structural equation modelling. A significant positive correlation was found between the existence of a 'learning organization', internal marketing, and organizational commitment. Internal marketing was a mediator between creating a learning organization and organizational commitment. Nursing managers may be able to apply the creation of a learning organization to strategies that can strengthen employee organizational commitment. Further, when promoting the creation of a learning organization, managers can coordinate their internal marketing practices to enhance the organizational commitment of nurses.

  7. Learning organizations, internal marketing, and organizational commitment in hospitals

    Science.gov (United States)

    2014-01-01

    Background Knowledge capital is becoming more important to healthcare establishments, especially for hospitals that are facing changing societal and industrial patterns. Hospital staff must engage in a process of continual learning to improve their healthcare skills and provide a superior service to their patients. Internal marketing helps hospital administrators to improve the quality of service provided by nursing staff to their patients and allows hospitals to build a learning culture and enhance the organizational commitment of its nursing staff. Our empirical study provides nursing managers with a tool to allow them to initiate a change in the attitudes of nurses towards work, by constructing a new ‘learning organization’ and using effective internal marketing. Methods A cross-sectional design was employed. Two hundred questionnaires were distributed to nurses working in either a medical centre or a regional hospital in Taichung City, Taiwan, and 114 valid questionnaires were returned (response rate: 57%). The entire process of distribution and returns was completed between 1 October and 31 October 2009. Hypothesis testing was conducted using structural equation modelling. Results A significant positive correlation was found between the existence of a ‘learning organization’, internal marketing, and organizational commitment. Internal marketing was a mediator between creating a learning organization and organizational commitment. Conclusion Nursing managers may be able to apply the creation of a learning organization to strategies that can strengthen employee organizational commitment. Further, when promoting the creation of a learning organization, managers can coordinate their internal marketing practices to enhance the organizational commitment of nurses. PMID:24708601

  8. Relationships among Organizational Commitment, Job Satisfaction, and Learning Organization Culture in One Korean Private Organization

    Science.gov (United States)

    Lim, Taejo

    2010-01-01

    The purpose of this study is to identify dynamic relationships among organizational commitment, job satisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively related…

  9. Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations

    OpenAIRE

    Juaneda-Ayensa, Emma; Clavel San Emeterio, M?nica; Gonz?lez-Menorca, Carlos

    2017-01-01

    From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different ...

  10. Employee Retention. Building Organizational Commitment. Recommendations for Nonprofit Organizations

    Directory of Open Access Journals (Sweden)

    Paula BEUDEAN

    2009-02-01

    Full Text Available The paper provides recommendations onbuilding commitment which can be used by thenonprofit agencies that experience high personnelturnover. The recommendations are based on thetheories and research concerning retention andorganizational commitment. The study focuseson the organizational actions needed to buildcommitment and to retain employees.

  11. CORRELATION BETWEEN ORGANIZATION CULTURE WITH ORGANIZATION COMMITMENT ON EMPLOYEE AT PT. YODYA KARYA (PERSERO JAKATA TIMUR

    Directory of Open Access Journals (Sweden)

    Muhammad Rahmansyah

    2015-08-01

    Full Text Available The purpose of this research is to detect correlation between organization culture with organization commitment on Employee at PT. Yodya Karya. The research is done during for two months since May until June 2014. The method of research is survey method with correlation approach. The population research was employee in PT. Yodya Karya center board with total 57 employee, and 48 employees for sampling and used probability random sampling. Instrument that used to get variable data X (Organization Culture and variable data Y measured by questionnaire using Likert scale. The analysis test by finding regression equation, that is Ŷ = 45,47 + 0,29X. Analysis rules test that is test normalitas while analysis rules test that is test normalitas regression estimation error Y on X with test Liliefors got Lhitung (0,1202 Ftabel (4,05 that declare regression very mean with regression linearity test that produce Fhitung (0,91 ttabel (1,68. Because thitung > ttabel, from watchfullness result so researcher can conclude that found connection significant between organization culture with organization commitment on employee PT. Yodya Karya. Determination coeficient test produce KD as big as 16,1%. So can be taken conclusion found which are positive connection and significant between organization culture and organization commitment.

  12. Transformational Leadership, Change Management, and Commitment to Change: A Comparison of Academic and Business Organizations

    National Research Council Canada - National Science Library

    Hechanova, Regina M; Cementina-Olpoc, Raquel

    2013-01-01

    This study examined the differences in transformational leadership and commitment to change among academic and business organizations that had undergone organization transformation in the past 5 years...

  13. Commitment of Cultural Minorities in Organizations: Effects of Leadership and Pressure to Conform.

    Science.gov (United States)

    Rupert, Joyce; Jehn, Karen A; van Engen, Marloes L; de Reuver, Renée S M

    2010-03-01

    PURPOSE: In this study, we investigated the commitment of cultural minorities and majorities in organizations. We examined how contextual factors, such as pressure to conform and leadership styles, affect the commitment of minority and majority members. DESIGN/METHODOLOGY/APPROACH: A field study was conducted on 107 employees in a large multinational corporation. FINDINGS: We hypothesize and found that cultural minorities felt more committed to the organization than majority members, thereby challenging the existing theoretical view that cultural minorities will feel less committed. We also found that organizational pressure to conform and effective leadership increased the commitment of minorities. IMPLICATIONS: Our findings indicate that organizational leaders and researchers should not only focus on increasing and maintaining the commitment of minority members, but should also consider how majority members react to cultural socialization and integration processes. The commitment of minority members can be further enhanced by effective leadership. ORIGINALITY/VALUE: In this study, we challenge the existing theoretical view based on similarity attraction theory and relational demography theory, that cultural minorities would feel less committed to the organization. Past research has mainly focused on minority groups, thereby ignoring the reaction of the majority to socialization processes. In this study, we show that cultural minorities can be more committed than majority members in organizations. Therefore, the perceptions of cultural majority members of socialization processes should also be considered in research on cultural diversity and acculturation.

  14. Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations.

    Science.gov (United States)

    Juaneda-Ayensa, Emma; Clavel San Emeterio, Mónica; González-Menorca, Carlos

    2017-01-01

    From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations.

  15. Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations

    Science.gov (United States)

    Juaneda-Ayensa, Emma; Clavel San Emeterio, Mónica; González-Menorca, Carlos

    2017-01-01

    From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations. PMID:28775699

  16. Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations

    Directory of Open Access Journals (Sweden)

    Emma Juaneda-Ayensa

    2017-07-01

    Full Text Available From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations.

  17. Organizational commitment and turnover intentions in humanitarian organizations

    NARCIS (Netherlands)

    Wijnmalen, Julia; Heyse, Liesbet; Voordijk, Hans

    2016-01-01

    Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

  18. Effect of media presentations on willingness to commit to organ donation.

    Science.gov (United States)

    Harel, Inbal; Kogut, Tehila; Pinchas, Meir; Slovic, Paul

    2017-05-16

    We examine how presentations of organ donation cases in the media may affect people's willingness to sign organ donation commitment cards, donate the organs of a deceased relative, support the transition to an "opt-out" policy, or donate a kidney while alive. We found that providing identifying information about the prospective recipient (whose life was saved by the donation) increased the participants' willingness to commit to organ donation themselves, donate the organs of a deceased relative, or support a transition to an "opt-out" policy. Conversely, identifying the deceased donor tended to induce thoughts of death rather than about saving lives, resulting in fewer participants willing to donate organs or support measures that facilitated organ donation. A study of online news revealed that identification of the donor is significantly more common than identification of the recipient in the coverage of organ donation cases-with possibly adverse effects on the incidence of organ donations.

  19. Person-Organization (Culture) Fit and Employee Commitment under Conditions of Organizational Change: A Longitudinal Study

    Science.gov (United States)

    Meyer, John P.; Hecht, Tracy D.; Gill, Harjinder; Toplonytsky, Laryssa

    2010-01-01

    This longitudinal study examines how person-organization fit, operationalized as congruence between perceived and preferred organizational culture, relates to employees' affective commitment and intention to stay with an organization during the early stages of a strategic organizational change. Employees in a large energy company completed surveys…

  20. Employees’ Commitment to the Organization of a Public District Hospital: a Case Study

    Directory of Open Access Journals (Sweden)

    Eyaggelia Tsolaki

    2013-01-01

    Full Text Available Background: The employees' satisfaction from their job and their commitment to the organization appears to be one of the most determinants factors of organizational effectiveness.Aim: The aim of this study was the research of commitment to the organization of employees' working at Sparta General Hospital, as well as the correlation between job satisfaction and social, economic, demographic or other factors.Methodology: The research’s sample included 121 employees from all departments of a public district hospital. For research purposes, the Organizational Commitment Questionnaire was used. Data specially designed for the research’s purposes.Results: The largest sample’s proportion, declared moderate to very satisfy by their job at that Hospital. The particular job demands, exhausting timetables, stress and organizational weaknesses of the Greek Health System seem to have been key components of the problem. Also, for a large sample proportion, the job demands affect negatively the time and energy that Sparta General Hospital employees’ dedicate to themselves and to their families. Almost half of the participants replied that they are not at all satisfied with their payroll. Regarding the rates of emotional, standing and exemplary commitment, showed that gender, education level, marital status, age and total years of professional seniority correlated with the level of emotional commitment. To higher affective commitment is positively correlated with age of employees and years of service.Conclusions: The research of commitment to the organization can contribute substantially in improving the hospital’s and health system’s effectiveness, the increment of job’s satisfaction, the employees’ efficiency.

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

    Science.gov (United States)

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

    2014-01-01

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

  2. Effect of Learning Organization Perception to the Organizational Commitment: A Comparison between Private and Public University

    Science.gov (United States)

    Balay, Refik

    2012-01-01

    This research aims to examine the impact of faculty members' learning organization perceptions to the organizational commitment through quantitative method. The study group consists of 172 faculty members working in two universities, which are private (Zirve University) and public (Harran University) ones. The research results show that faculty…

  3. The Effect of Learning Organization Culture on the Relationship between Interpersonal Trust and Organizational Commitment

    Science.gov (United States)

    Song, Ji Hoon; Kim, Hong Min; Kolb, Judith A.

    2009-01-01

    The primary purpose of this research was to assess the effect of learning organization culture on the linkage between interpersonal trust and organizational commitment. The study sample was obtained from employees of two major Korean conglomerates. Online questionnaires were completed by 321 respondents. Structural equation modeling (SEM) was used…

  4. Learning Organization Perceptions in Elementary Education in Terms of Teachers and the Effect of Learning Organization on Organizational Commitment

    Science.gov (United States)

    Erdem, Mustafa; Ucar, Ibrahim Halil

    2013-01-01

    In this study, it was tried to determine to what degree the learning organization predicted organizational commitment according to primary school teachers' perceptions. Descriptive survey model was used in this study and 429 teachers were chosen among 2387 teachers who worked in primary schools in Van in 2010-2011 education years and were included…

  5. Affective Commitment to Organizations: A Comparison Study of Reverse Mentoring Versus Traditional Mentoring Among Millennials

    Directory of Open Access Journals (Sweden)

    Catrin Hechl

    2017-08-01

    Full Text Available A current topic of interest in management and organization research is the phenomenon of a generation shift in the workforce and how this shift will affect organizations in the near future.  Millennials represent the largest generational cohort in the American workforce.  Organizations find themselves challenged with retention efforts as Millennials tend to leave an organization after short tenures.  The problem this study addressed is the high turnover rates among millennial employees. Specifically, it was unknown whether Millennials who received reverse mentoring evidenced greater affective commitment to the organization as compared to Millennials who received standard mentoring.  The purpose of this study was to investigate the hypothesis that Millennials who received reverse mentoring evidenced greater affective commitment to the organization as compared to Millennials who received standard mentoring.  A two group post-test only quasi-experimental design was conducted.  A total of 90 participants (45 per group completed the survey.  The survey was conducted by Qualtrics, an online survey company.  The sample population included male and female individuals, born between 1982 and 1998, employed by all types of organizations in the United States and participating in a mentoring program at the time the survey was taken.  Affective commitment was greater in the reverse mentoring group (M = 36.683, SE = .959 compared to the traditional mentoring group (M = 34.984, SE = .959.  However, after adjustment for quality of relationship (LMX and length and frequency of mentoring (LFM there was no statistically significant difference (p < .05 between traditional mentoring and reverse mentoring on affective commitment to the organization indicated by F(1,86 = 1.569, p = .214.  Additional results of this study showed that two-thirds of the surveyed millennial employees had already exceeded the average length of employment of 12 to 18 months with

  6. Social support at work and affective commitment to the organization: the moderating effect of job resource adequacy and ambient conditions.

    Science.gov (United States)

    Rousseau, Vincent; Aubé, Caroline

    2010-01-01

    This study investigated whether both supervisor and coworker support may be positively related to affective commitment to the organization on one hand; and on the other hand, it examined the moderating effect of job resource adequacy and ambient conditions on these relationships. The sample included 215 participants working within a health care organization. Results of regression analysis showed that supervisor and coworker support have an additive effect on affective commitment. Hierarchical regression analyses indicated that supervisor and coworker support are more strongly related to affective commitment when job resource adequacy is high. Furthermore, ambient conditions moderate the relationship between supervisor support and affective commitment in such a way that favorable ambient conditions strengthen this relationship. Overall, these findings reinforce the importance of taking into account contingent factors in the study of antecedents of affective commitment to the organization.

  7. Regulating time commitments in healthcare organizations: managers' boundary approaches at work and in life.

    Science.gov (United States)

    Tengelin, Ellinor; Arman, Rebecka; Wikström, Ewa; Dellve, Lotta

    2011-01-01

    The purpose of this paper is to explore managers' boundary setting in order to better understand their handling of time commitment to work activities, stress, and recovery during everyday work and at home. The paper has qualitatively-driven, mixed method design including observational data, individual interviews, and focus group discussions. Data were analyzed according to Charmaz' view on constructivist grounded theory. A first step in boundary setting was to recognize areas with conflicting expectations and inexhaustible needs. Second, strategies were formed through negotiating the handling of managerial time commitment, resulting in boundary-setting, but also boundary-dissolving, approaches. The continuous process of individual recognition and negotiation could work as a form of proactive coping, provided that it was acknowledged and questioned. These findings suggest that recognition of perceived boundary challenges can affect stress and coping. It would therefore be interesting to more accurately assess stress, coping, and health status among managers by means of other methodologies (e.g. physiological assessments). In regulating managers' work assignments, work-related stress and recovery, it seems important to: acknowledge boundary work as an ever-present dilemma requiring continuous negotiation; and encourage individuals and organizations to recognize conflicting perspectives inherent in the leadership assignment, in order to decrease harmful negotiations between them. Such awareness would benefit more sustainable management of healthcare practice. This paper highlights how managers can handle ever-present boundary dilemmas in the healthcare sector by regulating their time commitments in various ways.

  8. Can Transformational Leadership Influence on Teachers' Commitment towards Organization, Teaching Profession, and Students Learning? A Quantitative Analysis

    Science.gov (United States)

    Ibrahim, Mohammed Sani; Ghavifekr, Simin; Ling, Sii; Siraj, Saedah; Azeez, Mohd Ibrahim K.

    2014-01-01

    This study investigates the impact of transformational leadership as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration on teachers' commitment towards organization, teaching profession, and students' learning. A quantitative survey method was applied, and four broadly hypothesized…

  9. Mentoring and Organizational Citizenship Behavior: Estimating the Mediating Effects of Organization-Based Self-Esteem and Affective Commitment

    Science.gov (United States)

    Ghosh, Rajashi; Reio, Thomas G., Jr.; Haynes, Ray K.

    2012-01-01

    This study explored how perceptions of reciprocal support in mentoring influence mentors' and proteges' intent to extend work-related help to coworkers in organizations. Our findings shed light on the role that organization-based self-esteem (OBSE) and affective organizational commitment (AOC) play as mediators in transmitting the effect of…

  10. Relationship Between Ethical Leadership, Organizational Commitment and Job Satisfaction at Hotel Organizations

    OpenAIRE

    Sedat Celik; Bekir Bora Dedeoglu; Ali Ýnanýr

    2015-01-01

    The main purpose of this study is to examine the relationship between ethical leadership style, organizational commitment and job satisfaction in hotel industries and to reveal the mediator role of organizational commitment between ethical leadership and job satisfaction. The study was carried out with 371 participants working in four star and five star hotels in Antalya. Following the research, it was found that ethical leadership has a positive effect on organizational commitment and job sa...

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

    Science.gov (United States)

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

    2008-01-01

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

  12. Clients' Satisfaction with Monopolistic Services and Commitment to the Organization: A University Context

    Science.gov (United States)

    Thomas, James L.; Cunningham, Brent J.

    2009-01-01

    This study investigates the relationship between monopolistic service providers and customer satisfaction and commitment. The authors investigated how the ethical perceptions of service consumers, their perceptions of service quality, and satisfaction effect commitment to the long-term relationship with monopolistic service providers. Results…

  13. Career Commitment as a Mediator between Organization-Related Variables and Motivation for Training and Turnover Intentions

    Science.gov (United States)

    Kim, Hayeon; Kang, Dae-seok; Lee, Sang-won; McLean, Gary

    2016-01-01

    This study examined how the perception of a linkage between organizational ethical behavior and career success, representing ethical orientation of the organization, influences employees' perceptions of organizational politics and their subsequent career motivation, that is, career commitment, motivation to participate in training, and turnover…

  14. The Influence of Cultural Congruency, Communication, and Work Alienation on Employee Satisfaction and Commitment in Mexican Organizations

    Science.gov (United States)

    Madlock, Paul E.

    2012-01-01

    This study examined the influence of cultural congruency between societal and organizational cultures on Mexican supervisors' and employees' communication behaviors and employees' work alienation, satisfaction, and commitment. The participants were full time nonmanagement adults working for Mexican owned organizations located in Mexico. This study…

  15. An investigation of relation between organizational justice and professional commitment of staff: A case study of public organization in Kermanshah

    Directory of Open Access Journals (Sweden)

    Mostafa Emami

    2013-05-01

    Full Text Available This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007 [Spell, C. S., & Arnold, T. J. (2007. A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33(5, 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999 [Vallas, S. P. (1999. Rethinking post‐Fordism: The meaning of workplace flexibility. Sociological theory, 17(1, 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.

  16. Creative work environments in sport organizations: the influence of sexual orientation diversity and commitment to diversity.

    Science.gov (United States)

    Cunningham, George B

    2011-01-01

    Drawing from creative capital theory, the purpose of this study was to examine the degree to which sexual orientation diversity and commitment to diversity were predictive of workplaces that fostered creativity. Data were collected from 653 senior level athletic administrators and aggregated to the athletic department level of analysis (n = 199). Moderated regression indicated that sexual orientation diversity did not influence the presence of a creative work environment. There was however, a significant sexual orientation diversity × commitment to diversity interaction. When commitment to diversity was high, there was a positive association between sexual orientation diversity and a creative work environment; on the other hand, when commitment to diversity was low, the aforementioned relationship was negative. Results provide support for the notion that all diversity forms can be a source of enrichment and understanding, thereby benefiting the workplace.

  17. Equivalent dose to organs and tissues in hysterosalpingography calculated with the FAX (Female Adult voXel) phantom.

    Science.gov (United States)

    Kramer, R; Khoury, H J; Lopes, C; Vieira, J W

    2006-11-01

    Hysterosalpingography (HSG) is a radiological examination indicated for investigating infertility or uterine and tubal pathologies. Women who undergo HSG are relatively young, typically between 20 years and 40 years, and equivalent doses to the ovaries are usually reported to be around 4 mSv per examination. A review of studies on patient dosimetry in HSG revealed that almost all absorbed doses to organs and tissues had been calculated with conversion coefficients (CCs) based on hermaphrodite versions of MIRD5-type phantoms. The CCs applied had been taken from data sets for abdominal or pelvic examinations because CCs for HSG examination were not available. This study uses the FAX (Female Adult voXel) phantom in order to calculate equivalent doses to radiosensitive organs and tissues especially for exposure conditions used in HSG. The calculations were also performed for the MIRD5-type EVA phantom to demonstrate the influence of anatomical differences on organ equivalent dose. The results show organ and tissue equivalent doses as a function of the variations of the exposure conditions. At 4.56 mSv the ovarian equivalent dose calculated for the FAX phantom is about 21% greater than the average ovarian equivalent dose reported in the literature, which reflects the anatomical differences between the FAX and the MIRD5-type phantoms.

  18. Self-categorization, affective commitment and group self-esteem as distinct aspects of social identity in the organization.

    Science.gov (United States)

    Bergami, M; Bagozzi, R P

    2000-12-01

    The purpose of this study is to distinguish between cognitive, affective and evaluative components of social identity in the organization and to show how the components instigate behaviours that benefit in-group members. A new scale for measuring cognitive organizational identification (i.e. self-categorization) is developed and compared to a leading scale. Internal consistency, convergent validity, predictive validity and generalizability of the two scales are established on a sample of Italian (N = 409) and Korean (N = 283) workers. Next, convergent and discriminant validity for measures of organizational identification, affective commitment and group self-esteem are demonstrated. Then, two antecedents of these components of social identity are examined: organization prestige and organization stereotypes. Finally, the mediating role of the components of social identity are investigated between the antecedents and five forms of citizenship behaviours. The last three analyses are performed on the Italian (N = 409) workers. Among other findings, the results show that affective commitment and self-esteem are the primary motivators of citizenship behaviours. Moreover, cognitive identification performs as a central mediator between prestige and stereotypes on the one hand, and affective commitment and self-esteem on the other. Identification is thus an indirect determinant of citizenship behaviours.

  19. CRUISERS ON THE DANUBE – THE IMPACT OF LMX THEORY ON JOB SATISFACTION AND EMPLOYEES' COMMITMENT TO ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Irma Erdeji

    2016-12-01

    Full Text Available In the early 21st century, tourist cruises along the Danube River (Corridor 7 experience significant expansion. The main task of cruise companies is the satisfaction of guests, which primarily depends on employee satisfaction affected by numerous organizational factors, including the relationship between the employee and the manager as one of the most important. The aim is to examine how the exchange between leaders and followers affects job satisfaction and employee commitment to the organization, is there a connection between these variables and whether there are differences in the perception by managers and crew members. The study included 41 managers and 25 crew members of the river cruisers. Statistical techniques used in the paper are the descriptive statistics, correlation analysis and MANOVA. The results have shown a positive correlation between the LMX theory (the leader–member exchange theory, job satisfaction and commitment to the organization. Also, the results of the research have shown that there is no statistically significant difference between the perception of LMX exchange in the aspects of leaders and associates, but there is a difference in the perception of job satisfaction and commitment to the organization.

  20. Assessment of organ equivalent doses and effective doses from diagnostic X-ray examinations

    Energy Technology Data Exchange (ETDEWEB)

    Park, Sang Hyun

    2003-02-15

    The MIRD-type adult male, female and age 10 phantoms were constructed to evaluate organ equivalent dose and effective dose of patient due to typical diagnostic X-ray examination. These phantoms were constructed with external and internal dimensions of Korean. The X-ray energy spectra were generated with SPEC78. MCNP4B ,the general-purposed Monte Carlo code, was used. Information of chest PA , chest LAT, and abdomen AP diagnostic X-ray procedures was collected on the protocol of domestic hospitals. The results showed that patients pick up approximate 0.02 to 0.18 mSv of effective dose from a single chest PA examination, and 0.01 to 0.19 mSv from a chest LAT examination depending on the ages. From an abdomen AP examination, patients pick up 0.17 to 1.40 mSv of effective dose. Exposure time, organ depth from the entrance surface and X-ray beam field coverage considerably affect the resulting doses. Deviation among medical institutions is somewhat high, and this indicated that medical institutions should interchange their information and the need of education for medical staff. The methodology and the established system can be applied, with some expansion, to dose assessment for other medical procedures accompanying radiation exposure of patients like nuclear medicine or therapeutic radiology.

  1. A new online detector for estimation of peripheral neutron equivalent dose in organ

    Energy Technology Data Exchange (ETDEWEB)

    Irazola, L., E-mail: leticia@us.es; Sanchez-Doblado, F. [Departamento de Fisiología Médica y Biofísica, Universidad de Sevilla, Sevilla 41009, Spain and Servicio de Radiofísica, Hospital Universitario Virgen Macarena, Sevilla 41007 (Spain); Lorenzoli, M.; Pola, A. [Departimento di Ingegneria Nuclear, Politecnico di Milano, Milano 20133 (Italy); Bedogni, R. [Laboratori Nazionali di Frascati, Istituto Nazionale di Fisica Nucleare (INFN), Frascati Roma 00044 (Italy); Terrón, J. A. [Servicio de Radiofísica, Hospital Universitario Virgen Macarena, Sevilla 41007 (Spain); Sanchez-Nieto, B. [Instituto de Física, Pontificia Universidad Católica de Chile, Santiago 4880 (Chile); Expósito, M. R. [Departamento de Física, Universitat Autònoma de Barcelona, Bellaterra 08193 (Spain); Lagares, J. I.; Sansaloni, F. [Centro de Investigaciones Energéticas y Medioambientales y Tecnológicas (CIEMAT), Madrid 28040 (Spain)

    2014-11-01

    Purpose: Peripheral dose in radiotherapy treatments represents a potential source of secondary neoplasic processes. As in the last few years, there has been a fast-growing concern on neutron collateral effects, this work focuses on this component. A previous established methodology to estimate peripheral neutron equivalent doses relied on passive (TLD, CR39) neutron detectors exposed in-phantom, in parallel to an active [static random access memory (SRAMnd)] thermal neutron detector exposed ex-phantom. A newly miniaturized, quick, and reliable active thermal neutron detector (TNRD, Thermal Neutron Rate Detector) was validated for both procedures. This first miniaturized active system eliminates the long postprocessing, required for passive detectors, giving thermal neutron fluences in real time. Methods: To validate TNRD for the established methodology, intrinsic characteristics, characterization of 4 facilities [to correlate monitor value (MU) with risk], and a cohort of 200 real patients (for second cancer risk estimates) were evaluated and compared with the well-established SRAMnd device. Finally, TNRD was compared to TLD pairs for 3 generic radiotherapy treatments through 16 strategic points inside an anthropomorphic phantom. Results: The performed tests indicate similar linear dependence with dose for both detectors, TNRD and SRAMnd, while a slightly better reproducibility has been obtained for TNRD (1.7% vs 2.2%). Risk estimates when delivering 1000 MU are in good agreement between both detectors (mean deviation of TNRD measurements with respect to the ones of SRAMnd is 0.07 cases per 1000, with differences always smaller than 0.08 cases per 1000). As far as the in-phantom measurements are concerned, a mean deviation smaller than 1.7% was obtained. Conclusions: The results obtained indicate that direct evaluation of equivalent dose estimation in organs, both in phantom and patients, is perfectly feasible with this new detector. This will open the door to an

  2. Equivalent Validity of Identification-Commitment-Inventory (HSA-ICI (Validez del Cuestionario de Identificación y Compromiso (HSA-ICI

    Directory of Open Access Journals (Sweden)

    Joan Guàrdia

    2011-04-01

    Full Text Available The main purpose of this study was to demonstrate the validity of the Identification-Commitment-Inventory (HSA-ICI in two European samples (from Spain and Portugal. The ICI was proposed by Quijano and collaborators as part of the Human System Audit (HSA, a conceptual model and set of tools designed for evaluation and intervention in Human Resources Systems (HRS. The underlying factor structure of the instrument was tested with samples of Spanish (n = 625 and Portuguese (n = 520 employees - in combination and separately - working in the health care sector. Confirmatory factor analysis with a test of invariance across groups was conducted. The results show that the theoretical model fits the observed data of the general sample (χ2 = 2643.12, P = .046; RMSEA = .028; RMR = .041; GFI = .983; AGFI =. 977; CFI = .994, replicating the results of a previous study. When the samples were analysed separately, the measurement structure presented a better fit in the Spanish sample than in the Portuguese sample. The overall difference was not large - due to being influenced at the item level by some contextual aspects - but was just sufficient to obtain statistical significance (χ2Tucker-Lewis = 48.23; df = 1; P < .001. This work provides evidence supporting the use of the HSA-ICI. The implications of these results for future research are discussed.

  3. Job Satisfaction, Organization Commitment and Retention in the NOAA (national Oceanic Atmospheric Administration) Corps

    Science.gov (United States)

    1986-12-01

    was further refined by Clayton Alderfer (1969) into a model known as ERG theory (existence—relatedness—growth). While similar to Maslow’s model...and Personality, 2d ed., pp. 35-58, Harper and Row, 1970. 2. Alderfer , C. P.. "An Empirical Test of a New Theory of Human Needs," Organizational...utilizing urvey responses from 319 of 375 NOAA Corps officers. Job satisfaction ras analyzed using need-satisfaction theory . Commitment and retention

  4. Leadership in Diversity Organizations, and Immigrants' Organizational Commitment and Subjective General Health

    OpenAIRE

    Huynh, Victoria Tran

    2014-01-01

    The purpose of this paper is to examine leadership styles in managing cultural diversity from the LIDO-model at workplaces in Norway, and investigate the relationships between perceived leadership styles with immigrants’ organizational commitment and subjective general health through online survey. The leadership styles from the LIDO-model are diversity leadership, assimilation leadership, separation leadership, and laissez-faire leadership. The relationships were measured by t...

  5. 49 CFR Appendix E to Part 40 - SAP Equivalency Requirements for Certification Organizations

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false SAP Equivalency Requirements for Certification... TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING PROGRAMS Pt. 40, App. E Appendix E to Part 40—SAP Equivalency... of knowledge must be of sufficient quantity to ensure a high quality of SAP evaluation and referral...

  6. Fired Up by Commitment, Example, and Values: How High-Performance Organizations Develop Leadership

    National Research Council Canada - National Science Library

    Kersh, Kevin

    2002-01-01

    Each year, organizations big and small, public and private spend tremendous resources on programs to develop leaders that will guide those organizations to success, preferably extraordinary success...

  7. Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

    Directory of Open Access Journals (Sweden)

    Umamaheswari S

    2016-08-01

    Full Text Available Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their

  8. Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

    Energy Technology Data Exchange (ETDEWEB)

    Umamaheswari S, Jayasree Krishnan

    2016-07-01

    Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company

  9. THE EFFECT OF COMMITMENTS AND ORGANIZATION TRANSFORMATIONAL LEADERSHIP ON TEACHER ORGANIZATIONAL CITIZENSHIP BEHAVIOUR

    Directory of Open Access Journals (Sweden)

    Nur Syamsudin

    2016-03-01

    Full Text Available Abstract.quantitative correlation study took 18teachersampling junior high schoolThoriqotunNajahSingosariMalang.The data collection technique using a questionnaire that has been tested the validity and reliability test. Data analysis technique used isAnalisia, multiple linear regression correlation  the results obtained Fcount = 86.818 is greater than the Ftable: 0,05; 2; 18 by dk v1 = 2 and v2 = 18, the score of 3.554557 or with a significance level of 0.000 (p <0.05, the regression model, namely variable transformational leadership and organizational commitment together can be used to predict the organizational citizenship behavior Master Junior ThoriqotunNajahSingosariMalang..

  10. Capacity, commitment, and culture: The 3 Cs of staff development in a learning organization.

    Science.gov (United States)

    Seibold, Michael; Gamble, Kelley

    2015-09-01

    If an agency desires changes in practice and a consistent approach to services, psychiatric rehabilitation staff development requires more than a single session of training. This column describes one agency's approach to a comprehensive staff training and development program, designed to enhance the 3 Cs of capacity, commitment, and culture. The program described has been in place, with frequent adjustments, for over 20 years, and the experiences of the authors and their colleagues form the primary source for the paper. Staff development requires an ongoing investment--competency-based training, supervision congruent with the service vision and mission, accountability through performance evaluation, and opportunities for growth. We have a firm belief that our employees learn to treat others, in part, from how they are treated by our agency leadership. (c) 2015 APA, all rights reserved).

  11. Affective Commitment to Organizations: a Comparison Study of Reverse Mentoring Versus Traditional Mentoring Among Millennials

    OpenAIRE

    Hechl, Catrin

    2017-01-01

    A current topic of interest in management and organization research is the phenomenon of a generation shift in the workforce and how this shift will affect organizations in the near future. Millennials represent the largest generational cohort in the American workforce. Organizations find themselves challenged with retention efforts as Millennials tend to leave an organization after short tenures. The problem this study addressed is the high turnover rates among millennial employees. Speci...

  12. SFACTOR: a computer code for calculating dose equivalent to a target organ per microcurie-day residence of a radionuclide in a source organ

    Energy Technology Data Exchange (ETDEWEB)

    Dunning, D.E. Jr.; Pleasant, J.C.; Killough, G.G.

    1977-11-01

    A computer code SFACTOR was developed to estimate the average dose equivalent S (rem/..mu..Ci-day) to each of a specified list of target organs per microcurie-day residence of a radionuclide in source organs in man. Source and target organs of interest are specified in the input data stream, along with the nuclear decay information. The SFACTOR code computes components of the dose equivalent rate from each type of decay present for a particular radionuclide, including alpha, electron, and gamma radiation. For those transuranic isotopes which also decay by spontaneous fission, components of S from the resulting fission fragments, neutrons, betas, and gammas are included in the tabulation. Tabulations of all components of S are provided for an array of 22 source organs and 24 target organs for 52 radionuclides in an adult.

  13. Work force retention: role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

    OpenAIRE

    1Umamaheswari S; Jayasree Krishnan

    2016-01-01

    Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organizat...

  14. Development of 3D human intestinal equivalents for substance testing in microliter-scale on a multi-organ-chip

    OpenAIRE

    Jaenicke, Annika; Tordy, Dominique; Groeber, Florian; Hansmann, Jan; Nietzer, Sarah; Tripp, Carolin; Walles, Heike; Lauster, Roland; Marx, Uwe

    2013-01-01

    First published by BioMed Central: Jaenicke, Annika; Tordy, Dominique; Groeber, Florian; Hansmann, Jan; Nietzer, Sarah; Tripp, Carolin; Walles, Heike; Lauster, Roland; Marx, Uwe: Development of 3D human intestinal equivalents for substance testing in microliter-scale on a multi-organ-chip. - In: BMC Proceedings. - ISSN 1753-6561 (online). - 7 (2013), suppl. 6, P65. - doi:10.1186/1753-6561-7-S6-P65.

  15. The Effects of Employee’s Perceptions of Organizational Justice and Organizational Trust on Organizational Commitment: A Research on a Public Organization

    Directory of Open Access Journals (Sweden)

    Hakan CANDAN

    2014-12-01

    Full Text Available In this study, it is aimed to present the senses of employees about organizational justice, organizational trust and organizational commitment; and also to research the effects of organizational justice and organizational trust perceptions on organizational commitment. In this context, 260 questionnaires that obtained from registry and cadastre employees and determined appropriate for study is analyzed. Analyses are done by using SPSS 16.0 program and the consequences are consistent with national and international literature. Hypothesizes within the research are tested with correlation and regression analyses. According the consequences, distributional justice perception effects three sub-dimension of organizational commitment (affective, continuity, and normative positively, transactional justice perception has positive effects on only affective commitment and continuity commitment; procedural justice perception has no effect on sub-dimensions of organizational commitment. The other findings are perceptions of trust on manager and trust on organization that are two sub-dimensions of organizational trust; has positive effects on all dimensions of organizational commitment

  16. Equivalent dose, effective dose and risk assessment from panoramic radiography to the critical organs of head and neck region

    Energy Technology Data Exchange (ETDEWEB)

    Cho, Bong Hae; Nah, Kyung Soo [Dept. of Dental Radiology, College of Dentistry, Pusan National University, Pusan (Korea, Republic of); Lee, Ae Ryeon [Dept. of Pediatric Dentistry, College of Dentistry, Pusan National University, Pusan (Korea, Republic of)

    1995-08-15

    The purpose of this study was to evaluate the equivalent and effective dose, and estimate radiation risk to the critical organs of head and neck region from the use of adult and child mode in panoramic radiography. The results were as follows. 1. The salivary glands showed the highest equivalent and effective dose in adult and child mode. The equivalent and effective dose in adult mode were 837 {mu}Sv and 20.93 {mu}Sv, those in child mode were 462 {mu}Sv and 11.54 {mu}Sv, respectively. 2. Total effective doses to the critical head and neck organs were estimated 34.2l {mu}Sv in adult mode, 20.14 {mu}Sv in child mode. From these data, the probabilities of stochastic effect from adult and child mode were 2.50xl0{sup -6} and 1.47x10{sup -6} 3. The other remainder showed the greatest risk of fatal cancer. The risk estimate were 4.5 and 2.7 fatal malignancies in adult and child mode from million examinations. The bone marrow and thyroid gland showed about 0.1 fatal cancer in adult. and child mode from these examinations.

  17. Architectural protein subclasses shape 3-D organization of genomes during lineage commitment

    Science.gov (United States)

    Phillips-Cremins, Jennifer E.; Sauria, Michael E. G.; Sanyal, Amartya; Gerasimova, Tatiana I.; Lajoie, Bryan R.; Bell, Joshua S. K.; Ong, Chin-Tong; Hookway, Tracy A.; Guo, Changying; Sun, Yuhua; Bland, Michael J.; Wagstaff, William; Dalton, Stephen; McDevitt, Todd C.; Sen, Ranjan; Dekker, Job; Taylor, James; Corces, Victor G.

    2013-01-01

    Summary Understanding the topological configurations of chromatin may reveal valuable insights into how the genome and epigenome act in concert to control cell fate during development. Here we generate high-resolution architecture maps across seven genomic loci in embryonic stem cells and neural progenitor cells. We observe a hierarchy of 3-D interactions that undergo marked reorganization at the sub-Mb scale during differentiation. Distinct combinations of CTCF, Mediator, and cohesin show widespread enrichment in looping interactions at different length scales. CTCF/cohesin anchor long-range constitutive interactions that form the topological basis for invariant sub-domains. Conversely, Mediator/cohesin together with pioneer factors bridge shortrange enhancer-promoter interactions within and between larger sub-domains. Knockdown of Smc1 or Med12 in ES cells results in disruption of spatial architecture and down-regulation of genes found in cohesin-mediated interactions. We conclude that cell type-specific chromatin organization occurs at the sub-Mb scale and that architectural proteins shape the genome in hierarchical length scales. PMID:23706625

  18. Fuzzy Commitment

    Science.gov (United States)

    Juels, Ari

    The purpose of this chapter is to introduce fuzzy commitment, one of the earliest and simplest constructions geared toward cryptography over noisy data. The chapter also explores applications of fuzzy commitment to two problems in data security: (1) secure management of biometrics, with a focus on iriscodes, and (2) use of knowledge-based authentication (i.e., personal questions) for password recovery.

  19. Statistical secrecy and multibit commitments

    DEFF Research Database (Denmark)

    Damgård, Ivan Bjerre; Pedersen, Torben P.; Pfitzmann, Birgit

    1998-01-01

    We present and compare definitions of "statistically hiding" protocols, and we propose a novel statistically hiding commitment scheme. Informally, a protocol statistically hides a secret if a computationally unlimited adversary who conducts the protocol with the owner of the secret learns almost...... nothing about it. One definition is based on the L1-norm distance between probability distributions, the other on information theory. We prove that the two definitions are essentially equivalent. We also show that statistical counterparts of definitions of computational secrecy are essentially equivalent...... to our main definitions. Commitment schemes are an important cryptologic primitive. Their purpose is to commit one party to a certain value, while hiding this value from the other party until some later time. We present a statistically hiding commitment scheme allowing commitment to many bits...

  20. The Mediating Effects of Basic Psychological Needs at Work on the Relationship between the Dimensions of the Learning Organization and Organizational Commitment in Registered Nurses

    Science.gov (United States)

    Baird, Bonni Lynn

    2012-01-01

    The purpose of this study was to determine the mediating effects of the Basic Psychological Needs at Work, comprised of competence, autonomy and relatedness, on the relationship between the Dimensions of the Learning Organization and affective and normative organizational commitment in the United States nursing population. The study incorporated…

  1. The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty.

    Science.gov (United States)

    Gutierrez, Antonio P; Candela, Lori L; Carver, Lara

    2012-07-01

    GUTIERAIM: The aim of this correlational study was to examine the relations between organizational commitment, perceived organizational support, work values, person-organization fit, developmental experiences, and global job satisfaction among nursing faculty. The global nursing shortage is well documented. At least 57 countries have reported critical shortages. The lack of faculty is finally being recognized as a major issue directly influencing the ability to admit and graduate adequate numbers of nurses. As efforts increase to both recruit and retain faculty, the concept of organizational commitment and what it means to them is important to consider. A cross-sectional correlational design was used. The present study investigated the underlying structure of various organizational factors using structural equation modelling. Data were collected from a stratified random sample of nurse faculty during the academic year 2006-2007. The final model demonstrated that perceived organizational support, developmental experiences, person-organization fit, and global job satisfaction positively predicted nurse faculty's organizational commitment to the academic organization. Cross-validation results indicated that the final full SEM is valid and reliable. Nursing faculty administrators able to use mentoring skills are well equipped to build positive relationships with nursing faculty, which in turn, can lead to increased organizational commitment, productivity, job satisfaction, and perceived organizational support, among others. © 2012 Blackwell Publishing Ltd.

  2. Managing the aftermaths of contracting in public transit organizations : employee perception of job security, organizational commitment and trust

    Science.gov (United States)

    2001-08-01

    This study assesses how to manage the effects or outcomes of organizational change on job security and employee commitment in transit systems using trust-building, empowerment, employee reassurance, and job redesign strategies. The major findings are...

  3. Organizational commitment of military physicians.

    Science.gov (United States)

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

    2009-09-01

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

  4. High-field FT-ICR-MS and aromaticity equivalent approach for structural identification of water soluble organic compounds (WSOC)

    Science.gov (United States)

    Harir, Mourad; Yassine, Mahmoud M.; Dabek-Zlotorzynska, Ewa; Hertkorn, Norbert; Schmitt-Kopplin, Philippe

    2015-04-01

    Organic aerosol (OA) makes up a large and often dominant fraction, (20 to 90%) of the submicron atmospheric particulate mass, and its effects are becoming increasingly important in determining climatic and health effects of atmospheric aerosols. Despite the abundance of OA, our understanding of the sources, formation processes and atmospheric properties of OA is limited. Atmospheric OA has both primary (directly emitted) and secondary (formed in the atmosphere from precursor gases) sources, which can be natural (e.g. vegetation) and/or anthropogenic (e.g. fossil-based vehicle exhaust or biomass burning). A significant fraction of OA contains as much as 20-70% of water soluble organic compounds (WSOC). The WSOC fraction is a very complex mixture of low volatility, polyfunctional aliphatic and aromatic compounds containing carboxyl, alcohol, carbonyl, sulfo, nitro, and other functionalities. This high degree of chemical complexity of atmospheric organics has inspired a number of sophisticated approaches that are capable of identifying and detecting a variety of different analytes in OA. Accordingly, one of the most challenging areas of atmospheric particulate matter (PM) analysis is to comprehend the molecular complexity of the OA, especially WSOC fraction, a significant component of atmospheric fine PM (PM2.5). The sources of WSOC are not well understood, especially the relative contributions of primary vs. secondary organic aerosol. Therefore, the molecular characterization of WSOC is important because it allows gaining insight into aerosol sources and underlying mechanisms of secondary organic aerosols (SOA) formation and transformation. In this abstract, molecular characterization of WSOC was achieved using high-field mass spectrometry FT-ICR-MS and aromaticity equivalent approach. Aromaticity equivalent (Xc), defined recently as a new parameter calculated from the assigned molecular formulas (complementary to the aromaticity index [1]), is introduced to improve

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

    Science.gov (United States)

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

    2015-01-01

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

  6. O impacto dos valores pessoais e organizacionais no comprometimento com a organização The impact of personal and organizational values on commitment to the organization

    Directory of Open Access Journals (Sweden)

    Helenita de Araújo Fernandes

    2009-12-01

    Full Text Available O presente estudo objetivou investigar o impacto dos valores pessoais e organizacionais no comprometimento com a organização. A amostra foi composta por 311 empregados de ambos os sexos, provenientes de 11 organizações pertencentes a segmentos diversos, que responderam a um inventário de valores pessoais, um de valores organizacionais e a uma escala de comprometimento organizacional. Foi observado que o valor pessoal de conservação e os valores organizacionais de conservadorismo e hierarquia atuaram como preditores do comprometimento afetivo; o valor organizacional de autonomia predisse o comprometimento calculativo e os valores pessoais de conservação e autopromoção constituíram-se em preditores do comprometimento normativo. Tais resultados são discutidos à luz dos modelos teóricos que deram suporte à pesquisa e, à guisa de conclusão, são apresentadas algumas sugestões de estratégias com base em valores capazes de suscitar maior comprometimento do empregado.This study aimed to investigate the impact of personal and organizational values on commitment to the organization. The sample was composed of 311 employees from both sexes and from 11 companies, belonging to different segments. They answered to a personal values inventory, to an organizational values inventory and to an organizational commitment scale. It was observed that the personal value of conservation and the organizational values of conservatism and hierarchy were predictors of affective commitment; that the organizational value of autonomy was a predictor of calculative commitment and that the personal values of conservation and self-enhancement were predictors of normative commitment. These results are discussed in the light of the theoretical models that have given support to the research, and by means of conclusion, some suggestions of strategies based on values are presented, that are capable of arousing more commitment from the employees.

  7. Committed effective doses at various times after intakes of radionuclides

    CERN Document Server

    Phipps, A W; Kendall, G M; Silk, T J; Stather, J W

    1991-01-01

    This report contains details of committed effective doses at nine times after intake from intakes by ingestion and inhalation of 1 mu 1 AMAD particles by adults. Data are given for various chemical forms of 359 nuclides. It complements NRPB-R245 which describes the changes which have taken place since the last NRPB compendium of dose per unit intake factors (dose coefficients) and gives summary tables. Information on committed equivalent doses to organs is given in NRPB-M288. The information given in these memoranda is also available as a microcomputer package - NRPB-SR245.

  8. De termine the Relation between Perception of Organization al Justice and Level of Organizational Commitment: Study Case of Teachers

    Directory of Open Access Journals (Sweden)

    Gamze Ay

    2014-06-01

    Full Text Available In this research the relationship between teachers’ perception of organizational justice and their organizational commitment levels was investigated. The scope of research is comprised of teachers serving in public and foundation schools affiliated with Ministry of National Education in Turkey. A sample was taken due to the difficulty in reaching study group. The teachers in study group were enrolled from Marmara, Central Anatolia, Aegean, Black Sea, Mediterranean Sea, Eastern Anatolia and Southeastern Anatolia regions. A simple coincidental sampling formula was utilized while determining the number of sample. In this research the relationship between perception of organizational justice and organizational commitment applied to 679 teachers serving in public and foundatin schools ffiliated with Ministry of National Education was analyzed through using data obtained from answers given to survey questions. As a result of research it was established that there was a significant relationship between teachers’ perception of organizational justice and organizational commitment levels, the strongest relationship was present between interactional justice and organizational commitment levels; however, there were significant relationships between perception of organizational justice and their organizational commitment levels in terms of certain demographic variables.

  9. The Relationship between Transformational Leadership and Organizational Commitment in Nonprofit Long Term Care Organizations: The Direct Care Worker Perspective

    Science.gov (United States)

    Porter, Jeanette A.

    2015-01-01

    The United States population is rapidly aging, and retaining direct care workers (DCWs) will continue to be a workforce concern for the industry in addressing the demand for long term care services. To date, scant literature exists that addresses the DCW perspective of leadership behaviors and their influence on organizational commitment. To…

  10. Heterogeneous research networks as interfaces: Commit and survival of organizations around university research. The case of biotechnology in The Netherlands

    NARCIS (Netherlands)

    van Rossum, Wouter

    2002-01-01

    In this paper social network terms are applied to conceptualize the intermediary sector of heterogeneous research networks between the institutional contexts of university research and industrial research. White’s notion of ‘commit interface’, and Burt’s elaboration of this notion to account for

  11. Perceptions of HR practices, person–organization fit, and affective commitment : The moderating role of career stage

    NARCIS (Netherlands)

    Kooij, T.A.M.; Boon, Corine

    2018-01-01

    In a three-wave survey study among 487 Dutch university employees, we examined how and when employees' perceptions of high-performance work practices (HPWP) affect employee affective commitment. We proposed that perceived person–organisation (PO) fit mediates this relationship and that the

  12. Perceptions of HR practices, person–organization fit, and affective commitment : The moderating role of career stage

    NARCIS (Netherlands)

    Kooij, T.A.M.; Boon, Corine

    2017-01-01

    In a three-wave survey study among 487 Dutch university employees, we examined how and when employees' perceptions of high-performance work practices (HPWP) affect employee affective commitment. We proposed that perceived person–organisation (PO) fit mediates this relationship and that the

  13. The relationship between learning organization and organizational commitment among nursing managers in educational hospitals of Isfahan University of Medical Sciences in 2008-9.

    Science.gov (United States)

    Yaghoubi, Maryam; Raeisi, Ahmad Reza; Afshar, Mina; Yarmohammadian, Mohammad Hossein; Hasanzadeh, Akbar; Javadi, Marzi; Ansary, Maryam

    2010-01-01

    Old methods of administrating can't cover the rapid changes of today. These changes redounded new organizations like learning organizations to be formed. The purpose of this research was to study the relationship between learning organization and organizational commitment among nursing managers. This was a descriptive analytic survey. The population of study included 90 nursing managers of 9 educational hospitals. Data gathering was done via learning organizational (LO) and organizational commitment (OC) questionnaires. Data analysis was done using SPSS software. The mean score of LO was 56.9 ± 18.1 among nursing mangers, and the mean score of OC was 62.3 ± 10.1. In general, there was a significant relationship between LO and OC and there was a significant relationship between LO and job experience based on ANOVA test. In today's changing environment of very rapid changes which have been seen in different areas of science and technology and the increasing complexity and dynamics of environmental factors, only organizations with active adaptation (dynamic equilibrium) can survive and remain capable of growth. This aim can be fulfilled just in learning organizations.

  14. Effect of Intellectual Intelligence , Emotional Intelligence , Intelligence and Spiritual Organization Commitment to the Performance of Provincial Auditor BPK Riau

    OpenAIRE

    Anggraini, Lila; Nasir, Azwir; Sitompul, Juliana

    2014-01-01

    This study aimed to examine the effect of intellectual, emotional intelligence , spiritualintelligence and organizational commitment to performance BPK auditors Riau province .The research method used is a research method deskriktif the survey approach . The collected data obtained through questionnaires , with 54 auditors . Processing and analyzing the data using the classical assumption test after test validity and reliability , then drawn a conclusion by using multiple regression statistic...

  15. Employee organizational commitment

    Directory of Open Access Journals (Sweden)

    Radosavljević Života

    2017-01-01

    Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation

  16. Controlling human corneal stromal stem cell contraction to mediate rapid cell and matrix organization of real architecture for 3-dimensional tissue equivalents.

    Science.gov (United States)

    Mukhey, Dev; Phillips, James B; Daniels, Julie T; Kureshi, Alvena K

    2017-12-05

    The architecture of the human corneal stroma consists of a highly organized extracellular matrix (ECM) interspersed with keratocytes. Their progenitor cells; corneal stromal stem cells (CSSC) are located at the periphery, in the limbal stroma. A highly organized corneal ECM is critical for effective transmission of light but this structure may be compromised during injury or disease, resulting in loss of vision. Re-creating normal organization in engineered tissue equivalents for transplantation often involves lengthy culture times that are inappropriate for clinical use or utilisation of synthetic substrates that bring complications such as corneal melting. CSSC have great therapeutic potential owing to their ability to reorganize a disorganized matrix, restoring transparency in scarred corneas. We examined CSSC contractile behavior to assess whether this property could be exploited to rapidly generate cell and ECM organization in Real Architecture For 3D Tissues (RAFT) tissue equivalents (TE) for transplantation. Free-floating collagen gels were characterized to assess contractile behavior of CSSC and establish optimum cell density and culture times. To mediate cell and collagen organization, tethered collagen gels seeded with CSSC were cultured and subsequently stabilized with the RAFT process. We demonstrated rapid creation of biomimetic RAFT TE with tunable structural properties. These displayed three distinct regions of varying degrees of cellular and collagen organization. Interestingly, increased organization coincided with a dramatic loss of PAX6 expression in CSSC, indicating rapid differentiation into keratocytes. The organized RAFT TE system could be a useful bioengineering tool to rapidly create an organized ECM while simultaneously controlling cell phenotype. For the first time, we have demonstrated that human CSSC exhibit the phenomenon of cellular self-alignment in tethered collagen gels. We found this mediated rapid co-alignment of collagen fibrils

  17. Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support.

    Science.gov (United States)

    Shore, L M; Wayne, S J

    1993-10-01

    The social exchange view of commitment (R. Eisenberger, R. Huntington, S. Hutchison, & D. Sowa, 1986) suggests that employees' perceptions of the organization's commitment to them (perceived organizational support, or POS) creates feelings of obligation to the employer, which enhances employees' work behavior. The authors addressed the question of whether POS or the more traditional commitment concepts of affective commitment (AC) and continuance commitment (CC) were better predictors of employee behavior (organizational citizenship and impression management). Participants were 383 employees and their managers. Although results showed that both AC and POS were positively related to organizational citizenship and that CC was negatively related to organizational citizenship, POS was the best predictor. These findings support the social exchange view that POS creates feelings of obligation that contribute to citizenship behaviors. In addition, CC was unrelated, whereas AC and POS were positively correlated, with some impression management behaviors.

  18. Cognitive commitments in health services marketing.

    Science.gov (United States)

    MacStravic, R S

    1985-01-01

    Armed with valid information about what people expect, health care organizations can make commitments to current and prospective patients, thereby increasing their marketing success and improving patient satisfaction.

  19. The element of opportunity to commit fraud in nonprofit organizations that inform zero fundraising and administrative expenses

    Directory of Open Access Journals (Sweden)

    Luz I. Gracia Morales

    2014-10-01

    Full Text Available Nonprofit organizations (NPOs with federal income tax exemption must file the 990 Form and answer questions about corporate governance. In this study, a logistic regression analysis was performed using the data reported in the 990 Form to examine the relation between the variables of the element of opportunity and NPOs with questionable zero administrative and fundraising expenses. The regression did not find a relation between them. However, a relation was found between one of the element of opportunity variables, the whistleblower policy, and the efficiency measure of a program expense ratio greater that 65%.

  20. Comparison of whole-body phantom designs to estimate organ equivalent neutron doses for secondary cancer risk assessment in proton therapy

    Science.gov (United States)

    Moteabbed, Maryam; Geyer, Amy; Drenkhahn, Robert; Bolch, Wesley E.; Paganetti, Harald

    2012-01-01

    Secondary neutron fluence created during proton therapy can be a significant source of radiation exposure in organs distant from the treatment site, especially in pediatric patients. Various published studies have used computational phantoms to estimate neutron equivalent doses in proton therapy. In these simulations, whole-body patient representations were applied considering either generic whole-body phantoms or generic age- and gender-dependent phantoms. No studies to date have reported using patient-specific geometry information. The purpose of this study was to estimate the effects of patient-phantom matching when using computational pediatric phantoms. To achieve this goal, three sets of phantoms, including different ages and genders, were compared to the patients’ whole-body CT. These sets consisted of pediatric age-specific reference, age-adjusted reference and anatomically sculpted phantoms. The neutron equivalent dose for a subset of out-of-field organs was calculated using the GEANT4 Monte Carlo toolkit, where proton fields were used to irradiate the cranium and the spine of all phantoms and the CT-segmented patient models. The maximum neutron equivalent dose per treatment absorbed dose was calculated and found to be on the order of 0 to 5 mSv Gy-1. The relative dose difference between each phantom and their respective CT-segmented patient model for most organs showed a dependence on how close the phantom and patient heights were matched. The weight matching was found to have much smaller impact on the dose accuracy except for very heavy patients. Analysis of relative dose difference with respect to height difference suggested that phantom sculpting has a positive effect in terms of dose accuracy as long as the patient is close to the 50th percentile height and weight. Otherwise, the benefit of sculpting was masked by inherent uncertainties, i.e. variations in organ shapes, sizes and locations. Other sources of uncertainty included errors associated

  1. Copper(I)-Catalyzed Cycloaddition of Bismuth(III) Acetylides with Organic Azides: Synthesis of Stable Triazole Anion Equivalents

    Science.gov (United States)

    Worrell, Brady T.; Ellery, Shelby P.

    2014-01-01

    Readily accessible and shelf-stable 1-bismuth(III) acetylides react rapidly and regiospecifically with organic azides in the presence of a copper(I) catalyst. The reaction tolerates many functional groups and gives excellent yields of the previously unreported, bench-stable 5-bismuth triazolides. This uniquely reactive intermediates can be further functionalized under extremely mild conditions to give fully substituted 1,2,3-triazoles. PMID:24130150

  2. Organic and conventional fruits and vegetables contain equivalent counts of Gram-negative bacteria expressing resistance to antibacterial agents.

    Science.gov (United States)

    Ruimy, Raymond; Brisabois, Anne; Bernede, Claire; Skurnik, David; Barnat, Saïda; Arlet, Guillaume; Momcilovic, Sonia; Elbaz, Sandrine; Moury, Frédérique; Vibet, Marie-Anne; Courvalin, Patrice; Guillemot, Didier; Andremont, Antoine

    2010-03-01

    Resistance to antibiotics is a major public health problem which might culminate in outbreaks caused by pathogenic bacteria untreatable by known antibiotics. Most of the genes conferring resistance are acquired horizontally from already resistant commensal or environmental bacteria. Food contamination by resistant bacteria might be a significant source of resistance genes for human bacteria but has never been precisely assessed, nor is it known whether organic products differ in this respect from conventionally produced products. We showed here, on a large year-long constructed sample set containing 399 products that, irrespective of their mode of production, raw fruits and vegetables are heavily contaminated by Gram-negative bacteria (GNB) resistant to multiple antibiotics. Most of these bacteria originate in the soil and environment. We focused on non-oxidative GNB resistant to third-generation cephalosporins, because of their potential impact on human health. Among them, species potentially pathogenic for immunocompetent hosts were rare. Of the products tested, 13% carried bacteria producing extended-spectrum beta-lactamases, all identified as Rahnella sp. which grouped into two phylotypes and all carrying the bla(RAHN) gene. Thus, both organic and conventional fruits and vegetables may constitute significant sources of resistant bacteria and of resistance genes.

  3. Family-supportive organization perceptions and organizational commitment: the mediating role of work-family conflict and enrichment and partner attitudes.

    Science.gov (United States)

    Wayne, Julie Holliday; Casper, Wendy J; Matthews, Russell A; Allen, Tammy D

    2013-07-01

    The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

  4. Postmarket Requirements and Commitments

    Data.gov (United States)

    U.S. Department of Health & Human Services — Provides information to the public on postmarket requirements and commitments. The phrase postmarket requirements and commitments refers to studies and clinical...

  5. Asymptotic and numerical prediction of current-voltage curves for an organic bilayer solar cell under varying illumination and comparison to the Shockley equivalent circuit

    KAUST Repository

    Foster, J. M.

    2013-01-01

    In this study, a drift-diffusion model is used to derive the current-voltage curves of an organic bilayer solar cell consisting of slabs of electron acceptor and electron donor materials sandwiched together between current collectors. A simplified version of the standard drift-diffusion equations is employed in which minority carrier densities are neglected. This is justified by the large disparities in electron affinity and ionisation potential between the two materials. The resulting equations are solved (via both asymptotic and numerical techniques) in conjunction with (i) Ohmic boundary conditions on the contacts and (ii) an internal boundary condition, imposed on the interface between the two materials, that accounts for charge pair generation (resulting from the dissociation of excitons) and charge pair recombination. Current-voltage curves are calculated from the solution to this model as a function of the strength of the solar charge generation. In the physically relevant power generating regime, it is shown that these current-voltage curves are well-approximated by a Shockley equivalent circuit model. Furthermore, since our drift-diffusion model is predictive, it can be used to directly calculate equivalent circuit parameters from the material parameters of the device. © 2013 AIP Publishing LLC.

  6. Job Stress and Organizational Commitment among Mentoring Coordinators

    Science.gov (United States)

    Michael, Orly; Court, Deborah; Petal, Pnina

    2009-01-01

    Purpose: This research aims to examine the impact of job stress on the organizational commitment of a random, representative sample of coordinators in the Israeli educational mentoring organization PMP. Organizational commitment, including affective, continuance and normative commitment, refers to worker relations in the organization, and how…

  7. EFFECT OF JOB SATISFACTION AND PERCEPTION OF WORK OPPORTUNITIES TO TURNOVER INTENTION WITH ORGANIZATION COMMITMENT AS INTERVENING VARIABLES: THE CASE OF HOTELS IN EAST JAVA, INDONESIA

    Directory of Open Access Journals (Sweden)

    Fitria L.

    2017-08-01

    Full Text Available This study aimed to examine the effect of job satisfaction and perceptions of job opportunities to the turnover intention and organizational commitment as an intervening variable. This study used the Theory of Reasoned Action, Two Factor Theory, Theory of Necessity, Theory of Planned Behavior and Theory of Motivation and Hope as the basis of this study. These studies use survey methods to collect data from selected samples. The chosen samples were managers who were placed at the middle management in 4-5 stars hospitality field institutions. There were 129 respondents total taken in this research. Nevertheless research trip to 5-star hotels do not provide research permit due to not accepting study from any party, therefore samples were taken from 4-star hotel in East Java for 71 respondents. This study uses Partial Least Square (PLS in test data. Research result indicates that the job satisfaction has a positive influence on turnover intention, the perception of employment opportunities positive effect on turnover intention and positive effect on job satisfaction organizational commitment. But the perception of employment opportunities negatively affect organizational commitment, organizational commitment negatively affect turnover intention, not able to mediate organizational commitment to job satisfaction and turnover intention organizational commitment are not able to mediate the perception of job opportunities to turnover intention.

  8. Work Engagement, Organizational Commitment, Self Efficacy and ...

    African Journals Online (AJOL)

    In order to enhance employees work engagement, knowledge and commitment, the organization can take proactive measures such as provide effective training, counseling, effective communication and leadership skills. This study therefore looks at work engagement, organizational commitment and self-efficacy , a tool for ...

  9. Work engagement, organizational commitment, self efficacy and ...

    African Journals Online (AJOL)

    In order to enhance employees work engagement, knowledge and commitment, the organization can take proactive measures such as provide effective training, counseling, effective communication and leadership skills. This study therefore looks at work engagement, organizational commitment and self-efficacy , a tool for ...

  10. Identification of Determinants of Organizational Commitment and ...

    African Journals Online (AJOL)

    The focus of this paper is on the identification of determinants of organizational commitment and employee job satisfaction. It is viewed as one of the basic concepts describing the relationship between an employee and an organization. In this paper determinants of organizational commitment, factors conditioning ...

  11. Reputation without commitment in finitely-repeated games

    OpenAIRE

    Yildiz, Muhamet; Weinstein, Jonathan

    2016-01-01

    In the reputation literature, players have \\emph{commitment types} which represent the possibility that they do not have standard payoffs but instead are constrained to follow a particular plan. In this paper, we show that arbitrary commitment types can emerge from incomplete information about the stage payoffs. In particular, any finitely repeated game with commitment types is strategically equivalent to a standard finitely repeated game with incomplete information about the stage payoffs. T...

  12. Factors Affecting Organizational Commitment in Navy Corpsmen.

    Science.gov (United States)

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

    2017-07-01

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

  13. The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation

    Science.gov (United States)

    Thomas, Tammara Petrill

    2013-01-01

    Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the…

  14. Relationship between persistent halogenated organic contaminants and TCDD-toxic equivalents on EROD activity and retinoid and thyroid hormone status in northern fulmars.

    Science.gov (United States)

    Helgason, Lisa B; Verreault, Jonathan; Braune, Birgit M; Borgå, Katrine; Primicerio, Raul; Jenssen, Bjørn M; Gabrielsen, Geir W

    2010-11-15

    We investigated whether the hepatic cytochrome P450 1A activity (measured as 7-ethoxyresorufin-O-deethylase (EROD)) and plasma thyroid hormone and liver retinoid concentrations were explained by liver and blood levels of halogenated organic contaminants (HOCs) in free-ranging breeding northern fulmars (Fulmarus glacialis) from Bjørnøya in the Norwegian Arctic. Hepatic EROD activity and liver levels of 2,3,7,8-tetrachlorodibenzo-p-dioxin toxic equivalents (TEQs) were positively correlated, suggesting that hepatic EROD activity is a good indicator for dioxin and dioxin-like HOC exposure in breeding northern fulmars. There were not found other strong relationships between HOC concentrations and hepatic EROD activity, plasma thyroid or liver retinoid concentrations in the breeding northern fulmars. It is suggested that the HOC levels found in the breeding northern fulmars sampled on Bjørnøya were too low to affect plasma concentrations of thyroid hormones and liver levels of retinol and retinyl palmitate, and that hepatic EROD activity is a poor indicator of polychlorinated biphenyl (PCB) and pesticide exposure. Copyright © 2010 Elsevier B.V. All rights reserved.

  15. Organizational identification and commitment: correlates of sense of belonging and affective commitment.

    Science.gov (United States)

    Dávila, Ma Celeste; Jiménez García, Gemma

    2012-03-01

    The general purpose of this work is to analyze the overlap between organizational identification and commitment. Specifically, our study focuses on the analysis of the differences and similarities between sense of belonging (a dimension of organizational identification) and affective commitment (a dimension of organizational commitment). In order to do this, we analyzed their discriminant validity and raised their relationship with variables that previous research had showed like precedent and subsequent variables of them: value congruence, perceived support, organizational citizenship behavior, and intention to continue in the organization. A total of 292 people at one organization completed surveys measuring the variables previously described. The results showed that sense of belonging and affective commitment are different concepts and they have different relationships with relation to precedent and subsequent variables. Affective commitment seems to be more useful than sense of belonging to predict organizational citizenship behavior aimed at the organization and intention to continue. Some practical implications are described.

  16. Calibrating collective commitments

    NARCIS (Netherlands)

    Dunin-Keplicz, B; Verbrugge, R; Marik,; Muller, J; Pechoucek, M

    2003-01-01

    In this paper we aim to formally model the strongest motivational attitude occurring in teamwork, collective commitment. First, building on our previous work, a logical framework is sketched in which social commitments and collective intentions are formalized. Then, different versions of collective

  17. Our commitment to quality

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-05-01

    The Office of Science Education and Technical Information (OSETI) provides leadership in leveraging the Department of Energy`s (DOE) unique scientific and technical resources to enhance the United States (U.S.) global competitiveness and the development of a diverse, well-educated, scientifically literate workforce. The Office provides scientific and technical information management policy, guidance, and services, as well as education program assistance, to a wide range of customers to help the Department contribute to the Nation`s welfare. OSETI was established in July 1993 within the Science and Technology cluster. The Office has two subcomponents, the Office of Scientific and Technical Information (OSTI), located in Oak Ridge, Tennessee, and the Office of Science Education Programs (OSEP), located in Washington, D.C. (see organization chart on page 5). OSTI, the larger of the two offices, has 164 full-time equivalent (FTE) federal staff and 100 contractor employees, while OSEP has 21 federal and 5 contractor employees.

  18. Bidding to Commit

    Directory of Open Access Journals (Sweden)

    Pat Barclay

    2017-02-01

    Full Text Available Economists and biologists have both theorized that individuals can benefit from committing to courses of action because it forces others to concede a greater share of any surpluses, but little experimental work has tested the actual benefits of such a strategy and people’s willingness to so “tie their hands.” Participants played a Battle-of-the-Sexes (Experiment 1 or Hawk–Dove game (Experiment 2, where one member of each pair could not change his or her action once played (committed, whereas the other could change actions in response (uncommitted. Committed players were more likely to achieve their preferred outcomes. When bidding to select roles, most participants preferred to be committed rather than uncommitted, though they bid slightly less than the committed role was actually worth. These results provide empirical support for people’s willingness to use commitment to their advantage and show that commitment devices (e.g., “irrational” emotions can bring long-term benefits.

  19. The Impact Of Demographic Factors On Organisational Commitment ...

    African Journals Online (AJOL)

    The Study Investigated the Impact of demographic factors on organization commitment among workers in selected work organizations in Lagos State of Nigeria. This was for the purpose of ascertaining the relevance of demographic factors on workers' commitment to organizations goal achievement in Nigeria. The ex-post ...

  20. Calculation Monte Carlo equivalent dose to organs in a treatment of prostate with Brachytherapy of high rate; Calculo Monte Carlo de dosis equivalente a organos en un tratamiento de prostata con braquiterapia de alta tasa

    Energy Technology Data Exchange (ETDEWEB)

    Candela-Juan, C.; Vijande, J.; Granero, D.; Ballester, F.; Perez-Calatayud, J.; Rivard, M. J.

    2013-07-01

    The objective of this study was to obtain equivalent dose to radiosensitive organs when applies brachytherapy high dose (HDR) with sources of 60 Co or 192 Go to a localized carcinoma of the prostate. The results are compared with those reported in the literature on treatment with protons and intensity modulated (IMRT) radiation therapy. (Author)

  1. A survey on critical factors influencing organizational commitment

    Directory of Open Access Journals (Sweden)

    Hamidreza Kheirkhah

    2014-04-01

    Full Text Available Organizational commitment is an important issue and organization attitude has become an area of study among many researchers in the fields of organizational behavior. In fact, there are many studies on human resource management where the effects of organizational commitment on other issues have been investigated and the purpose of this research is to find critical factors influencing on organizational commitment. Based on an exploration of the literature review and interviews, the proposed study of this paper extracts 24 variables and using factor analysis, we select the most important factors, which are grouped in four categories. The implementation of our factor analysis has revealed Affective commitment, Continuous commitment, Moral commitment and Enduring commitment are the most important factors influencing organizational commitment.

  2. Onderzoeksnotitie: Een vernieuwd meetinstrument voor organizational commitment

    NARCIS (Netherlands)

    Jak, S.; Evers, A.

    2010-01-01

    The prevailing model in organizational commitment research is Allen and Meyer's (1990) 3-component model of organizational commitment. They developed three scales to measure commitment, the affective commitment scale (ACS), the continuance commitment scale (CCS) and the normative commitment scale

  3. Trusted Insiders Are Committing Fraud and Embezzlement Within Organizations: Is There a Connection to Addiction, as the Motivating Factor for Their Illegal Activities?

    Science.gov (United States)

    2014-06-01

    Empirical Links to Forgery , Embezzlement, and Fraud,” Crime, Law & Social Change 49, no. 5 (June 2008): 333–47, doi:10.1007/s10611-008-9113-9; Virgil W...such activities “as committing illegal acts such as forgery , fraud, theft or embezzlement to finance gambling.”117 In a recent paper, entitled...White Collar Crimes and Casino Gambling: Looking for Empirical Links to Forgery , Embezzlement, and Fraud,” 333–47; Ricardo C. Gazel, Dan S. Rickman, and

  4. Nurse executive transformational leadership and organizational commitment.

    Science.gov (United States)

    Leach, Linda Searle

    2005-05-01

    To investigate the relationship between nurse executive leadership and organizational commitment among nurses in acute care hospitals. A key challenge for organizations is to maximize the contributions of all workers by cultivating their commitment. Nurse leaders are in a position to influence organizational commitment among nurses. The theoretical constructs underlying this study are the transformational leadership theory and the Etzioni's organizational theory. A cross-sectional, field survey of nurse executives, nurse managers, and staff nurses was conducted to assess nurse executive transformational and transactional leadership and their relationship to organizational commitment. Hypotheses were tested using correlational analysis, and univariate statistics were used to describe the sample. An inverse relationship between nurse executive transformational and transactional leadership and alienative (highly negative) organizational commitment was statistically significant. A positive association was demonstrated between nurse executive leadership and nurse manager leadership. This study supports the effect of nurse executive leadership on nurse manager leadership and on organizational commitment among nurses despite role distance. To the extent that transformational leadership is present, alienative organizational commitment is reduced. This relationship shows the importance of nurse executive leadership in organizational involvement among nurses in the dynamic context of contemporary hospital settings.

  5. Politico-economic equivalence

    DEFF Research Database (Denmark)

    Gonzalez Eiras, Martin; Niepelt, Dirk

    2015-01-01

    and a state are equivalent to another such pair if both pairs give rise to the same allocation in politico-economic equilibrium. The equivalence conditions help to identify factors that render institutional change non-neutral and to construct politico-economic equilibria in new policy regimes. We exemplify......Traditional "economic equivalence'' results, like the Ricardian equivalence proposition, define equivalence classes over exogenous policies. We derive "politico-economic equivalence" conditions that apply in environments where policy is endogenous and chosen sequentially. A policy regime...

  6. Survey of generational aspects of nurse faculty organizational commitment.

    Science.gov (United States)

    Carver, Lara; Candela, Lori; Gutierrez, Antonio P

    2011-01-01

    To describe organizational commitment and generational differences in nursing faculty. The study provides new knowledge on generational differences in organizational commitment among nursing faculty with regard to work values, perceived organizational support, perceived person-organization fit, developmental experiences, and global job satisfaction. A cross-sectional, descriptive design was used with random stratified sampling procedures. Surveys measuring organizational commitment and related constructs were sent electronically to 4886 faculty, yielding a 30% response rate. Significant differences were noted between generations of faculty regarding organizational commitment and related measures. Include specific strategies for fostering commitment from each generation. Copyright © 2011 Elsevier Inc. All rights reserved.

  7. Analysis of issues related to organizational commitment of extension ...

    African Journals Online (AJOL)

    Organizational commitment of extension personnel in Oyo and Ogun States Agricultural Development Programmes was studied. Organizational commitment is the degree to which the organization members identify with the values and goals of their organization. A census of the extension personnel in both OYSADEP (312) ...

  8. Sharing The Fire: The igniting role of transformational leadership on the relationship between public managers’ and employees’ organizational commitment

    OpenAIRE

    Camilla Denager Staniok; Christian Bøtcher Jacobsen

    2014-01-01

    Seminal articles on organizational commitment in public organizations have assumed that employees reciprocate the attitudes of their peers, but recent studies suggest that the impact of managers’ organizational commitment on employees’ organizational commitment depends on how leaders convey their organizational commitment. In this study we investigate how transformational leadership moderates the relationship between mangers’ and employees’ organizational commitment. Multilevel data from surv...

  9. Committed Sport Event Volunteers

    Science.gov (United States)

    Han, Keunsu; Quarterman, Jerome; Strigas, Ethan; Ha, Jaehyun; Lee, Seungbum

    2013-01-01

    The purpose of this study was to investigate the relationships among selected demographic characteristics (income, education and age), motivation and commitment of volunteers at a sporting event. Three-hundred and five questionnaires were collected from volunteers in a marathon event and analyzed using structural equation modeling (SEM). Based on…

  10. Commitment to Peace.

    Science.gov (United States)

    Montessori, Renilde

    1995-01-01

    This reprint from a 1985 issue of "The NAMTA Journal" discusses the ideas of Maria Montessori and Erich Fromm in relation to world peace and the role of education in promoting peace. Also examines the nature of conflict, war, and peace, and the need to commit oneself to peace. (MDM)

  11. The Fold of Commitment

    DEFF Research Database (Denmark)

    Raastrup Kristensen, Anders; Pedersen, Michael

    2016-01-01

    This paper serves two purposes. First, a rereading of Douglas McGregor’s An uneasy look at performance appraisal serves to show how McGregor’s conceptualization of commitment as a question of integrating personal goals with organizational purpose has helped shape founding the modern understanding...

  12. Comprometimento calculativo e retaliação: visão integrada dos conceitos em uma organização pública Calculative commitment and retaliation: an integrated view of the concepts in a public organization

    Directory of Open Access Journals (Sweden)

    Letícia Gomes Maia

    2011-12-01

    Full Text Available Este artigo objetivou colaborar para a revisão da multidimensionalidade do conceito de comprometimento e para o desenvolvimento da relevante temática de pesquisa sobre os desvios de comportamento no ambiente de trabalho, por meio da discussão sobre a base calculativa do comprometimento e sua relação com comportamentos de negligência como forma de reação a um estado de insatisfação. A pesquisa teve a perspectiva quantitativa e foi realizada em uma organização pública com representações em dez capitais do Brasil. A amostragem foi aleatória e estratificada, proporcional por área de atuação dentro da organização, e resultou em 519 respondentes. Os instrumentos utilizados foram a Escala de percepção e julgamento da retaliação organizacional e a Escala de comprometimento organizacional calculativo. Os resultados demonstram que os funcionários dessa organização possuem um baixo nível de comprometimento calculativo e baixa percepção de retaliação, o que indica uma relação positiva entre os dois constructos. Esses resultados corroboram outras pesquisas, que demonstram correlações positivas entre a base calculativa e comportamentos indesejáveis, de maneira oposta às outras bases do comprometimento, e, dessa forma, ratificam a sugestão de retirada da base calculativa e o tratamento desse conceito de forma separada, como entrincheiramento organizacional.This article aims to contribute to the revision of the multidimensionality of the concept of commitment and the development of relevant research on the subject of misbehavior in the workplace, through the discussion on the basis of calculative commitment and its relation to behavior of negligence as a reaction to a state of dissatisfaction. The research was quantitative and the prospect was held in a public organization with offices in ten cities of Brazil. The sampling was random and stratified proportional by area of operation and resulted in 519 respondents. The

  13. The organizational commitment and its relation to certain demographic and psychological factors

    OpenAIRE

    Arias Galicia, Fernando; Facultad de Contaduría y Administración, Universidad Nacional Autónoma de México, México; Varela Sosa, Daniel; Facultad de Ciencias Administrativas y Relaciones Industriales, Universidad de San Martín de Porres, Lima, Perú; Loli Pineda, Alejandro; Facultad de Psicología, Universidad Nacional Mayor de San Marcos, Lima, Perú; Quintana Otiniano, María; Facultad de Ciencias Administrativas y Relaciones Industriales, Universidad de San Martín de Porres, Lima, Perú

    2014-01-01

    One looks for to know the relation that exists between the organizational commitment and some demographic variables (studied by Mathieu and Zajac) in a sample of 190 people with a high education, originating of diverse varied organizations and so large. Was high correlation between affective commitment and general satisfaction with the work, also between affective commitment and commitment with the work, just as affective commitment and clarity of the roll. However the relation with hierarchy...

  14. Sustainability Marketing Commitment

    DEFF Research Database (Denmark)

    Tollin, Karin; Bech Christensen, Lars

    2017-01-01

    Corporate sustainability is an important strategy and value orientation for marketing, but scarce research addresses the organizational drivers and barriers to including it in companies’ marketing strategies and processes. The purpose of this study is to determine levels of commitment to corporate...... sustainability in marketing, processes associated with sustainability marketing commitment, drivers of sustainability marketing at the functional level of marketing, and its organizational context. Using survey data from 269 managers in marketing, covering a broad range of industries in Sweden and Denmark, we...... took a structural modelling approach to examine construct relationships, mediation, and moderation effects. Overall, the findings show that marketing capabilities associated with the innovation of new products, services, and business models constitute a strong driver to leverage sustainability...

  15. Resistance, Justice, and Commitment to Change

    Science.gov (United States)

    Foster, Rex D.

    2010-01-01

    This research focused on individual responses to organizational change by exploring the relationships among individual resistance, organizational justice, and commitment to change following organizational change implementations in three organizations. To accomplish this, Web-based questionnaires were used to gather individual-level quantitative…

  16. Estimates of internal-dose equivalent from inhalation and ingestion of selected radionuclides

    Energy Technology Data Exchange (ETDEWEB)

    Dunning, D.E.

    1982-01-01

    This report presents internal radiation dose conversion factors for radionuclides of interest in environmental assessments of nuclear fuel cycles. This volume provides an updated summary of estimates of committed dose equivalent for radionuclides considered in three previous Oak Ridge National Laboratory (ORNL) reports. Intakes by inhalation and ingestion are considered. The International Commission on Radiological Protection (ICRP) Task Group Lung Model has been used to simulate the deposition and retention of particulate matter in the respiratory tract. Results corresponding to activity median aerodynamic diameters (AMAD) of 0.3, 1.0, and 5.0 ..mu..m are given. The gastorintestinal (GI) tract has been represented by a four-segment catenary model with exponential transfer of radioactivity from one segment to the next. Retention of radionuclides in systemic organs is characterized by linear combinations of decaying exponential functions, recommended in ICRP Publication 30. The first-year annual dose rate, maximum annual dose rate, and fifty-year dose commitment per microcurie intake of each radionuclide is given for selected target organs and the effective dose equivalent. These estimates include contributions from specified source organs plus the systemic activity residing in the rest of the body; cross irradiation due to penetrating radiations has been incorporated into these estimates. 15 references.

  17. THE COCHLEA AS AN INDEPENDENT NEUROENDOCRINE ORGAN: EXPRESSION AND POSSIBLE ROLES OF A LOCAL HYPOTHALAMIC-PITUITARY-ADRENAL AXIS-EQUIVALENT SIGNALING SYSTEM

    Science.gov (United States)

    Basappa, Johnvesly; Graham, Christine E.; Turcan, Sevin; Vetter, Douglas E.

    2012-01-01

    A key property possessed by the mammalian cochlea is its ability to dynamically alter its own sensitivity. Because hair cells and ganglion cells are prone to damage following exposure to loud sound, extant mechanisms limiting cochlear damage include modulation involving both the mechanical (via outer hair cell motility) and neural signaling (via inner hair cell-ganglion cell synapses) steps of peripheral auditory processing. Feedback systems such as that embodied by the olivocochlear system can alter sensitivity, but respond only after stimulus encoding, allowing potentially damaging sounds to impact the inner ear before sensitivity is adjusted. Less well characterized are potential cellular signaling systems involved in protection against metabolic stress and resultant damage. Although pharmacological manipulation of the olivocochlear system may hold some promise for attenuating cochlear damage, targeting this system may still allow damage to occur that does not depend on a fully functional feedback loop for its mitigation. Thus, understanding endogenous cell signaling systems involved in cochlear protection may lead to new strategies and therapies for prevention of cochlear damage and consequent hearing loss. We have recently discovered a novel cochlear signaling system that is molecularly equivalent to the classic hypothalamic-pituitary-adrenal (HPA) axis. This cochlear HPA-equivalent system functions to balance auditory sensitivity and susceptibility to noise-induced hearing loss, and also protects against cellular metabolic insults resulting from exposures to ototoxic drugs. This system may represent a local cellular response system designed to mitigate damage arising from various types of insult. PMID:22484018

  18. Investigation of the Relationship between Organizational Trust and Organizational Commitment

    Science.gov (United States)

    Bastug, Gülsüm; Pala, Adem; Kumartasli, Mehmet; Günel, Ilker; Duyan, Mehdi

    2016-01-01

    Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational…

  19. BENEFICIAL COALITIONS: KNOWLEDGE MANAGEMENT AND DEVELOPMENT OF EMPLOYEE COMMITMENT

    Directory of Open Access Journals (Sweden)

    Renata Winkler

    2015-06-01

    Full Text Available Presently, knowledge is considered as the most strategic resource of organizations. The literature on the subject often raises the issues of commitment. The purpose of the article was to discuss the associations between knowledge management and employee commitment. The article presents the stages of knowledge management and describes the category of commitment, taking account of several criteria. In the opinion of the authors, from the point of view of knowledge management particular importance can be attained to the way qualifications, skills, predispositions and knowledge of employees will be used, which, in turn, depends on "quality" of their commitment (its type, intensity, dimension and direction in achieving organizational goals.

  20. ANTECEDENTS OF ORGANIZATIONAL COMMITMENT OF BANKING SECTOR EMPLOYEES IN PAKISTAN

    Directory of Open Access Journals (Sweden)

    Abdullah

    2012-02-01

    Full Text Available The aim of this study was to check the association of factors like work environment, job security,pay satisfaction and participation in decision making; with organizational commitment of theemployees, working in the banking sector of Pakistan. Two hundred and fifteen (215 responses toquestionnaire-based survey were collected from managerial and non-managerial employees, andanalyzed. The analysis showed positive correlations between the dependent and independentvariables. The relation between job security and organizational commitment was the most significant,indicating that a secure job can yield higher level of commitment. Work environment also had asignificant relation with organizational commitment, showing that a healthy and friendly workenvironment may enhance an employee’s commitment towards his work and organization. Paysatisfaction and participation in decision-making had low correlations with organizationalcommitment. Age and tenure seemed to affect the commitment of employees, with highercommitment shown for higher age and tenure; whereas gender did not show significant change incommitment level of employees.

  1. A Literature Review on Organizational Commitment – A Comprehensive Summary

    Directory of Open Access Journals (Sweden)

    Sayani Ghosh

    2014-12-01

    Full Text Available The paper encapsulates the evolution of the concept of organizational commitment, and its constructs. It focuses and analyses the literature findings of organizational commitments over the last five decades. It categorizes the approaches into six broad eras, each era being an extension and modification over the preceding ones. This review paper brings to the fore the theories that have emerged in the body of knowledge regarding commitment in organizations in a chronological order, starting from the side bet theory to the more recent multiple commitment approach. The gaps in the theories proposed have been identified and reviewed critically. It is difficult to conceptualize and measure organizational commitment as it encompasses a vast and highly diverse body of knowledge. Due to this it becomes difficult to interpret and conclude from the existing bodies of literature. The paper also highlights the importance of recognizing the individual/employee‟s perspective towards organizational commitment.

  2. [Acceptance and commitment therapy].

    Science.gov (United States)

    Ducasse, D; Fond, G

    2015-02-01

    Acceptance and commitment therapy (ACT) is a third generation of cognitive-behavioral therapies. The point is to help patients to improve their psychological flexibility in order to accept unavoidable private events. Thus, they have the opportunity to invest energy in committed actions rather than struggle against their psychological events. (i) To present the ACT basic concepts and (ii) to propose a systematic review of the literature about effectiveness of this kind of psychotherapy. (i) The core concepts of ACT come from Monestès (2011), Schoendorff (2011), and Harris (2012); (ii) we conducted a systematic review of the literature using the PRISMA's criteria. The research paradigm was « acceptance and commitment therapy AND randomized controlled trial ». The bases of the MEDLINE, Cochrane and Web of science have been checked. Overall, 61 articles have been found, of which, after reading the abstracts, 40 corresponded to the subject of our study. (I) Psychological flexibility is established through six core ACT processes (cognitive defusion, acceptance, being present, values, committed action, self as context), while the therapist emphasizes on experiential approach. (II) Emerging research shows that ACT is efficacious in the psychological treatment of a wide range of psychiatric problems, including psychosis, depression, obsessive-compulsive disorder, trichotillomania, generalized anxiety disorder, post-traumatic stress disorder, borderline personality disorder, eating disorders. ACT has also shown a utility in other areas of medicine: the management chronic pain, drug-dependence, smoking cessation, the management of epilepsy, diabetic self-management, the management of work stress, the management of tinnitus, and the management of multiple sclerosis. Meta-analysis of controlled outcome studies reported an average effect size (Cohen's d) of 0.66 at post-treatment (n=704) and 0.65 (n=580) at follow-up (on average 19.2 weeks later). In studies involving

  3. Treating Inpatients with Comorbid Depression and Alcohol Use Disorders: A Comparison of Acceptance and Commitment Therapy

    Science.gov (United States)

    Petersen, Connie L.; Zettle, Robert D.

    2009-01-01

    Inpatients involuntarily committed to a chemical dependency unit and exhibiting a co-occurring depressive disorder received either individual sessions of acceptance and commitment therapy (ACT) or treatment as usual (TAU) within the context of an ongoing 12-step program. Results indicated significant, but equivalent, reductions in levels of…

  4. Employee Resilience and OCB: Mediating Effects of Organizational Commitment

    National Research Council Canada - National Science Library

    Paul, Happy; Bamel, Umesh Kumar; Garg, Pooja

    2016-01-01

    .... Towards this, the study examines the mediating role of organizational commitment. In the light of identified research gaps, the study explores the mechanism of the relationship between resilience and OCB in the context of Indian organizations...

  5. Beijing: a conference of commitments?

    Science.gov (United States)

    Davis, S

    1996-05-01

    The author of this article holds the view that the Declaration and Platform for Action at the UN Fourth World Conference on Women held in Beijing in 1995 was the product of the most highly participatory process ever organized under the auspices of the UN. The Declaration and Platform expressed the strongest views on gender equality, empowerment, and justice that governments have ever endorsed. These documents were the consolidation of gains made by women in previous UN conferences. The 135-page Platform can be used at all levels of decision making. Governments and international can be held accountable for its provisions. The Platform exposes the problems violence and exploitation against women and girls as well as the revelation that environmental destruction is due to an unsustainable pattern of consumption and production, particularly in developed countries. Conference participants included about 3000 nongovernmental groups (NGOs). The Women's Linkage Caucus and WEDO served to facilitate the advocacy process by providing briefings on text still under negotiation and providing on-line recommendations from the 1995 and 1994 Commission on the Status of Women preparatory committee meetings. A scoreboard that tracked government's commitment at the 1995 preparatory committee meetings was reinstated in Beijing. The information was conveyed on the Internet. The European Union is credited with diluting the language about government commitment to the Platform. Governments are still given responsibility for implementation, and the need for political will is stressed (paragraph 293). Paragraph 297 indicates the process for implementation of the Platform and coordination with NGOs. Although the Platform recognizes the importance of women's groups and other NGOs, the responsibility for implementation is still given to governments.

  6. System equivalent model mixing

    NARCIS (Netherlands)

    Klaassen, Steven W.B.; van der Seijs, M.V.; de Klerk, D.

    2017-01-01

    This paper introduces SEMM: a method based on Frequency Based Substructuring (FBS) techniques that enables the construction of hybrid dynamic models. With System Equivalent Model Mixing (SEMM) frequency based models, either of numerical or experimental nature, can be mixed to form a hybrid model.

  7. Equivalent Quantum Circuits

    OpenAIRE

    Garcia-Escartin, Juan Carlos; Chamorro-Posada, Pedro

    2011-01-01

    Quantum algorithms and protocols are often presented as quantum circuits for a better understanding. We give a list of equivalence rules which can help in the analysis and design of quantum circuits. As example applications we study quantum teleportation and dense coding protocols in terms of a simple XOR swapping circuit and give an intuitive picture of a basic gate teleportation circuit.

  8. Organizational Climate and Teacher Commitment

    Science.gov (United States)

    Douglas, Stephen Michael

    2010-01-01

    This study examined the relationship of school climate and teacher commitment in elementary schools in Alabama. A total of 67 elementary schools were surveyed and 1353 teachers voluntarily participated in the study. The instruments used in this study were the Organizational Climate Index (OCI) and the Organizational Commitment Questionnaire (OCQ).…

  9. Nurses' perception of ethical climate and organizational commitment.

    Science.gov (United States)

    Borhani, Fariba; Jalali, Tayebe; Abbaszadeh, Abbas; Haghdoost, Aliakbar

    2014-05-01

    The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses' perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson's correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment.

  10. Alcohol breeds empty goal commitments.

    Science.gov (United States)

    Sevincer, A Timur; Oettingen, Gabriele

    2009-08-01

    According to alcohol-myopia theory (C. M. Steele & R. A. Josephs, 1990), alcohol leads individuals to disproportionally focus on the most salient aspects of a situation and to ignore peripheral information. The authors hypothesized that alcohol leads individuals to strongly commit to their goals without considering information about the probability of goal attainment. In Study 1, participants named their most important interpersonal goal, indicated their expectations of successfully attaining it, and then consumed either alcohol or a placebo. In contrast to participants who consumed a placebo, intoxicated participants felt strongly committed to their goals despite low expectations of attaining them. In Study 2, goal-directed actions were measured over time. Once sober again, intoxicated participants with low expectations did not follow up on their strong commitments. Apparently, when prospects are bleak, alcohol produces empty goal commitments, as commitments are not based on individuals' expectations of attaining their goals and do not foster goal striving over time.

  11. [The relationships among occupational and organizational commitment, human relations in the workplace, and well-being in nurses].

    Science.gov (United States)

    Sawada, Tadayuki

    2013-12-01

    This study examined the relationship among human relations in the workplace, job involvement, affective commitment and continuance commitment with occupational and organizational commitment, and well-being. Questionnaires were completed by 855 female nurses who worked in four public hospitals (mean age = 32.6 years). The results of factor analysis showed that each component of the vocational constructs was distinguishable from the others. Path analysis showed that human relations in the workplace directly influenced job involvement and affective commitment both to the occupation and to the organization. Job involvement in turn directly influenced affective commitment and continuance commitment to the occupation. Job involvement also influenced affective commitment to the organization directly, and indirectly through affective commitment to the occupation. Finally, it was found that human relations in the workplace and affective commitment to the occupation positively influenced well-being; continuance commitment to the occupation was a negative influence. Theoretical and practical implications are discussed.

  12. Establishing Substantial Equivalence: Metabolomics

    Science.gov (United States)

    Beale, Michael H.; Ward, Jane L.; Baker, John M.

    Modern ‘metabolomic’ methods allow us to compare levels of many structurally diverse compounds in an automated fashion across a large number of samples. This technology is ideally suited to screening of populations of plants, including trials where the aim is the determination of unintended effects introduced by GM. A number of metabolomic methods have been devised for the determination of substantial equivalence. We have developed a methodology, using [1H]-NMR fingerprinting, for metabolomic screening of plants and have applied it to the study of substantial equivalence of field-grown GM wheat. We describe here the principles and detail of that protocol as applied to the analysis of flour generated from field plots of wheat. Particular emphasis is given to the downstream data processing and comparison of spectra by multivariate analysis, from which conclusions regarding metabolome changes due to the GM can be assessed against the background of natural variation due to environment.

  13. From equivalence to adaptation

    Directory of Open Access Journals (Sweden)

    Paulina Borowczyk

    2009-01-01

    Full Text Available The aim of this paper is to illustrate in which cases the translators use the adaptation when they are confronted with a term related to sociocultural aspects. We will discuss the notions of equivalence and adaptation and their limits in the translation. Some samples from Arte TV news and from the American film Shrek translated into Polish, German and French will be provided as a support for this article.

  14. The interplay between organizational commitment and personal values

    Directory of Open Access Journals (Sweden)

    Alicia Omar

    2015-09-01

    Full Text Available The study of employee’s commitment is capturing the attention of managers and researchers. Besides being one of the most effective alternatives for achieving the organizational goals, the importance of organizational commitment (OC lies in its ability to influence the efficiency and the wellbeing of members of an organization. The article examines the relationships between personal values and components of OC. Participants were selected from twelve Argentinean organizations. Subjects completed a questionnaire of personal data, and two scales to measure individualism- collectivism (vertical and horizontal, and organizational commitment, respectively. All subjects were classified into eight subgroups, after dichotomizing by median each dimensions of values (HI: horizontal individualism; VI: vertical individualism; HC: horizontal collectivism, and HV: vertical collectivism. The four most representative subgroups (N= 162 were selected, that is, who exhibited high scores in one of the four dimensions and lows in the remaining three. In such subgroups were calculated analysis of variance, post-hoc comparison tests, and correlation analysis. The more significant findings can be summarized in the following items: a collectivists (HC or VC show a higher level of affective commitment, while individualists relate to their companies through normative or continuance commitment; b women and senior employees exhibit greater levels of affective and normative commitment; c managers, employees with higher academic degree, and employees of large companies, feel attached to their organizations through normative commitment; d continuance commitment seems to work differently than affective and normative commitment because it has no associations with any of the socio-demographic variables studied. Strengths and limitations of the study are discussed, and suggestions are made for future research. 

  15. Balancing organizational and professional commitments in Professional Service Firm

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Becker, Karen

    2015-01-01

    financial investment firms. Our findings suggest that in professional service firms, HR practices encourage high levels of organizational commitment primarily and most often through their influence on professional commitment and that HR practices related to flexible work design are essential in creating......Due to their potential to positively influence sales quality and performance and reduce employee turnover in service organizations, HR practices targeting employee commitment have received considerable attention in the HRM literature in recent years. Parallel to this, there has been increasing...

  16. Radiotherapy for stage I seminoma of the testis: Organ equivalent dose to partially in-field structures and second cancer risk estimates on the basis of a mechanistic, bell-shaped, and plateau model

    Energy Technology Data Exchange (ETDEWEB)

    Mazonakis, Michalis, E-mail: mazonak@med.uoc.gr; Damilakis, John [Department of Medical Physics, Faculty of Medicine, University of Crete, P.O. Box 2208, Iraklion, Crete 71003 (Greece); Varveris, Charalambos; Lyraraki, Efrossyni [Department of Radiotherapy and Oncology, University Hospital of Iraklion, Iraklion, Crete 71110 (Greece)

    2015-11-15

    Purpose: The aim of the current study was to (a) calculate the organ equivalent dose (OED) and (b) estimate the associated second cancer risk to partially in-field critical structures from adjuvant radiotherapy for stage I seminoma of the testis on the basis of three different nonlinear risk models. Methods: Three-dimensional plans were created for twelve patients who underwent a treatment planning computed tomography of the abdomen. The plans for irradiation of seminoma consisted of para-aortic anteroposterior and posteroanterior fields giving 20 Gy to the target site with 6 MV photons. The OED of stomach, colon, liver, pancreas, and kidneys, that were partially included in the treatment volume, was calculated using differential dose–volume histograms. The mechanistic, bell-shaped, and plateau models were employed for these calculations provided that organ-specific parameters were available for the subsequent assessment of the excess absolute risk (EAR) for second cancer development. The estimated organ-specific lifetime risks were compared with the respective nominal intrinsic probabilities for cancer induction. Results: The mean OED, which was calculated from the patients’ treatment plans, varied from 0.54 to 6.61 Gy by the partially in-field organ of interest and the model used for dosimetric calculations. The difference between the OED of liver derived from the mechanistic model with those from the bell-shaped and plateau models was less than 1.8%. An even smaller deviation of 1.0% was observed for colon. For the rest organs of interest, the differences between the OED values obtained by the examined models varied from 8.6% to 50.0%. The EAR for stomach, colon, liver, pancreas, and kidney cancer induction at an age of 70 yr because of treatment of a typical 39-yr-old individual was up to 4.24, 11.39, 0.91, 3.04, and 0.14 per 10 000 persons-yr, respectively. Patient’s irradiation was found to elevate the lifetime intrinsic risks by 8.3%–63.0% depending

  17. Comments on TNT Equivalence

    Energy Technology Data Exchange (ETDEWEB)

    Cooper, P.W.

    1994-07-01

    The term ``TNT Equivalence`` is used throughout the explosives and related industries to compare the effects of the output of a given explosive to that of TNT. This is done for technical design reasons in scaling calculation such as for the prediction of blast waves, craters, and structural response, and is also used as a basis for government regulations controlling the shipping, handling and storage of explosive materials, as well as for the siting and design of explosive facilities. TNT equivalence is determined experimentally by several different types of tests, the most common of which include: plate dent, ballistic mortar, trauzl, sand crush, and air blast. All of these tests do not necessarily measure the same output property of the sample explosive. As examples of this, some tests depend simply upon the CJ pressure, some depend upon the PV work in the CJ zone and in the Taylor wave behind the CJ plane, some are functions of the total work which includes that from secondary combustion in the air mixing region of the fireball and are acutely effected by the shape of the pressure-time profile of the wave. Some of the tests incorporate systematic errors which are not readily apparent, and which have a profound effect upon skewing the resultant data. Further, some of the tests produce different TNT Equivalents for the same explosive which are a function of the conditions at which the test is run. This paper describes the various tests used, discusses the results of each test and makes detailed commentary on what the test is actually measuring, how the results may be interpreted, and if and how these results can be predicted by first principals based calculations. Extensive data bases are referred to throughout the paper and used in examples for each point in the commentaries.

  18. Equivalence, commensurability, value

    DEFF Research Database (Denmark)

    Albertsen, Niels

    2017-01-01

    Deriving value in Capital Marx uses three commensurability arguments (CA1-3). CA1 establishes equivalence in exchange as exchangeability with the same third commodity. CA2 establishes value as common denominator in commodities: embodied abstract labour. CA3 establishes value substance...... as commonality of labour: physiological labour. Tensions between these logics have permeated Marxist interpretations of value. Some have supported value as embodied labour (CA2, 3), others a monetary theory of value and value as ‘pure’ societal abstraction (ultimately CA1). They all are grounded in Marx....

  19. Alcohol myopia and goal commitment

    OpenAIRE

    Sevincer, A. Timur; Oettingen, Gabriele

    2014-01-01

    According to alcohol myopia theory, acute alcohol consumption leads people to disproportionally focus on the salient rather than the peripheral aspects of a situation. We summarize various studies exploring how myopic processes resulting from acute alcohol intake affect goal commitment. After consuming alcohol student participants felt strongly committed to an important personal goal even though they had low expectations of successfully attaining the goal. However, once intoxicated participan...

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

    Science.gov (United States)

    Kebriaei, A; Rakhshaninejad, M; Mohseni, M

    2014-12-01

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

  1. Alcohol myopia and goal commitment

    Directory of Open Access Journals (Sweden)

    A. Timur Sevincer

    2014-03-01

    Full Text Available According to alcohol-myopia theory, acute alcohol consumption leads people to disproportionally focus on the salient rather than the peripheral aspects of a situation. We summarize various studies exploring how myopic processes resulting from acute alcohol intake affect goal commitment. After consuming alcohol student participants felt strongly committed to an important personal goal even though they had low expectations of successfully attaining the goal. However, once intoxicated participants were sober again (i.e., not myopic anymore they failed to act on their goal commitment. In line with alcohol-myopia theory, strong goal commitment as a result of alcohol intake was mediated by intoxicated (vs. sober participants disproportionally focusing on the desirability rather than the feasibility of their goal. Further supporting alcohol-myopia theory, when the low feasibility of attaining a particular goal was experimentally made salient (either explicitly or implicitly by subliminal priming, intoxicated participants felt less committed than those who consumed a placebo. We discuss these effects of acute alcohol intake in the context of research on the effects of chronic alcohol consumption on goal commitment.

  2. Committed warming inferred from observations

    Science.gov (United States)

    Mauritsen, Thorsten; Pincus, Robert

    2017-09-01

    Due to the lifetime of CO2, the thermal inertia of the oceans, and the temporary impacts of short-lived aerosols and reactive greenhouse gases, the Earth’s climate is not equilibrated with anthropogenic forcing. As a result, even if fossil-fuel emissions were to suddenly cease, some level of committed warming is expected due to past emissions as studied previously using climate models. Here, we provide an observational-based quantification of this committed warming using the instrument record of global-mean warming, recently improved estimates of Earth’s energy imbalance, and estimates of radiative forcing from the Fifth Assessment Report of the Intergovernmental Panel on Climate Change. Compared with pre-industrial levels, we find a committed warming of 1.5 K (0.9-3.6, 5th-95th percentile) at equilibrium, and of 1.3 K (0.9-2.3) within this century. However, when assuming that ocean carbon uptake cancels remnant greenhouse gas-induced warming on centennial timescales, committed warming is reduced to 1.1 K (0.7-1.8). In the latter case there is a 13% risk that committed warming already exceeds the 1.5 K target set in Paris. Regular updates of these observationally constrained committed warming estimates, although simplistic, can provide transparent guidance as uncertainty regarding transient climate sensitivity inevitably narrows and the understanding of the limitations of the framework is advanced.

  3. A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

    Science.gov (United States)

    Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

    2012-07-01

    The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

  4. Predictors of new graduate nurses' organizational commitment during a nurse residency program.

    Science.gov (United States)

    Bratt, Marilyn Meyer; Felzer, Holly M

    2012-01-01

    Retaining newly graduated nurses is critical for organizations because of the significant cost of turnover. Since commitment to an organization is associated with decreased turnover intent, understanding factors that influence new graduates' organizational commitment is important. In a sample of nurse residency program participants, predictors of organizational commitment over time were explored. Perceptions of the work environment, particularly job satisfaction and job stress, were found to be most influential.

  5. Establishing Substantial Equivalence: Proteomics

    Science.gov (United States)

    Lovegrove, Alison; Salt, Louise; Shewry, Peter R.

    Wheat is a major crop in world agriculture and is consumed after processing into a range of food products. It is therefore of great importance to determine the consequences (intended and unintended) of transgenesis in wheat and whether genetically modified lines are substantially equivalent to those produced by conventional plant breeding. Proteomic analysis is one of several approaches which can be used to address these questions. Two-dimensional PAGE (2D PAGE) remains the most widely available method for proteomic analysis, but is notoriously difficult to reproduce between laboratories. We therefore describe methods which have been developed as standard operating procedures in our laboratory to ensure the reproducibility of proteomic analyses of wheat using 2D PAGE analysis of grain proteins.

  6. What's love got to do with it? Investigating consumer commitment in health care.

    Science.gov (United States)

    Kemp, Elyria; Poole, Sonja Martin

    2017-01-01

    Building relationships with patients to create patient-centered care is critical to the success of health care organizations. A core element in relationships is commitment. Commitment may be based on affect and emotions, perceived costs, and even obligation. This research proposes that three types of commitment-affective, continuance, and normative commitment-differentially impact consumer purchase loyalty, attitudinal loyalty, and advocacy for a health care provider. To examine the impact of commitment type on consumer relationships, exploratory data were garnered and surveys were administered. Findings are discussed and implications for health care marketing managers in developing successful relationships with consumers are delineated.

  7. Relationships among perceived career support, affective commitment, and work engagement.

    Science.gov (United States)

    Poon, June M L

    2013-01-01

    This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full-time employees enrolled as part-time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.

  8. Dietary exposure of mink (Mustela vison) to fish from the Housatonic River, Berkshire County, Massachusetts, USA: Effects on organ weights and histology and hepatic concentrations of polychlorinated biphenyls and 2,3,7,8-tetrachlorodibenzo-p-dioxin toxic equivalence

    Science.gov (United States)

    Bursian, Steven J.; Sharma, Chanda; Aulerich, Richard J.; Yamini, Behzad; Mitchell, Rachel R.; Beckett, Kerrie J.; Orazio, Carl E.; Moore, Dwayne; Svirsky, Susan; Tillitt, Donald E.

    2006-01-01

    The effects of feeding ranch mink (Mustela vison) diets containing polychlorinated biphenyl (PCB)-contaminated fish (88 gold fish [Carassius auratus] weighing a total of 70.3 kg and 16 carp [Cyprinus carpio] weighing a total of 77.3 kg) collected from the Housatonic River (HR; Berkshire County, MA, USA) in October 1999 on organ weights and histology and hepatic concentrations of total PCBs (ΣPCBs) and 2,3,7,8-tetrachlorodibenzo-p-dioxin toxic equivalence (TEQ) were evaluated. Diets contained 0.22 to 3.54% HR fish, which provided 0.34 to 3.7 μg ΣPCBs/g feed (3.5-69 pg TEQ/g feed). Female mink were fed the diets eight weeks before breeding through weaning of kits at six weeks of age. Offspring were maintained on their respective diets for an additional 180 d. The dietary concentration of PCBs that caused a decrease in kit survival (3.7 μg ΣPCBs/g feed [69 pg TEQ/g]) resulted in a maternal hepatic concentration of 3.1 μg ΣPCBs/g wet weight (218 pg TEQ/g). Organ weights were not consistently affected. Mandibular and maxillary squamous cell proliferation was apparent in 31-week-old juveniles exposed to as low as 0.96 (xg ΣPCBs/g feed (9.2 pg TEQ/g). Juveniles in this treatment group had a liver concentration of 1.7 μg ΣPCBs/g wet weight (40 pg TEQ/g). Because inclusion of PCB-contaminated fish, which comprised approximately 1% of the diet, resulted in mandibular and maxillary squamous cell proliferation, it is possible that consumption of up to 30-fold that quantity of HR fish, as could be expected for wild mink, would result in more severe lesions characterized by loss of teeth, thus impacting survivability.

  9. Company, country, connections: counterfactual origins increase organizational commitment, patriotism, and social investment.

    Science.gov (United States)

    Ersner-Hershfield, Hal; Galinsky, Adam D; Kray, Laura J; King, Brayden G

    2010-10-01

    Four studies examined the relationship between counterfactual origins--thoughts about how the beginning of organizations, countries, and social connections might have turned out differently--and increased feelings of commitment to those institutions and connections. Study 1 found that counterfactually reflecting on the origins of one's country increases patriotism. Study 2 extended this finding to organizational commitment and examined the mediating role of poignancy. Study 3 found that counterfactual reflection boosts organizational commitment even beyond the effects of other commitment-enhancing appeals and that perceptions of fate mediate the positive effect of counterfactual origins on commitment. Finally, Study 4 temporally separated the counterfactual manipulation from a behavioral measure of commitment and found that counterfactual reflection predicted whether participants e-mailed social contacts 2 weeks later. The robust relationship between counterfactual origins and commitment was found across a wide range of companies and countries, with undergraduates and M.B.A. students, and for attitudes and behaviors.

  10. Biomonitoring Equivalents for selenium.

    Science.gov (United States)

    Hays, Sean M; Macey, Kristin; Nong, Andy; Aylward, Lesa L

    2014-10-01

    Selenium is an essential nutrient for human health with a narrow range between essentiality and toxicity. Selenium is incorporated into several proteins that perform important functions in the body. With insufficient selenium intake, the most notable effect is Keshan disease, an endemic cardiomyopathy in children. Conversely, excessive selenium intake can result in selenosis, manifested as brittle nails and hair and gastro-intestinal disorders. As such, guidance values have been established to protect against both insufficient and excessive selenium exposures. Dietary Reference Intakes (DRIs) have been established as standard reference values for nutritional adequacy in North America. To protect against selenosis resulting from exposure to excessive amounts of selenium, several government and non-governmental agencies have established a range of guidance values. Exposure to selenium is primarily through the diet, but monitoring selenium intake is difficult. Biomonitoring is a useful means of assessing and monitoring selenium status for both insufficient and excessive exposures. However, to be able to interpret selenium biomonitoring data, levels associated with both DRIs and toxicity guidance values are required. Biomonitoring Equivalents (BEs) were developed for selenium in whole blood, plasma and urine. The BEs associated with assuring adequate selenium intake (Estimated Average Requirements - EAR) are 100, 80 and 10μg/L in whole blood, plasma and urine, respectively. The BEs associated with protection against selenosis range from 400 to 480μg/L in whole blood, 180-230μg/L in plasma, and 90-110μg/L in urine. These BE values can be used by both regulatory agencies and public health officials to interpret selenium biomonitoring data in a health risk context. Copyright © 2014 Elsevier Inc. All rights reserved.

  11. Commitment to Cybersecurity and Information Technology Governance: A Case Study and Leadership Model

    Science.gov (United States)

    Curtis, Scipiaruth Kendall

    2012-01-01

    The continual emergence of technologies has infiltrated government and industry business infrastructures, requiring reforming organizations and fragile network infrastructures. Emerging technologies necessitates countermeasures, commitment to cybersecurity and information technology governance for organization's survivability and sustainability.…

  12. Acceptance and Commitment Therapy: Introduction

    Science.gov (United States)

    Twohig, Michael P.

    2012-01-01

    This is the introductory article to a special series in Cognitive and Behavioral Practice on Acceptance and Commitment Therapy (ACT). Instead of each article herein reviewing the basics of ACT, this article contains that review. This article provides a description of where ACT fits within the larger category of cognitive behavior therapy (CBT):…

  13. Idiosyncratic Deals and Organizational Commitment

    Science.gov (United States)

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

    2010-01-01

    This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these…

  14. Physical Education Teachers' Organizational Commitment

    Science.gov (United States)

    Demir, Hayri

    2013-01-01

    The aim of this study was to determine physical education teachers' organizational commitment levels. The sample consisted of 204 physical education teachers working in the city center of Konya in the 2011 to 2012 academic year. The respondents were randomly selected in this research. Data collected for this research by using the Scale for…

  15. Faculty Organizational Commitment and Citizenship

    Science.gov (United States)

    Lawrence, Janet; Ott, Molly; Bell, Alli

    2012-01-01

    Building on a theoretical framework that links characteristics of individuals and their work settings to organizational commitment (OC) and citizenship behavior, this study considers why faculty may be disengaging from institutional service. Analyses of survey data collected from a state system of higher education suggest that job characteristics,…

  16. Equivalence principle and gravitational redshift.

    Science.gov (United States)

    Hohensee, Michael A; Chu, Steven; Peters, Achim; Müller, Holger

    2011-04-15

    We investigate leading order deviations from general relativity that violate the Einstein equivalence principle in the gravitational standard model extension. We show that redshift experiments based on matter waves and clock comparisons are equivalent to one another. Consideration of torsion balance tests, along with matter-wave, microwave, optical, and Mössbauer clock tests, yields comprehensive limits on spin-independent Einstein equivalence principle-violating standard model extension terms at the 10(-6) level.

  17. The Relationships between Collegiate DECA Commitment, Mentoring and College Students' Perceived Career Commitment

    Science.gov (United States)

    Duke, Linda

    2013-01-01

    This study investigated relationships between student's Collegiate DECA commitment, psychological capital, mentoring, and perceived career commitment. Proposed relationships were supported with several psychological theories and frameworks including Organizational Commitment, Psychological Capital, and Social Identity Theory. Data was…

  18. Testing statistical hypotheses of equivalence

    CERN Document Server

    Wellek, Stefan

    2010-01-01

    Equivalence testing has grown significantly in importance over the last two decades, especially as its relevance to a variety of applications has become understood. Yet published work on the general methodology remains scattered in specialists' journals, and for the most part, it focuses on the relatively narrow topic of bioequivalence assessment.With a far broader perspective, Testing Statistical Hypotheses of Equivalence provides the first comprehensive treatment of statistical equivalence testing. The author addresses a spectrum of specific, two-sided equivalence testing problems, from the

  19. Estimating equivalence with quantile regression

    Science.gov (United States)

    Cade, B.S.

    2011-01-01

    Equivalence testing and corresponding confidence interval estimates are used to provide more enlightened statistical statements about parameter estimates by relating them to intervals of effect sizes deemed to be of scientific or practical importance rather than just to an effect size of zero. Equivalence tests and confidence interval estimates are based on a null hypothesis that a parameter estimate is either outside (inequivalence hypothesis) or inside (equivalence hypothesis) an equivalence region, depending on the question of interest and assignment of risk. The former approach, often referred to as bioequivalence testing, is often used in regulatory settings because it reverses the burden of proof compared to a standard test of significance, following a precautionary principle for environmental protection. Unfortunately, many applications of equivalence testing focus on establishing average equivalence by estimating differences in means of distributions that do not have homogeneous variances. I discuss how to compare equivalence across quantiles of distributions using confidence intervals on quantile regression estimates that detect differences in heterogeneous distributions missed by focusing on means. I used one-tailed confidence intervals based on inequivalence hypotheses in a two-group treatment-control design for estimating bioequivalence of arsenic concentrations in soils at an old ammunition testing site and bioequivalence of vegetation biomass at a reclaimed mining site. Two-tailed confidence intervals based both on inequivalence and equivalence hypotheses were used to examine quantile equivalence for negligible trends over time for a continuous exponential model of amphibian abundance. ?? 2011 by the Ecological Society of America.

  20. Environmental agreements and self commitments

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-07-01

    The report aims to contribute to the responsible and more widespread use of environmental agreements and environmental commitment in the electricity supply industry. The first chapters discuss the application of environmental agreements and legal issues, traditional instruments for controlling environmental protection and the standard content of environmental agreements. These follow examples of existing agreements and commitments within the electricity supply industry, namely: the covenant on control of SO{sub 2} and NO{sub x} emission in the Netherlands; covenant on control of SO{sub 2} and NO{sub x} emissions in Belgium; the protocol on insertion of power systems into the environment in France; agreements on energy conservation in the Netherlands; an environmental preservation agreement in Japan; and a report by VDEW on the reduction of CO{sub 2} emissions in the electricity supply industry. 6 apps.

  1. The Effects of Organizational Training on Organizational Commitment

    Science.gov (United States)

    Bulut, Cagri; Culha, Osman

    2010-01-01

    This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

  2. [Firefighter nurse, a twofold commitment].

    Science.gov (United States)

    Couëssurel, Nicolas; Max, Jérome

    2017-12-01

    Why would anyone want to become a firefighter nurse? This obviously twofold commitment is usually the result of an individual and family history, although other factors are also at work. The need to serve is reinforced by the professional's social audience, the particular features of emergencies, the independence, the hierarchy and the positive emotions associated with this profession. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

  3. Commitment and Self-Control

    OpenAIRE

    Jawwad Noor

    2005-01-01

    The literature on self-control problems has typically concentrated on immediate temptations. This paper studies a Gul and Pesendorfer (2001, 2004) style model in which decision-makers are affected by temptations that lie in the future. While temptation is commonly understood to give rise to a demand for commitment, it is shown that `temptation by future consumption' can induce its absence. The model also exhibits procrastination, provides an alternative to projection bias as an explanation fo...

  4. Estimation of U.S. Timber Harvest Using Roundwood Equivalents

    Science.gov (United States)

    James Howard

    2006-01-01

    This report details the procedure used to estimate the roundwood products portion of U.S. annual timber harvest levels by using roundwood equivalents. National-level U.S. forest products data published by trade associations and State and Federal Government organizations were used to estimate the roundwood equivalent of national roundwood products production. The...

  5. The dimensionality of professional commitment

    Directory of Open Access Journals (Sweden)

    Jeffrey J. Bagraim

    2003-10-01

    Full Text Available This paper examines the dimensionality of professional commitment amongst a sample of 240 South African actuaries. Data were obtained, via a mailed questionnaire, from members of the South African Actuarial Society employed in the financial services industry. Statistical analysis conducted on the data showed that the 3-component model first proposed by Meyer, Allen and Smith (1993 is appropriate for understanding professional commitment amongst South African professionals. The analysis also showed that South African actuaries are highly committed to their profession. Opsomming Hierdie artikel ondersoek die dimensionaliteit van professionele toewyding by ‘n steekproef van 240 Suid-Afrikaanse aktuarisse. Die data is verkry deur ‘n posvraelys aan lede van die Suid-Afrikaanse Aktuariële Vereniging wat in die finansiële dienstesektor werksaam was. Statistiese ontledings wat uitgevoer is op die data dui aan dat die driekomponentmodel, aanvanklik voorgestel deur Meyer, Allen en Smith (1993, geskik is om professionele toewyding by Suid-Afrikaanse beroepslui te verstaan. Die ontleding dui verder aan dat Suid-Afrikaanse aktuarisse hoogs toegewyd is aan hulle professie.

  6. Predicting Commitment Forms From Psychological Contract Breach ...

    African Journals Online (AJOL)

    Measures to be taken by management at equilibrating employees' psychological contract breach, reducing labour turnover and increasing commitment are suggested. Keywords: Mergers, acquisition, Commitment, psychological contract breach, and psychological contract violation, human resource management.

  7. How do different types of community commitment influence brand commitment? The mediation of brand attachment.

    Science.gov (United States)

    Zhang, Ning; Zhou, Zhi-min; Su, Chen-ting; Zhou, Nan

    2013-11-01

    Although previous research indicates that participation in a brand community may foster consumer loyalty to the brand in question, research has seldom examined the mediating effect of community commitment on brand commitment. Drawing from the typologies of organizational commitment, we divide community commitment into three components: continuance community commitment (continuance CC), affective community commitment (affective CC), and normative community commitment (normative CC). We then assess the mediating role of brand attachment in the relationship between these three components and brand commitment. We test the hypotheses using a sample of online mobile phone brand communities in China. The empirical results reveal that brand attachment exerts an indirect (but not mediated) effect on the relationship between continuance CC and brand commitment and on the relationship between normative CC and brand commitment. We also find that it exerts a partial mediating effect on the relationship between affective CC and brand commitment. The findings contribute to the branding literature and have important implications for brand community management.

  8. TEAM GOAL COMMITMENT IN INNOVATIVE PROJECTS

    OpenAIRE

    MARTIN HOEGL; K Praveen Parboteeah

    2006-01-01

    In this paper, we investigate a relatively neglected but important aspect of team research, namely team goal commitment or the team member's attachment to the team goal. Specifically, we examine whether the performance effect of team goal commitment is contingent on the level of innovativeness of the team task. Furthermore, we also examine five controllable team-level antecedent factors to team goal commitment. Results provide support for the hypothesis that team goal commitment is related to...

  9. Building commitment in a sports class

    DEFF Research Database (Denmark)

    Olesen, Jesper; Nielsen, Jens Christian

    The literature has traditionally considered commitment as an individual characteristic or condition of the individual. This means that one is inclined to think that it is those who have commitment who have the opportunity to become excellent performers within their sport. But what if commitment...

  10. Organisational commitment and responses to planned ...

    African Journals Online (AJOL)

    Previous research has identified organisational commitment as a pre-requisite to the successful implementation of organisational change. Change managers rely on the commitment of employees when implementing organisational change, but organisational commitment may decrease in response to the change. This

  11. Employee commitment and performance of manufacturing firms ...

    African Journals Online (AJOL)

    Managers need to establish the type of caring, spirited workplace that will ignite employee commitment. Employee Commitment is vital to the productivity, quality and good performance of an organisation. The objectives of the research were: to identify the employees' organizational commitment; to establish the relationship ...

  12. Paulo Freire: a generation committed to hope

    Directory of Open Access Journals (Sweden)

    Hugo Zemelman Merino

    2017-06-01

    Full Text Available Paulo Freire, a historical subject committed to his time, built his thought not only as a verbal or discursive commitment to the future, but also from his daily existence. An intellectual committed to a concrete reality, but not to comply with it, but to stress it from the demand of a vision of the future.

  13. 24 CFR 203.7 - Commitment process.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are not...

  14. VALUES CONGRUENCE AND RELATIONAL DEMOGRAPHY AS AN ANTECEDENT OF ORGANIZATIONAL COMMITMENT

    OpenAIRE

    ÇİÇEK, Işık; BİÇER, İsmail Hakkı

    2014-01-01

    The importance of “human” has become more apparent in today's increasingly competitive environment. In the light of developing technology, increasing of technology-based organizations gets managers to pay attention to intellectual capital that is indispensable element. Retaining qualified employees and get them to commit to organization are remarkable factors for human resource management. The antecedent of organizational commitment in this type of organizations gains importance as one o...

  15. Human Resource Management and a Culture of Respect: Effects on Employees' Organizational Commitment.

    Science.gov (United States)

    Koys, Daniel J.

    1988-01-01

    Eighty-eight employees were asked about management motivation for 37 activities and the degree to which they are committed to their organizations. Subjects' organizational commitment is positively related to the perception that these activities are motivated by a desire to (1) show respect for the individual and (2) attract/retain employees.…

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

    Science.gov (United States)

    Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

    2009-12-01

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

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

    Science.gov (United States)

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

    2015-11-01

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

  18. Practice patterns and organizational commitment of inpatient nurse practitioners.

    Science.gov (United States)

    Johnson, Janet; Brennan, Mary; Musil, Carol M; Fitzpatrick, Joyce J

    2016-07-01

    Nurse practitioners (NPs) deliver a wide array of healthcare services in a variety of settings. The purpose of this study was to examine the practice patterns and organizational commitment of inpatient NPs. A quantitative design was used with a convenience sample (n = 183) of NPs who attended the American Association of Nurse Practitioners (AANP) national conference. The NPs were asked to complete a demographic questionnaire, the Practice Patterns of Acute Nurse Practitioners tool and the Organizational Commitment Questionnaire. Over 85% of inpatient practice time consists of direct and indirect patient care activities. The remaining nonclinical activities of education, research, and administration were less evident in the NP's workweek. This indicates that the major role of inpatient NPs continues to be management of acutely ill patients. Moderate commitment was noted in the Organizational Commitment Questionnaire. Supportive hospital/nursing leadership should acknowledge the value of the clinical and nonclinical roles of inpatient NPs as they can contribute to the operational effectiveness of their organization. By fostering the organizational commitment behaviors of identification, loyalty, and involvement, management can reap the benefits of these professionally dedicated providers. ©2015 American Association of Nurse Practitioners.

  19. Our Commitment to Bioenergy Sustainability

    Energy Technology Data Exchange (ETDEWEB)

    None

    2015-06-18

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

  20. Commitment to project management excellence

    Energy Technology Data Exchange (ETDEWEB)

    Bates, J. [Westinghouse Savannah River Company, Aiken, SC (United States)

    1994-12-31

    The paper discusses the commitment of the United States Department of Energy (DOE) to excellence in developing and implementing new project management and project control guidelines and in developing a training course. For the new Project Control Systems (PCS) Guidelines, DOE has consistently applied the precepts of Total Quality Management in the way problems were identified and resolved, in the use of techniques to develop the new guidance, and in the use of methods to create the new manager training. With the guidelines, DOE has responded to administration policy in developing a cost-effective, streamlined, and quantitative performance measurement. 3 refs.

  1. Full Static Output Feedback Equivalence

    Directory of Open Access Journals (Sweden)

    Aristotle G. Yannakoudakis

    2013-01-01

    Full Text Available We present a constructive solution to the problem of full output feedback equivalence, of linear, minimal, time-invariant systems. The equivalence relation on the set of systems is transformed to another on the set of invertible block Bezout/Hankel matrices using the isotropy subgroups of the full state feedback group and the full output injection group. The transformation achieving equivalence is calculated solving linear systems of equations. We give a polynomial version of the results proving that two systems are full output feedback equivalent, if and only if they have the same family of generalized Bezoutians. We present a new set of output feedback invariant polynomials that generalize the breakaway polynomial of scalar systems.

  2. The paradox of energy equivalence

    OpenAIRE

    Isaac, Nick J. B.; Storch, David; Carbone, Chris

    2013-01-01

    Energy equivalence, the notion that population energy flux is independent of body mass, has become a key concept in ecology. We argue that energy equivalence is not an ecological ‘rule’, as claimed, but a flawed concept beset by circular reasoning. In fact, the independence of mass and energy flux is a null hypothesis. We show that our mechanistic understanding of size–density relationships (SDRs) follows directly from this null model and the assumption that energy limits abundance. Paradoxic...

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

    Science.gov (United States)

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

    2015-12-14

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

  4. Study of the radiation scattered and produced by concrete shielding of radiotherapy rooms and its effects on equivalent doses in patients' organs; Estudo da radiacao espalhada e produzida pela blindagem de concreto de salas de radioterapia e seus efeitos sobre doses equivalentes nos orgaos dos pacientes

    Energy Technology Data Exchange (ETDEWEB)

    Braga, K.L.; Rebello, W.F.; Andrade, E.R.; Gavazza, S.; Medeiros, M.P.C.; Mendes, R.M.S.; Gomes, R.G.; Silva, M.G., E-mail: kelmo.lins@gmail.com, E-mail: rebello@ime.eb.br, E-mail: fisica.dna@gmail.com, E-mail: sergiogavazza@yahoo.com, E-mail: eng.cavaliere@gmail.com, E-mail: raphaelmsm@gmail.com, E-mail: ggrprojetos@gmail.com, E-mail: maglosilva15@gmail.com [Instituto Militar de Engenharia (IME), Rio de Janeiro, RJ (Brazil). Secao de Engenharia Nuclear; Thalhofer, J.L.; Silva, A.X., E-mail: jardellt@yahoo.com.br, E-mail: ademir@con.ufrj.br [Coordenacao dos Programas de Pos-Graduacao em Engenharia (COPPE/UFRJ), Rio de Janeiro, RJ (Brazil). Programa de Energia Nuclear; Santos, R.F.G., E-mail: raphaelfgsantos@gmail.com [Centro Universitario Anhanguera, Niteroi, RJ (Brazil). Departamento de Engenharia

    2015-07-01

    Within a radiotherapy room, in addition to the primary beam, there is also secondary radiation due to the leakage of the accelerator head and the radiation scattering from room objects, patient and even the room's shielding itself, which is projected to protect external individuals disregarding its effects on the patient. This work aims to study the effect of concrete shielding wall over the patient, taking into account its contribution on equivalent doses. The MCNPX code was used to model the linear accelerator Varian 2100/2300 C/D operating at 18MeV, with MAX phantom representing the patient undergoing radiotherapy treatment for prostate cancer following Brazilian Institute of Cancer four-fields radiation application protocol (0°, 90°, 180° and 270°). Firstly, the treatment was patterned within a standard radiotherapy room, calculating the equivalent doses on patient's organs individually. In a second step, this treatment was modeled withdrawing the walls, floor and ceiling from the radiotherapy room, and then the equivalent doses calculated again. Comparing these results, it was found that the concrete has an average shielding contribution of around 20% in the equivalent dose on the patient's organs. (author)

  5. The publication and its commitment to the society

    National Research Council Canada - National Science Library

    Fajardo-Gutiérrez, Arturo

    2014-01-01

    .... This achievement has a three-dimensional commitment: the personal commitment, the commitment with the population from which the data were obtained, and the commitment to the institution where he works...

  6. Perceptions of internal marketing and organizational commitment by nurses.

    Science.gov (United States)

    Chang, Ching Sheng; Chang, Hae Ching

    2009-01-01

    This paper is a report of a study to determine whether a favourable perception of internal marketing is associated with increased organizational commitment. The role of nurses in healthcare treatment is expanding, and becoming more important as time progresses. Therefore, the primary concern of business of health care is to use internal marketing strategies effectively to enhance and develop nurses' organizational commitment and reduce turnover to promote competitive advantages for the organization. A cross-sectional design was used. Questionnaires were distributed in 2006 to a convenience sample of 450 Registered Nurses in two teaching hospitals in Taiwan, and 318 questionnaires were returned. Eighteen were excluded because of incomplete answers, which left 300 usable questionnaires (response rate 66.7%). Validity and reliability testing of the questionnaire proved satisfactory and Structural Equation Modeling was used to analyse the data. A favourable perception of internal marketing was associated with increased organizational commitment. Communication management had the greatest influence on organizational commitment and external activity had the smallest impact. Hospital managers need to recognize the importance of internal marketing for staff retention and the survival of their organizations as competitive pressure increases. As a great deal of time and costs are involved in educating nurses, the best way to retain outstanding nurses and reduce turnover costs and personnel problems is for employers to understand the needs and expectations of their nursing staff.

  7. Workplace Conditions that Affect Teacher Quality and Commitment: Implications for Teacher Induction Programs.

    Science.gov (United States)

    Rosenholtz, Susan J.

    1989-01-01

    Identifies critical dimensions of the social organization of schools associated with teachers' commitment: rewards, task autonomy and discretion, learning opportunities, and efficacy. Suggests policy recommendations necessary to develop a successful teacher induction program. (RJC)

  8. An Examination of the Relationship between Training Comprehensiveness and Organizational Commitment: Further Exploration of Training Perceptions and Employee Attitudes

    Science.gov (United States)

    Ehrhardt, Kyle; Miller, Janice S.; Freeman, Sarah J.; Hom, Peter W.

    2011-01-01

    For organizations, the value of employing highly committed individuals is well documented. Accordingly, scholars have endeavored to identify factors that may influence employees' organizational commitment. One factor that has received growing attention in this regard is individuals' perceptions of training offered by an organization. However,…

  9. Bases of social power, leadership styles, and organizational commitment.

    Science.gov (United States)

    Pierro, Antonio; Raven, Bertram H; Amato, Clara; Bélanger, Jocelyn J

    2013-01-01

    Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.

  10. Leadership and satisfaction in change commitment.

    Science.gov (United States)

    Yang, Yi-Feng

    2011-06-01

    Managerial transformational leadership skills may directly influence banking counter staff toward change commitment and improve job satisfaction and service quality, or the influence instead may be mediated by change commitment. For a sample comprised of 246 managers from four large Taiwanese banks, the following path relationships were tested: (1) the association of transformational leadership with change commitment, (2) the association of change commitment with job satisfaction, and (3) the direct or indirect (through the mediation of change commitment) effect of transformational leadership on job satisfaction. Regression was utilized to gain insight into the effects of transformational leadership and change commitment on job satisfaction. Transformational leadership may foster change by providing psychological support to the banking counter staff, enabling them to use their skills to meet the needs of individual customers in response to complex environments.

  11. An empirical investigation on relationship between social capital and organizational commitment

    Directory of Open Access Journals (Sweden)

    Ali Alikhani

    2014-02-01

    Full Text Available This paper presents an empirical investigation to study the relationship between social capital and organizational commitment. The study considers the relationship between social capital with three components of organizational commitment; namely, affective commitment, continuous and normative commitment. The study has been applied among a sample of 292 regular employees who worked for an Iranian bank located in city of Tehran, Iran. The implementation of Pearson correlation has indicated that there were positive and meaningful relationships between social capital and affective commitment (r = 0.197, Sig. = 0.01, continuous (r = 0.308, Sig. = 0.01 and normative commitment (r = 0.423, Sig. = 0.01. In addition, the study has detected that women had more commitment on their organization than men did. The proposed study of this paper has also considered a regression model where organizational commitment is dependent variable and trust and communication are considered as independent variables. According to the results of regression analysis, an increase of one unit in trust and social capital communication will increase organizational commitment by 0.189 and 0.204, respectively.

  12. Key organizational commitment antecedents for nurses, paramedical professionals and non-clinical staff.

    Science.gov (United States)

    Caykoylu, Sinan; Egri, Carolyn P; Havlovic, Stephen; Bradley, Christine

    2011-01-01

    The purpose of this paper is to develop a causal model that explains the antecedents and mediating factors predicting the organizational commitment of healthcare employees in different work roles. This study tests an integrative causal model that consists of a number of direct and indirect relationships for antecedents of organizational commitment. It is proposed that the relationship between job satisfaction and organizational commitment is best understood by focusing on the three interrelated facets of job satisfaction, i.e. satisfaction with career advancement, satisfaction with supervisor, and satisfaction with co-workers. However, the model also advances that these job satisfaction facets have different mediating effects for other antecedents of organizational commitment. The Structural Equation Modeling (SEM) path analysis showed that the job satisfaction facets of career advancement and satisfaction with supervisor had a direct impact on organizational commitment. Employee empowerment, job-motivating potential, effective leadership, acceptance by co-workers, role ambiguity and role conflict were also important determinants of organizational commitment. Interestingly, post hoc analyses showed that satisfaction with co-workers only had an indirect impact on organizational commitment. While there has been extensive research on organizational commitment and its antecedents in healthcare organizations, most previous studies have been limited either to a single employee group or to a single time frame. This study proposes a practical causal model of antecedents of organizational commitment that tests relationships across time and across different healthcare employee groups.

  13. Professional and organizational commitment in paediatric occupational therapists: the influence of practice setting.

    Science.gov (United States)

    Seruya, Francine M; Hinojosa, Jim

    2010-09-01

    The professional and organizational commitment of paediatric occupational therapists working in two distinct practice settings, schools and medically based settings, was investigated. A web-based survey program was used to administer a questionnaire to occupational therapists employed in New York, New Jersey and Connecticut. The study employed social identity theory as a guiding perspective in understanding therapists' professional and organizational commitment. One hundred and fifty-seven paediatric therapists responded to the Professional Commitment Questionnaire and the Organizational Commitment Questionnaire to gauge their commitment to both the profession and their employing organizations. Results indicated that paediatric therapists, regardless of employment setting, have high professional commitment. Paediatric occupational therapists employed in medically based settings indicated statistically significant higher organizational commitment than their school-based counterparts. For therapists that work in school settings, the presence of a professional cohort did not influence professional commitment scores. As the study employed a web-based survey methodology, only individuals who were members of associations and had access to a computer and the Internet were able to participate. Further study might include widening the participant pool as well as adding additional instruments to explore both professional and organizational commitment on a more national scale. Copyright 2010 John Wiley & Sons, Ltd.

  14. Matching of equivalent field regions

    DEFF Research Database (Denmark)

    Appel-Hansen, Jørgen; Rengarajan, S.B.

    2005-01-01

    screen, having the same homogeneous medium on both sides and an impressed current on one aide, an alternative procedure is relevant. We make use of the fact that in the aperture the tangential component of the magnetic field due to the induced currents in the screen is zero. The use of such a procedure......In aperture problems, integral equations for equivalent currents are often found by enforcing matching of equivalent fields. The enforcement is made in the aperture surface region adjoining the two volumes on each side of the aperture. In the case of an aperture in a planar perfectly conducting...... shows that equivalent currents can be found by a consideration of only one of the two volumes into which the aperture plane divides the space. Furthermore, from a consideration of an automatic matching at the aperture, additional information about tangential as well as normal field components...

  15. Equivalent linearization of nonlinear forces

    Science.gov (United States)

    Meng, Guang; Xue, Zhongqing

    1987-07-01

    A method used for equivalent linearization of the two orthogonal squeeze-film forces is extended here to the general case of n degrees of freedom and n components of nonlinear forces, and the expressions for equivalent linear coefficients are derived. Nonlinear forces can be linearized by the methods of Fourier expansion, active and reactive powers, or mean-square error. The n components of nonlinear forces can all be expressed formally as the sum of an average force, a linear spring force, and a linear damping force. This paper also gives a flow chart for calculating the steady-state responses of a nonlinear system with many degrees of freedom, using the method of equivalent linearization. The resulting saving in computation time is demonstrated by a numerical example of a flexible rotor-bearing system with a noncentralized squeeze-film damper.

  16. Disaggregated Futures and Options Commitments of Traders

    Data.gov (United States)

    Commodity Futures Trading Commission — The Disaggregated Futures and Options Commitments of Traders dataset provides a breakdown of each week's open interest for agriculture, energy, metals, lumber, and...

  17. Family Commitment and Work Characteristics among Pharmacists

    Directory of Open Access Journals (Sweden)

    Paul O. Gubbins

    2015-12-01

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

  18. Disaggregated Futures-Only Commitments of Traders

    Data.gov (United States)

    Commodity Futures Trading Commission — The Disaggregated Futures-Only Commitments of Traders dataset provides a breakdown of each week's open interest for agriculture, energy, metals, lumber, and...

  19. Inductions Buffer Nurses' Job Stress, Health, and Organizational Commitment.

    Science.gov (United States)

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-01-01

    Nurses suffer disproportionate levels of stress and are at risk of sickness-absence and turnover intentions, but there is a lack of research clarifying preventions. This study investigated the impact of inductions (job preparation courses) about mental health for nurses' job stress, general health, and organizational commitment. Data from 6,656 nurses were analyzed using structural equation modeling (SEM), showing that mental health inductions increase nurses' job satisfaction, which reduces their occupational stress and improves their health. SEM showed that these occupational health benefits increase the nurses' commitment to the organization. Job satisfaction (feeling valued, rewarded) also had a direct effect on nurses' intentions to continue working for the organization. Mental health inductions are therefore beneficial beyond job performance: they increase occupational health in the nursing profession.

  20. TNT Equivalency of Bulk Nitrocellulose

    Science.gov (United States)

    1981-03-01

    Whien Dato Enlotod) &,1W SUMMARY Nitrocellulose, 13.157 nitrogen MIL-N-244A Grade C (Lot number RAD78F0015027) was detonated in configurations...weight factored out, the calculated TNT equivalencies were tabularized and plotted as functions of sample scaled distance. TEST RESULTS Data sheets for

  1. Comments on field equivalence principles

    DEFF Research Database (Denmark)

    Appel-Hansen, Jørgen

    1987-01-01

    It is pointed Out that often-used arguments based on a short-circuit concept in presentations of field equivalence principles are not correct. An alternative presentation based on the uniqueness theorem is given. It does not contradict the results obtained by using the short-circuit concept...

  2. Effects of Ethical Climate on Organizational Commitment, Professional Commitment, and Job Satisfaction of Auditor in Malaysia

    Directory of Open Access Journals (Sweden)

    Suhaiza Ismail

    2015-08-01

    Full Text Available The objective of this paper is to investigate the effect of the ethical climate on the organizational commitment, professional commitment and job satisfaction of Malaysian auditors. Using a survey questionnaire comprising instruments about the ethical climate, organizational commitment, professional commitment and job satisfaction, 263 usable responses were received. To achieve the objectives, mean scores, standard deviations, correlations and multiple regressions were performed. The study revealed that a significant positive influence of a caring ethical climate on professional and organizational commitment as well as job satisfaction existed. There was also a positive significant association between the law and code ethical climate and professional commitment. On the other hand, the study discovered that the instrumental ethical climate type had a significant negative relationship with organizational commitment and job satisfaction. A significant negative relationship was also revealed between the independent ethical climate type and organizational and professional commitment. A significant negative relationship between the rules ethical climate and job satisfaction was also discovered.

  3. The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

    Directory of Open Access Journals (Sweden)

    Marnis Atmojo

    2012-08-01

    Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformationalleadership towards organizational commitment; Third, to prove and analyze the influence of transformational leadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformationalleadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

  4. The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

    Directory of Open Access Journals (Sweden)

    Marnis Atmojo

    2012-04-01

    Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

  5. EQUIVALENCE VERSUS NON-EQUIVALENCE IN ECONOMIC TRANSLATION

    Directory of Open Access Journals (Sweden)

    Cristina, Chifane

    2012-01-01

    Full Text Available This paper aims at highlighting the fact that “equivalence” represents a concept worth revisiting and detailing upon when tackling the translation process of economic texts both from English into Romanian and from Romanian into English. Far from being exhaustive, our analysis will focus upon the problems arising from the lack of equivalence at the word level. Consequently, relevant examples from the economic field will be provided to account for the following types of non-equivalence at word level: culturespecific concepts; the source language concept is not lexicalised in the target language; the source language word is semantically complex; differences in physical and interpersonal perspective; differences in expressive meaning; differences in form; differences in frequency and purpose of using specific forms and the use of loan words in the source text. Likewise, we shall illustrate a number of translation strategies necessary to deal with the afore-mentioned cases of non-equivalence: translation by a more general word (superordinate; translation by a more neutral/less expressive word; translation by cultural substitution; translation using a loan word or loan word plus explanation; translation by paraphrase using a related word; translation by paraphrase using unrelated words; translation by omission and translation by illustration.

  6. Predicting the Social Commitments of College Students.

    Science.gov (United States)

    Lavelle, Ellen; O'Ryan, Leslie W.

    2001-01-01

    Investigates the nature of social beliefs and commitments during the college years in relation to developmental orientations as measured by the Dakota Inventory of Student Orientations. Results support Creative-Reflective scale scores as predictive of commitment to the more humanitarian issues such as race and women's rights, whereas…

  7. Making Commitments to Racial Justice Actionable

    Science.gov (United States)

    Diab, Rasha; Ferrel, Thomas; Godbee, Beth; Simpkins, Neil

    2013-01-01

    In this article, we articulate a framework for making our commitments to racial justice actionable, a framework that moves from narrating confessional accounts to articulating our commitments and then acting on them through both self-work and work-with-others, a dialectic possibility we identify and explore. We model a method for moving beyond…

  8. [Choosing to become a nurse, a commitment].

    Science.gov (United States)

    Trolliet, Julie

    2017-12-01

    It appears that, to survive, all people need a commitment, whatever their motivations, their degree of involvement and the time they can dedicate to it. What does "commitment" really mean to nursing students? Copyright © 2017 Elsevier Masson SAS. All rights reserved.

  9. SPECAL ISSUE Awareness, Readiness, Commitment and ...

    African Journals Online (AJOL)

    What is the status of awareness, readiness, commitment level and perception of different agents attached to ... the top university officials perceive the pedagogical relevance of CBE;. Significance of the ...... physics students were least committed because they believed that their subject area courses were not related to CBE.

  10. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience showed significant correlation with job satisfaction. The study also suggested some.

  11. The Influence of Culture on Teacher Commitment

    Science.gov (United States)

    Abd Razak, Nordin; Darmawan, I. Gusti Ngurah; Keeves, John P.

    2010-01-01

    Culture is believed to be an important factor that influences various aspects of human life, such as behaviour, thinking, perceptions and attitudes. This article examines the similarities and differences in the influence of culture on teacher commitment in three types of Malaysian primary schools. Since commitment to teaching has rarely been…

  12. Sexually Violent Predators and Civil Commitment Laws

    Science.gov (United States)

    Beyer Kendall, Wanda D.; Cheung, Monit

    2004-01-01

    This article analyzes the civil commitment models for treating sexually violent predators (SVPs) and analyzes recent civil commitment laws. SVPs are commonly defined as sex offenders who are particularly predatory and repetitive in their sexually violent behavior. Data from policy literature, a survey to all states, and a review of law review…

  13. Student-teachers' commitment to teaching

    NARCIS (Netherlands)

    Moses, I.

    2017-01-01

    In this dissertation, I investigated factors related to student-teachers’ commitment to teaching and intention to enter the teaching profession after graduation. The study gives some explanations why some student-teachers are not committed to enter and stay in the teaching profession for a

  14. Personal factors affecting organizational commitment of records ...

    African Journals Online (AJOL)

    The results showed that sex, age, marital status, length of service, and level of education affect the organizational commitment of the subjects. The study advocated for improved conditions of service to enhance organizational commitment of the records management personnel in the state universities in Nigeria.

  15. THE EFFECT OF WORKPLACE SPIRITUALITY DIMENSIONS ON ORGANIZATIONAL COMMITMENT WITH PERCEIVED ORGANIZATIONAL SUPPORT AS MODERATING VARIABLE

    Directory of Open Access Journals (Sweden)

    Diaz Haryokusumo

    2015-09-01

    Full Text Available The aims of this study are to test the effect of workplace spirituality dimensions (inner life, meaningful work, and condition for community on organizational commitment (affective, continuance, and normative and also to test the moderating effect of perceived organizational support. 130 questionnaires were collected from six organizations in Yogyakarta.The result of this research shows the workplace spirituality dimensions have positive effect on affective commitment. Testing of moderation effect shows perceived organizational support does not moderate the positive effect of workplace spirituality dimensions on components of organizational commitment. Based on this research, condition for community has the biggest effect on affective commitment, while inner life has biggest effect on normative and continuance commitment. Implication for management theory and practice are discussed.

  16. The effects of job satisfaction and organizational commitment on organizational citizenship behavior

    Directory of Open Access Journals (Sweden)

    Arif Partono Prasetio

    2016-04-01

    Full Text Available The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee’s satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100 participants using the multiple regression and descriptive analysis method. Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516. This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266.The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB. 

  17. Expressivism, Relativism and the analytic equivalence test

    Directory of Open Access Journals (Sweden)

    Maria J. Frapolli

    2015-11-01

    Full Text Available The purpose of this paper is to show that, pace (Field 2009, 252, MacFarlane’s assessment relativism and expressivism should be sharply distinguished. We do so by arguing that relativism and expressivism exemplify two very different approaches to context-dependence. Relativism, on the one hand, shares with other contemporary approaches a bottom-up, building block, model, while expressivism is part of a different tradition, one that might include Lewis’ epistemic contextualism and Frege’s content individuation, with which it shares an organic model to deal with context-dependence. The building-block model and the organic model, and thus relativism and expressivism, are set apart with the aid of a particular test: only the building-block model is compatible with the idea that there might be analytically equivalent, and yet different, propositions.

  18. Expressivism, Relativism, and the Analytic Equivalence Test.

    Science.gov (United States)

    Frápolli, Maria J; Villanueva, Neftalí

    2015-01-01

    The purpose of this paper is to show that, pace (Field, 2009), MacFarlane's assessment relativism and expressivism should be sharply distinguished. We do so by arguing that relativism and expressivism exemplify two very different approaches to context-dependence. Relativism, on the one hand, shares with other contemporary approaches a bottom-up, building block, model, while expressivism is part of a different tradition, one that might include Lewis' epistemic contextualism and Frege's content individuation, with which it shares an organic model to deal with context-dependence. The building-block model and the organic model, and thus relativism and expressivism, are set apart with the aid of a particular test: only the building-block model is compatible with the idea that there might be analytically equivalent, and yet different, propositions.

  19. [Influence of organizational commitment and professional nurses in conflict resolution strategies].

    Science.gov (United States)

    Pinho, Paula; Albuquerque, Carlos

    2013-01-01

    INTRODUCE: The changes in the health area and the set of structural changes in the nursing profession and career interfere in the dynamics and stability of the future of the nurses. To study the influence of organizational and professional commitment of the nurses in the strategies of conflict resolution. This is a quantitative, transversal and non-experimental research, following a descriptive-correlational way. Non-probabilistic sample of 102 nurses to perform duties in Health Units, mostly female (82.4%) with a mean age of 39.33 years and standard deviation 9.226. The measuring instrument consists of three scales calibrated and validated for the portuguese population: Organizational Commitment Questionnaire, Professional Commitment Scale and Inventory Strategies for Conflict Resolution, which assesses how individuals deal with conflict situations before higher (Form A), subordinate (Form B) and colleagues (Form C). Nurses demonstrate a moderate organizational commitment and higher affective commitment and normative commitment to the instrumental. Nurses demonstrate a moderate professional commitment and the results show that nurses have higher values on the dimensions of that interest and challenge the relevance dimension of nursing as a profession. The organizational commitment influences the adoption of strategies of conflict resolution as a conflict situation arises with the boss, subordinates or colleagues. The higher the level of organizational commitment higher the level of professional commitment. Nurses more engaged professionally demonstrate strategies that use more integrative and compromise in conflict resolution whether against the boss, subordinates or colleagues. The results ensure the need to promote and stimulate the affective commitment by the positive consequences it entails the organization and the profession. The organizational performance benefits from the stimulation of the conflict under certain conditions and that the constructive

  20. Equivalent statistics and data interpretation.

    Science.gov (United States)

    Francis, Gregory

    2017-08-01

    Recent reform efforts in psychological science have led to a plethora of choices for scientists to analyze their data. A scientist making an inference about their data must now decide whether to report a p value, summarize the data with a standardized effect size and its confidence interval, report a Bayes Factor, or use other model comparison methods. To make good choices among these options, it is necessary for researchers to understand the characteristics of the various statistics used by the different analysis frameworks. Toward that end, this paper makes two contributions. First, it shows that for the case of a two-sample t test with known sample sizes, many different summary statistics are mathematically equivalent in the sense that they are based on the very same information in the data set. When the sample sizes are known, the p value provides as much information about a data set as the confidence interval of Cohen's d or a JZS Bayes factor. Second, this equivalence means that different analysis methods differ only in their interpretation of the empirical data. At first glance, it might seem that mathematical equivalence of the statistics suggests that it does not matter much which statistic is reported, but the opposite is true because the appropriateness of a reported statistic is relative to the inference it promotes. Accordingly, scientists should choose an analysis method appropriate for their scientific investigation. A direct comparison of the different inferential frameworks provides some guidance for scientists to make good choices and improve scientific practice.

  1. Quality of the leader-member relationship and the organizational commitment of nurses.

    Science.gov (United States)

    Nunes, Elisabete Maria Garcia Teles; Gaspar, Maria Filomena Mendes

    2017-12-18

    To understand the perception of the quality of leadership relationships and the organizational commitment of nurses, and to analyze the influence of this relationship quality. Cross-sectional and correlational study, with a quantitative approach, using a non-probability convenience sampling with 408 nurses. The data were collected through questionnaires at Central Hospital in Lisbon, between January and March 2013. The statistical analysis of the data was carried out using IBM® SPSS® Statistics 19 software. Three hundred forty-two questionnaires were considered valid. The quality of the leadership relationship was satisfactory, and the nurses were poorly committed to the organization. The quality of the leadership relationship was statistically correlated with organizational commitment: there was found a moderate association to affective commitment (rs=0.42, p<0.05), a low association with the normative commitment (rs=0.37, p<0.05), and a very low association with the calculative commitment (rs=0.14, p<0.05). Leadership exerts influence on organizational commitment. An opportunity to improve the quality of the leadership relationship between nurses and their leaders was found, with the consequent possibility of developing organizational commitment.

  2. The Relationship between Personality Factors and Organizational Commitment of Iranian Primary School Principals

    Directory of Open Access Journals (Sweden)

    Mohammad Javad Shabahang

    2016-09-01

    Full Text Available This study was conducted with the aim of identfying to study the relationship between personality factors and organizational commitment among a group of Iranian primary school principals. The sample included all the 108 primary school principals of Ardabil, a northern city of Iran. The study drew on a descriptive correlational research design. The research instruments consisted of The Sixteen Personality Factor Questionnaire (16PF and Organizational Commitment Questionnaire (Meyer & Alen, 1991.The data were analyzed through Pearson and Spearman correlations, Independent t-test and Mann-Whitney U-test. The results showed that there was a significant relationship between the personality factor of emotional stability and organizational commitment. In addition, there were negative significant relationships between the personality factors of self -assured, conservative, group-dependent and organizational commitment. However, no other personality factor was significantly correlated with organizational commitment. Moreover, no significant difference was found between male and female principals regarding their organizational commitment. As emotional stability was a significant predictor of organizational commitment and organizational commitment is associated with positive working outputs, it is highly suggested that organizations pay special attention to the personality features of the human resources for employment.

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

    Directory of Open Access Journals (Sweden)

    Kwesi Amponsah-Tawiah

    2016-09-01

    Conclusion: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

  4. Cellular Commitment in the Developing Cerebellum

    Directory of Open Access Journals (Sweden)

    Hassan eMarzban

    2015-01-01

    Full Text Available The mammalian cerebellum is located in the posterior cranial fossa and is critical for motor coordination and non-motor functions including cognitive and emotional processes. The anatomical structure of cerebellum is distinct with a three-layered cortex. During development, neurogenesis and fate decisions of cerebellar primordium cells are orchestrated through tightly controlled molecular events involving multiple genetic pathways. In this review, we will highlight the anatomical structure of human and mouse cerebellum, the cellular composition of developing cerebellum, and the underlying gene expression programs involved in cell fate commitments in the cerebellum. A critical evaluation of the cell death literature suggests that apoptosis occurs in ~5% of cerebellar cells, most shortly after mitosis. Apoptosis and cellular autophagy likely play significant roles in cerebellar development, we provide a comprehensive discussion of their role in cerebellar development and organization. We also address the possible function of unfolded protein response in regulation of cerebellar neurogenesis. We discuss recent advancements in understanding the epigenetic signature of cerebellar compartments and possible connections between DNA methylation, microRNAs and cerebellar neurodegeneration. Finally, we then discuss genetic diseases associated with cerebellar dysfunction and their role in the aging cerebellum.

  5. Cellular commitment in the developing cerebellum

    Science.gov (United States)

    Marzban, Hassan; Del Bigio, Marc R.; Alizadeh, Javad; Ghavami, Saeid; Zachariah, Robby M.; Rastegar, Mojgan

    2014-01-01

    The mammalian cerebellum is located in the posterior cranial fossa and is critical for motor coordination and non-motor functions including cognitive and emotional processes. The anatomical structure of cerebellum is distinct with a three-layered cortex. During development, neurogenesis and fate decisions of cerebellar primordium cells are orchestrated through tightly controlled molecular events involving multiple genetic pathways. In this review, we will highlight the anatomical structure of human and mouse cerebellum, the cellular composition of developing cerebellum, and the underlying gene expression programs involved in cell fate commitments in the cerebellum. A critical evaluation of the cell death literature suggests that apoptosis occurs in ~5% of cerebellar cells, most shortly after mitosis. Apoptosis and cellular autophagy likely play significant roles in cerebellar development, we provide a comprehensive discussion of their role in cerebellar development and organization. We also address the possible function of unfolded protein response in regulation of cerebellar neurogenesis. We discuss recent advancements in understanding the epigenetic signature of cerebellar compartments and possible connections between DNA methylation, microRNAs and cerebellar neurodegeneration. Finally, we discuss genetic diseases associated with cerebellar dysfunction and their role in the aging cerebellum. PMID:25628535

  6. A Research towards the Examination of Relationship Organizational Commitment and Job Satisfaction of Academics

    Directory of Open Access Journals (Sweden)

    Serdar Oge

    2013-11-01

    Full Text Available Each individual has to work to sustain their own lives, to satisfy their own needs and to have a better quality of life. Satisfaction of individuals in their works will contribute to the development of organization and their own, so the organization will be able to produce a better quality of products and services as well. Employees's doing their job fondly will make them feel themselves as a part of organization and result in an increase in commitment to the organization. There is a need to understand the link between individuals and organizations in terms of conceptual framework of organizational commitment. Organizational commitment is an issue examined in a wide range of management and behavioral sciences literature as a key factor in the correlation between individuals and organizations. On the other hand, job satisfaction can be defined as individuals’ total feelings about their job and attitudes they have towards various aspects or facets of their job, as well as an attitude and perception that could consequently influence the degree of fit between the individual and the organization. Also, job satisfaction is a widely researched and complex phenomenon. In this study, we aimed to determine the correlation between organizational commitment and job satisfaction of academic staff working at Selcuk University. Also, it is examined that the inter-correlation among subdimensions of organizational commitment and job satisfaction for academic staff.

  7. Equivalence relations of AF-algebra extensions

    Indian Academy of Sciences (India)

    In this paper, we consider equivalence relations of *-algebra extensions and describe the relationship between the isomorphism equivalence and the unitary equivalence. We also show that a certain group homomorphism is the obstruction for these equivalence relations to be the same.

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

    Science.gov (United States)

    Amponsah-Tawiah, Kwesi; Mensah, Justice

    2016-09-01

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

  9. Psychological Empowerment on Organizational Commitment as Perceived by Saudi Academics

    Science.gov (United States)

    Bin Jomah, Nouf

    2017-01-01

    Various scholars have identified commitment as one of the major contributors of workplace productivity. Commitment provides the interest and morale for handling tasks which results in organisation progress and growth. Commitment is perceived as either continuance, normative, or continuance commitment. The three commitment categories are…

  10. Meaningful work, work engagement and organisational commitment

    Directory of Open Access Journals (Sweden)

    Madelyn Geldenhuys

    2014-02-01

    Full Text Available Orientation: Meaningful work can yield benefits for organisations and lead to positive work outcomes such as satisfied, engaged and committed employees, individual and organisational fulfilment, productivity, retention and loyalty.Research purpose: The aim of the study was to investigate the relationships amongst psychological meaningfulness, work engagement and organisational commitment and to test for a possible mediation effect of work engagement on the relationship between psychological meaningfulness and organisational commitment.Motivation for the study: Managers have to rethink ways of improving productivity and performance at work, due to the diverse, and in some instances escalating, needs of employees (e.g. financial support to uphold their interest in and enjoyment of working.Research approach, design and method: A quantitative approach was employed to gather the data for the study, utilising a cross-sectional survey design. The sample (n = 415 consisted of working employees from various companies and positions in Gauteng, South Africa.Main findings: The results confirmed a positive relationship between psychological meaningfulness, work engagement and organisational commitment. Further, psychological meaningfulness predicts work engagement, whilst psychological meaningfulness and work engagement predict organisational commitment.Practical/managerial implications: Employers identifying their employees’ commitment patterns and mapping out strategies for enhancing those that are relevant to organisational goals will yield positive work outcomes (e.g. employees who are creative, seek growth or challenges for themselves.Contribution/value-add: This study contributes to the literature through highlighting the impact that meaningful work has on sustaining employee commitment to the organisation.

  11. Escalation of Commitment in the Surgical ICU.

    Science.gov (United States)

    Braxton, Carla C; Robinson, Celia N; Awad, Samir S

    2017-04-01

    Escalation of commitment is a business term that describes the continued investment of resources into a project even after there is objective evidence of the project's impending failure. Escalation of commitment may be a contributor to high healthcare costs associated with critically ill patients as it has been shown that, despite almost certain futility, most ICU costs are incurred in the last week of life. Our objective was to determine if escalation of commitment occurs in healthcare settings, specifically in the surgical ICU. We hypothesize that factors previously identified in business and organizational psychology literature including self-justification, accountability, sunk costs, and cognitive dissonance result in escalation of commitment behavior in the surgical ICU setting resulting in increased utilization of resources and cost. A descriptive case study that illustrates common ICU narratives in which escalation of commitment can occur. In addition, we describe factors that are thought to contribute to escalation of commitment behaviors. Escalation of commitment behavior was observed with self-justification, accountability, and cognitive dissonance accounting for the majority of the behavior. Unlike in business decisions, sunk costs was not as evident. In addition, modulating factors such as personality, individual experience, culture, and gender were identified as contributors to escalation of commitment. Escalation of commitment occurs in the surgical ICU, resulting in significant expenditure of resources despite a predicted and often known poor outcome. Recognition of this phenomenon may lead to actions aimed at more rational decision making and may contribute to lowering healthcare costs. Investigation of objective measures that can help aid decision making in the surgical ICU is warranted.

  12. Mindsets of commitment and motivation: interrelationships and contribution to work outcomes.

    Science.gov (United States)

    Battistelli, Adalgisa; Galletta, Maura; Portoghese, Igor; Vandenberghe, Christian

    2013-01-01

    Two studies are reported that investigate the relationships among commitment and motivation mindsets and their contribution to work outcomes. Study 1 involved 487 nurses from a hospital in the center of Italy. Results showed that commitment's facets were related to parallel dimensions of work motivation. Study 2 involved 593 nurses from a hospital in the north of Italy. Analyses indicated that commitment and motivation were important antecedents of working attitudes and behaviors. Moreover, self-determined motivation played a critical mediating role in positive behaviors. Findings are discussed in terms of their practical implications for organizations and employees.

  13. Human-Oriented Leadership and Organizational Commitment in US Subsidiary Company Based in Sarawak

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2016-11-01

    Full Text Available This article was conducted to examine the relationship between human-oriented leadership (HOL and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment has enhanced employees’ commitment to the organization.

  14. COMMITMENT, ENTRENCHMENT AND EMOTIONAL CONTROL IN PUBLIC SERVICE WORKERS.

    Directory of Open Access Journals (Sweden)

    Ana Paula Grillo Rodrigues

    2013-06-01

    Full Text Available This study aimed to analyze the relation between the individual’s patterns of ties with the organization, emotional expressions, and the use of emotional regulation strategies to deal with work situations. The instrument used for data collection included a scale to measure commitment and entrenchment and 21 work settings for which participants had to assign emotion regulation strategies. Participants included 400 employees of public institutions located in Florianopolis. The article is structured into sections that discuss the core concepts, describe the method, present and debate the results. In the sample result most individuals showed high levels of commitment and use of deep emotional control strategies. Anger was the most frequent emotion and, conversely, fear was the less common.

  15. Social Responsibility and Commitment in Management Institutes: Mediation by Engagement

    Directory of Open Access Journals (Sweden)

    Manish Gupta

    2016-09-01

    Full Text Available Due to its major influence on individual’s performance, engagement is increasingly becoming popular among practitioners. While its influence on performance has been well established, research on the influence of variables related to organizations on engagement is still in its nascent stage. Therefore, this study examines the mediating role of employee engagement in the corporate social responsibility (CSR – organizational commitment relationship. Multiple regression results using responses from 150 academics working in Indian management institutes predominantly owned by business groups partially support the relationships hypothesized. The findings may encourage Indian management institutes owned by business groups to consider CSR in teaching and research as serious investment areas in order to have a more engaged and committed workforce.

  16. A Comparative Effectiveness of Acceptance and Commitment Therapy and Group Cognitive Therapy for Major Depressive Disorder

    Directory of Open Access Journals (Sweden)

    Shima Tamannaeifar

    2014-08-01

    Full Text Available Background: Acceptance and commitment therapy (ACT is a new method of psychotherapy for major depressive disorder (MDD. The aim of this experimental study is evaluating the effectiveness of acceptance and commitment therapy and cognitive therapy. Materials and Methods: In this randomized clinical trial, 19 depressive out-patients were randomly divided into 2 groups (acceptance and commitment therapy and cognitive therapy. Twelve therapeutic sessions administered in consulting center of Tehran University twice a week. All the subjects were tested by Beck Depression Inventory (BDI-II and the Ruminative Response Scale (RRS before and after the treatments. Data were analyzed by multivariate analysis of covariance (MANCOVA. Results: The results show no significant differences between the two groups in terms of the variables of depression and rumination. Conclusion: Overall, the results suggest that ACT is an effective treatment, the effectiveness of which appears equivalent to that of CT.

  17. Carbon Equivalent and Maximum Hardness

    OpenAIRE

    Haruyoshi, Suzuki; Head Office, Nippon Steel Corporation

    1984-01-01

    The accuracy of formulae for estimating the maximum hardness values of the HAZ from chemical composition and cooling time for welds in high strength steel is discussed and a new formula. NSC-S, is proposed which uses only C%, Pcm% and cooling time for the purpose of satisfactory accuracy. IIW CE and Ito-Bessyo Pcm carbon equivalent alone are not satisfactory in establishing Hmax values. The former is good only for slow cooling, t8/5 longer than 10 seconds, while the latter is good only for fa...

  18. [Lscr]0-equivalence of maps

    Science.gov (United States)

    Gaffney, Terence

    2000-05-01

    We use the theory of the integral closure of an ideal to study the equivalence of map-germs under C0 coordinate changes in the target. We also derive a formula for the number of double points of a map germ from Cn [rightward arrow] C2n in terms of the Segre number of dimension 0 of an ideal associated to the double point locus of f, and the number of Whitney umbrellas of the composition of f with a generic projection to C2n[minus sign]1.

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

    Science.gov (United States)

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

    2016-01-01

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

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

    Science.gov (United States)

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

    2015-12-01

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

  1. Management commitment to safety as organizational support: relationships with non-safety outcomes in wood manufacturing employees

    Science.gov (United States)

    Judd H. Michael; Demetrice D. Evans; Karen J. Jansen; Joel M. Haight

    2005-01-01

    Employee perceptions of management commitment to safety are known to influence important safety-related outcomes. However, little work has been conducted to explore nonsafety-related outcomes resulting from a commitment to safety. Method: Employee-level outcomes critical to the effective functioning of an organization, including attitudes such as job...

  2. The Roles of Teachers' Work Motivation and Teachers' Job Satisfaction in the Organizational Commitment in Extraordinary Schools

    Science.gov (United States)

    Tentama, Fatwa; Pranungsari, Dessy

    2016-01-01

    Teachers' work motivation and teachers' job satisfaction are the factors influencing the organizational commitment. This research is aimed to empirically examine the roles of teachers' work motivation and teachers' job satisfaction in the commitment of the organization in extraordinary schools. The subjects of the research are the teachers in…

  3. Five-Factor Model of Personality and Organizational Commitment: The Mediating Role of Positive and Negative Affective States

    Science.gov (United States)

    Panaccio, Alexandra; Vandenberghe, Christian

    2012-01-01

    Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance-sacrifices, and continuance-alternatives) on a sample of employees from multiple organizations (N=220), we examined the relationships of employee Big-Five personality traits to employee commitment components, and the mediating…

  4. Commitment and Trust in Young Adult Friendships

    Directory of Open Access Journals (Sweden)

    Jennifer Wieselquist

    2007-12-01

    Full Text Available Given the importance of maintaining mutuality in interdependent relationships, the goal of the present research was to determine if interpersonal trust serves as a gauge of partners’ commitment within young adults’ close friendships. It was hypothesized that individuals trust their friends to the degree that their friends are committed to their relationship, and that individuals’ perceptions of their friends’ commitment mediates this association. A correlational design was employed and measures were obtained from both members of 60 same-sex friendship dyads. A multilevel modeling approach was used to perform a mediational analysis of model variables; the hypotheses were confirmed. Furthermore, it was revealed that friends demonstrate a moderate degree of mutual commitment in their relationships. Potential avenues for future research regarding the development and consequences of trust in close friendships are discussed.

  5. Organisational Commitment, Job Satisfaction and Turnover ...

    African Journals Online (AJOL)

    This study investigated organisational commitment, job satisfaction and turnover intentions among records management personnel in Ondo State Civil Service, Akure, Nigeria. Simple random sampling technique was used to draw 240 subjects from a population size of 275 records management personnel.

  6. Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences.

    Science.gov (United States)

    Khiavi, Farzad Faraji; Dashti, Rezvan; Mokhtari, Saeedeh

    2016-03-01

    Individual characteristics are important factors influencing organizational commitment. Also, committed human resources can lead organizations to performance improvement as well as personal and organizational achievements. This research aimed to determine the association between organizational commitment and personality traits among faculty members of Ahvaz Jundishapur University of Medical Sciences. the research population of this cross-sectional study was the faculty members of Ahvaz Jundishapur University of Medical Sciences (Ahvaz, Iran). The sample size was determined to be 83. Data collection instruments were the Allen and Meyer questionnaire for organizational commitment and Neo for characteristics' features. The data were analyzed through Pearson's product-moment correlation and the independent samples t-test, ANOVA, and simple linear regression analysis (SLR) by SPSS. Continuance commitment showed a significant positive association with neuroticism, extroversion, agreeableness, and conscientiousness. Normative commitment showed a significant positive association with conscientiousness and a negative association with extroversion (p = 0.001). Openness had a positive association with affective commitment. Openness and agreeableness, among the five characteristics' features, had the most effect on organizational commitment, as indicated by simple linear regression analysis. Faculty members' characteristics showed a significant association with their organizational commitment. Determining appropriate characteristic criteria for faculty members may lead to employing committed personnel to accomplish the University's objectives and tasks.

  7. Linking transformational leadership and organisation commitment

    OpenAIRE

    Rua, Orlando Manuel Lima; Araújo, João

    2014-01-01

    The main goal of this paper is to analyse the impacts of transformational leadership on organisational commitment. To this effect we developed a case study following a quantitative methodological approach. The research was conducted at the Serralves Foundation (Porto, Portugal) to empirically test the proposed research model and its hypothesis. The empirical results confirm that transformational leadership are not significantly influenced by commitment. As the main limitation of this...

  8. Transformational Leadership Which Can Grow Organizational Commitment

    OpenAIRE

    Silalahi, Betty Yuliani

    2008-01-01

    A meta-analysis consist of 45 studies from 20 articles and 20860 subjects evaluated the correlation between Transformational leadership and Organizational commitment. Summary analysis provided support for the hypothesis that transformational leadership has a correlation on organizational commitment. The purpose of the study is to analyzed the data from the primer study and to support the hypothesis or refuse from the studies. Result indicated that transformational leadership can grow organiza...

  9. Bullying and Organisational Commitment: Common antecedents?

    OpenAIRE

    Dick, Gavin P.M.

    2011-01-01

    The paper’s aim is to provide new theoretical insights by examining whether organisational commitment and workplace bullying co-vary, and if this is due to direct effects and/or indirect effects of their organisation and supervision environment. From a survey of all uniform officers in a UK police agency the author analyses the bullying behaviours experienced by police officers and if the organisational and managerial factors that are known to influence organisational commitment also change t...

  10. Meaningful work, work engagement and organisational commitment

    OpenAIRE

    Madelyn Geldenhuys; Karolina Łaba; Cornelia M. Venter

    2014-01-01

    Orientation: Meaningful work can yield benefits for organisations and lead to positive work outcomes such as satisfied, engaged and committed employees, individual and organisational fulfilment, productivity, retention and loyalty.Research purpose: The aim of the study was to investigate the relationships amongst psychological meaningfulness, work engagement and organisational commitment and to test for a possible mediation effect of work engagement on the relationship between psychological ...

  11. Analysis of crimes committed against scheduled tribes

    Science.gov (United States)

    Khadse, Vivek P.; Akhil, P.; Anto, Christopher; Gnanasigamani, Lydia J.

    2017-11-01

    One of the curses to the society is a crime which has a deep impact on the society. Victims of crimes are the one who is impacted the most. All communities in the world are affected by crime and the criminal justice system, but largely impacted communities are the backward classes. There are many cases reported of crime committed against scheduled tribes from the year 2005 till date. This paper states the analysis of Crimes Committed against Scheduled Tribes in the year 2015 in various states and union territories in India. In this study, Multiple Linear regression techniques have been used to analyze the crimes committed against scheduled tribes’ community in India. This study compares the number of cases reported to the police station and rate of crime committed in different states in India. It also states the future prediction of the crime that would happen. It will also predict the number of cases of crime committed against the scheduled tribe that can be reported in future. The dataset which has been used in this study is taken from official Indian government repository for crimes which include different information of crimes committed against scheduled tribes in different states and union territories measured under the population census of the year 2011. This study will help different Indian states and union territory government to analyze and predict the future crimes that may occur and take appropriate measures against it before the actual crime would occur.

  12. Commitment and Switching Intentions: Customers and Brands

    Directory of Open Access Journals (Sweden)

    Juliana Werneck Rodrigues

    2012-12-01

    Full Text Available This study aims to evaluate the relationship between a customer’s brand switching intentions and his commitment to a brand. Based on a literature review, constructs related to customer brand commitment were identified (affective and continuance commitment, trust, satisfaction, switching costs and alternative attractiveness and their roles in the formation of brand switching intentions hypothesized. Through a cross-sectional survey, a sample of 201 smartphone users was collected to test the proposed relationships. Data analysis was carried out via structural equations modeling, with direct effects of trust, satisfaction, switching costs and alternative attractiveness upon the different kinds of commitment being verified. Furthermore, both types of brand commitment (affective and continuance were found to negatively impact a customer’s intention to switch brands. Regarding enterprise customer strategies, the research findings suggest that, if firms are able to track customer brand commitment, they could use such knowledge to develop better relationship strategies, minimizing customer defection and further developing customer value to the company.

  13. Stress, health and well-being: the mediating role of employee and organizational commitment.

    Science.gov (United States)

    Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

    2013-10-11

    This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

  14. "What, Exactly, is Entrepreneurial Commitment?": Modeling the Commitment of Successful Entrepreneurs

    National Research Council Canada - National Science Library

    Rahayu Tasnim; Harcharanjit Singh

    2016-01-01

    ...?" A survey instrument entitled "Entrepreneurial Commitment Metrics" was constructed and distributed to 600 successful entrepreneurs throughout Malaysia, and data was analyzed using Component-Based...

  15. Organizers.

    Science.gov (United States)

    Callison, Daniel

    2000-01-01

    Focuses on "organizers," tools or techniques that provide identification and classification along with possible relationships or connections among ideas, concepts, and issues. Discusses David Ausubel's research and ideas concerning advance organizers; the implications of Ausubel's theory to curriculum and teaching; "webbing," a…

  16. ROMANIC EQUIVALENTS FOR LATIN IDIOMS

    Directory of Open Access Journals (Sweden)

    Dr. Stefan DUMITRU

    2010-11-01

    Full Text Available In this study we set forth to present several of the most important aspects regarding the contrastive analysis of a well-defined number of Latin idioms in parallel with their Romanic counterparts (in French, Italian, Spanish and Romanian. Our intent was not to discover, in the Romanic space, all the equivalents of the phrases that form the corpus we work with, for reasons pertaining to material restrictions, but to discuss, based on a certain number of units, the different types of issues they may point to. The most important is to establish the relation between the idiomatic expressions in Latin and their correspondents in the above mentioned languages, regarding their inner form, their meaning and their structure.

  17. Expanding the Interaction Equivalency Theorem

    Directory of Open Access Journals (Sweden)

    Brenda Cecilia Padilla Rodriguez

    2015-06-01

    Full Text Available Although interaction is recognised as a key element for learning, its incorporation in online courses can be challenging. The interaction equivalency theorem provides guidelines: Meaningful learning can be supported as long as one of three types of interactions (learner-content, learner-teacher and learner-learner is present at a high level. This study sought to apply this theorem to the corporate sector, and to expand it to include other indicators of course effectiveness: satisfaction, knowledge transfer, business results and return on expectations. A large Mexican organisation participated in this research, with 146 learners, 30 teachers and 3 academic assistants. Three versions of an online course were designed, each emphasising a different type of interaction. Data were collected through surveys, exams, observations, activity logs, think aloud protocols and sales records. All course versions yielded high levels of effectiveness, in terms of satisfaction, learning and return on expectations. Yet, course design did not dictate the types of interactions in which students engaged within the courses. Findings suggest that the interaction equivalency theorem can be reformulated as follows: In corporate settings, an online course can be effective in terms of satisfaction, learning, knowledge transfer, business results and return on expectations, as long as (a at least one of three types of interaction (learner-content, learner-teacher or learner-learner features prominently in the design of the course, and (b course delivery is consistent with the chosen type of interaction. Focusing on only one type of interaction carries a high risk of confusion, disengagement or missed learning opportunities, which can be managed by incorporating other forms of interactions.

  18. Population dose commitments due to radioactive releases from Nuclear-Power-Plant Sites in 1979

    Energy Technology Data Exchange (ETDEWEB)

    Baker, D.A.; Peloquin, R.A.

    1982-12-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1979. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 1300 person-rem to a low of 0.0002 person-rem with an arithmetic mean of 38 person-rem. The total population dose for all sites was estimated at 1800 person-rem for the 94 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 2 x 10/sup -6/ mrem to a high of 0.7 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.

  19. Population dose commitments due to radioactive releases from nuclear power plant sites in 1984

    Energy Technology Data Exchange (ETDEWEB)

    Baker, D.A.

    1988-01-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1984. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 56 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 110 person-rem to a low of 0.002 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 5 person-rem. The total population dose for all sites was estimated at 280 person-rem for the 100 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 6 x 10/sup -6/ mrem to a high of 0.04 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.

  20. Population Dose Commitments Due to Radioactive Releases from Nuclear Power Plant Sites in 1977

    Energy Technology Data Exchange (ETDEWEB)

    Baker, D. A.

    1980-10-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1977. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ, Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 220 person-rem to a low of 0.003 person-rem with an arithmetic mean of 16 person-rem. The total population dose for all sites was estimated at 700 person-rem for the 92 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 2 x 10{sup -5} mrem to a high of 0.1 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.

  1. Organizational commitment among general practitioners: a cross-sectional study of the role of psychosocial factors.

    Science.gov (United States)

    Kuusio, Hannamaria; Heponiemi, Tarja; Sinervo, Timo; Elovainio, Marko

    2010-06-01

    To examine whether general practitioners (GP) working in primary health care have lower organizational commitment compared with physicians working in other health sectors. The authors also tested whether psychosocial factors (job demands, job control, and colleague consultation) explain these differences in commitment between GPs and other physicians. Cross-sectional postal questionnaire. Setting and participants. A postal questionnaire was sent to a random sample of physicians (n = 5000) drawn from the Finnish Association database in 2006. A total of 2841 physicians (response rate 57%) returned the questionnaire, of which 2657 (545 GPs and 2090 other physicians) fulfilled all the participant criteria. Organizational commitment was measured with two different indicators: intention to change jobs and low affective commitment. GPs were less committed to their organizations than other physicians. Work-related psychosocial factors (high job demands, low job control, and poor colleague consultation) were all significant risk factors for low organizational commitment. The evidence collected suggests that policies that reduce psychological demands, such as job demands and low control, may contribute to better organizational commitment and, thus, alleviate the shortages of physicians in primary care. Furthermore, giving GPs a stronger say in decisions concerning their work and providing them with more variety in work tasks may even improve the quality of primary care. The strategies for workplace development should focus on redesigning jobs and identifying GPs at higher risk, such as those with especially high job strain.

  2. Sense of community, organizational commitment and quality of services.

    Science.gov (United States)

    Lampinen, Mai-Stiina; Suutala, ElinaAnnikki; Konu, Anne Irmeli

    2017-10-02

    Purpose The purpose of this paper is to examine how factors associated with a sense of community in the workplace are connected with organizational commitment and the quality of services among frontline managers and middle managers in social and health care services in Finland. Design/methodology/approach A questionnaire designed specifically for this research was sent to 241 lower-level and middle-level managers in social and health care services in central Finland. A total of 136 managers completed the questionnaire (response rate 56 per cent). The results were analyzed using descriptive statistics, exploratory factor analysis, Spearman's rank-order correlation coefficient and multiple linear regression analyses. Findings The study showed that feeling a sense of belonging, mutual trust and appreciation, and open interaction among colleagues were connected to organizational commitment for frontline managers and middle managers in social and health care services in Finland. Correspondingly, an open flow of information in the organization, job meaningfulness and appreciation received from managers' superiors were connected to the quality of services. Originality/value This study provides information on the factors that influence social and health care managers' organizational commitment and on items connected to their experience of the quality of services.

  3. A study on effects of personal characteristics on organizational commitment

    Directory of Open Access Journals (Sweden)

    Seyed Hamid Reza Afzalipoor

    2013-01-01

    Full Text Available Organizational commitment is an essential part of business development especially in educational system. In this paper, we study the relationship between six personal characteristics of employees of Azad University in province of Arak, Iran. The proposed study designs and distributes a questionnaire among experts who are involved in education systems. The population of this survey includes 900 employees who are enrolled in educational as well as administration levels and chooses a sample of 269 people for the survey. The questionnaire consists of different questions in Likert scale and there are six independent variables including age, gender, educational background, marital status, job experience and salary. We study the relationship of these six items with organization commitment. The results of our survey indicate that marital status is the most influential factor on organizational commitment followed by educational background and job experience. Based on the results of this survey, we can conclude that those employees who could get more experience and maintain a good educational background will more likely to stay with a firm than young employees.

  4. Leadership behaviours: effects on job satisfaction, productivity and organizational commitment.

    Science.gov (United States)

    Chiok Foong Loke, J

    2001-07-01

    Research in the west has shown that job satisfaction, productivity and organizational commitment are affected by leadership behaviours. The purpose of this study is to determine the effect of leadership behaviours on employee outcomes in Singapore. Very little research related to this subject has been done in health care settings in this country. The comparison of the results of the different types of settings and samples will allow a better understanding of the relationship between leadership behaviours and employee outcomes and thus help to determine if leadership is worth the extra effort. The study explored the relationships between five leadership behaviours identified by Kouzes and Posner and the employee outcomes of registered nurses practising in the general wards, intensive care units and the coronary care unit in an acute hospital. Survey questionnaires were used to elicit responses from 100 registered nurses and 20 managers belonging to the organization. Data collected included demographic characteristics and the degree to which the five types of leadership behaviours were used as perceived by the nurse managers and the registered nurses. In addition, the level of nurse job satisfaction, the degree of productivity and the extent of organizational commitment are described. The findings show a similar trend to the original studies in the United States of America. Use of leadership behaviours and employee outcomes were significantly correlated. The regression results indicate that 29% of job satisfaction, 22% of organizational commitment and 9% of productivity were explained by the use of leadership behaviours. Recommendations are made in the light of these findings.

  5. Political commitment for vulnerable populations during donor transition.

    Science.gov (United States)

    Rodríguez, Daniela C; Whiteside, Alan; Bennett, Sara

    2017-02-01

    The responsibilities for the programmatic, technical and financial support of health programmes are increasingly being passed from external donors to governments. Programmes for family planning, human immunodeficiency virus, immunization, malaria and tuberculosis have already faced such donor transition, which is a difficult and often political process. Wherever programmes and services aimed at vulnerable populations are primarily supported by donors, the post-transition future is uncertain. Overreliance on donor support is often a reflection of limited domestic political commitment. Limited commitment, which is frequently expressed as the persecution of vulnerable groups, poses a risk to individuals as well as to the effectiveness and sustainability of health programmes. We argue that, for reasons linked to human rights, the social contract and the cost-effectiveness of health promotion, prevention and treatment programmes, it is critical that governments sustain health services for vulnerable populations during and after donor transition. Although civil society organizations could help by engaging with government stakeholders, pushing to change social norms and supporting mechanisms that demand accountability, they may be constrained by economic, political and social factors. Vulnerable populations need to be actively involved in the planning and implementation of donor transition - to ensure that their voice and needs are taken into account and to establish a platform that improves visibility and accountability. As transitions spread across all aspects of global health, transparent conversations about the building and sustainment of political commitment for health services for vulnerable populations become a critical human rights issue.

  6. Making an Ethical Commitment: A Rhetorical Case Study of Organizational Socialization.

    Science.gov (United States)

    Pribble, Paula Tompkins

    1990-01-01

    Examines one organization's complex rhetorical processing aimed at shaping ethical conduct of newcomers. Reveals a strategy of evoking identification to the organization through a series of strategically focused identifications which culminate in an attempt to shape commitment to a set of organizational values. (KEH)

  7. An Investigation of Factors Related to Teachers' Organizational Commitment in Rural High Schools

    Science.gov (United States)

    Walker, Victoria LaShawn

    2013-01-01

    Relevant literature indicates that teachers who are not committed to their organization do not perform, do not provide a quality education for their students, and do not remain members of the organization; thus, making staffing, retaining, and maintaining highly qualified teachers problematic for rural schools. Limited research has been conducted…

  8. Internal Social Media's Impact on Socialization and Commitment

    Science.gov (United States)

    Gonzalez, Ester S.

    2012-01-01

    Social media technologies present an opportunity for organizations to create value by acclimating new employees and increasing organizational commitment. Past research has indicated that many organizations have leveraged social media in innovative ways. The purpose of this study is to investigate an internal social media tool that was designed and…

  9. Equivalence of recursive specifications in process algebra

    NARCIS (Netherlands)

    A.J. van der Poorten (Alf); Y.S. Usenko (Yaroslav)

    2001-01-01

    textabstractWe define an equivalence relation on recursive specifications in process algebra that is model-independent and does not involve an explicit notion of solution. Then we extend this equivalence to the specification language $mu$CRL.

  10. Equivalent damage of loads on pavements

    CSIR Research Space (South Africa)

    Prozzi, JA

    2009-05-26

    Full Text Available This report describes a new methodology for the determination of Equivalent Damage Factors (EDFs) of vehicles with multiple axle and wheel configurations on pavements. The basic premise of this new procedure is that "equivalent pavement response...

  11. Behavioural equivalence for infinite systems - Partially decidable!

    DEFF Research Database (Denmark)

    Sunesen, Kim; Nielsen, Mogens

    1996-01-01

    languages with two generalizations based on traditional approaches capturing non-interleaving behaviour, pomsets representing global causal dependency, and locality representing spatial distribution of events. We first study equivalences on Basic Parallel Processes, BPP, a process calculus equivalent...

  12. Microcystin-LR equivalent concentrations in fish tissue during a ...

    African Journals Online (AJOL)

    The effects of a decomposing cyanobacteria bloom on water quality and the accumulation of microcystin-LR equivalent toxin in fish at Loskop Dam were studied in ... cells were observed, while the highest concentration (3.25 μg l−1), 3.25x higher than World Health Organization standard, was observed in the riverine zone.

  13. Discovering Classes of Strongly Equivalent Logic Programs

    OpenAIRE

    Chen, Y.; Lin, F.

    2011-01-01

    In this paper we apply computer-aided theorem discovery technique to discover theorems about strongly equivalent logic programs under the answer set semantics. Our discovered theorems capture new classes of strongly equivalent logic programs that can lead to new program simplification rules that preserve strong equivalence. Specifically, with the help of computers, we discovered exact conditions that capture the strong equivalence between a rule and the empty set, between two rules, between t...

  14. Organizations

    DEFF Research Database (Denmark)

    Hatch, Mary Jo

    Most of us recognize that organizations are everywhere. You meet them on every street corner in the form of families and shops, study in them, work for them, buy from them, pay taxes to them. But have you given much thought to where they came from, what they are today, and what they might become...... and considers many more. Mary Jo Hatch introduces the concept of organizations by presenting definitions and ideas drawn from the a variety of subject areas including the physical sciences, economics, sociology, psychology, anthropology, literature, and the visual and performing arts. Drawing on examples from...... prehistory and everyday life, from the animal kingdom as well as from business, government, and other formal organizations, Hatch provides a lively and thought provoking introduction to the process of organization....

  15. Organizational Stress Moderates the Relationship between Mental Health Provider Adaptability and Organizational Commitment

    Science.gov (United States)

    Green, Amy E.; Dishop, Christopher; Aarons, Gregory A

    2016-01-01

    Objective Community mental health providers often operate within stressful work environments and are at high risk for emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examines the relationships between organizational stress, provider adaptability, and organizational commitment. Methods Variables were analyzed using moderated multi-level regression in a sample of 311 mental health providers from 49 community mental health programs. Results Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low, but were less committed than those who were less adaptable when organizational stress was high. Conclusions In the current study, providers higher in adaptability may perceive their organization as a greater fit when characterized by lower levels of stressfulness; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain desirable employees. PMID:27301760

  16. Affective Commitment and Corporate Reputation. The Effects of Attitude toward Advertising and Trust

    Directory of Open Access Journals (Sweden)

    Izlem Gozukara

    2015-09-01

    Full Text Available Affective commitment refers to the psychological attachment of an individual to an organization. It is the desire reflecting the extent to which an individual wants to be involved in an organization. It includes a sense of belonging and connection. Affective commitment influences employee/customer behaviors. In the context of higher education, affective commitment levels of students may determine student retention and affect prospective students. The objective of this study is to determine the variables that can influence the university students’ affective commitment to their university. Therefore, the present study investigates affective commitment and corporate reputation based on the effects of attitude toward advertising and trust among undergraduate students in a foundation university. The study sample included 288 university students and the study data was collected using questionnaires. A structural equation model (LISREL was used to analyze the relationships between affective commitment, corporate reputation, attitude toward advertising and trust. The study results demonstrated that all one-side relations seen in the proposed model were statistically significant and all hypotheses were confirmed with a statistical significance for all variables.

  17. Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment.

    Science.gov (United States)

    Green, Amy E; Dishop, Christopher R; Aarons, Gregory A

    2016-10-01

    Community mental health providers often operate within stressful work environments and are at high risk of emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examined the relationships between organizational stress, provider adaptability, and organizational commitment. Variables were analyzed with moderated multilevel regression in a sample of 311 mental health providers from 49 community mental health programs. Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low but were less committed than those who were less adaptable when organizational stress was high. Providers higher in adaptability may perceive their organization as a greater fit when the work environment is less stressful; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain adaptable employees.

  18. DIFFERENCES OF COMMITMENT BETWEEN GENERATIONS X AND Y – A STUDY IN A METALLURGICAL INDUSTRY

    Directory of Open Access Journals (Sweden)

    Fábio Teodoro Tolfo Ribas

    2015-06-01

    Full Text Available The way each generation acts in society and in organizations is always a matter of study and appreciation (LOMBARDIA; STEIN & PIN, 2008. Thus, this study aimed to examine the organizational commitment in its affetctive, instrumental and normative dimensions in different generational groups (X and Y of Metallurgical Industry in the city of Caxias do Sul (RS. The research is descriptive and quantitative in nature. To reach its objective it uses a validated questionnaire, based on Ribas 2010, with 96 professional of the administrative sector. The results identify that the respondents have very similar approaches regarding affective, instrumental and normative commitment perceptions. Still, it was noticed that the highest means for both generations, were obtained in the construct of affective commitment. The clearest difference emerged in the focus of instrumental commitment, which determines the individual’s need to remain in business.

  19. Organizational commitment among intercollegiate head athletic trainers: examining our work environment.

    Science.gov (United States)

    Winterstein, A P

    1998-01-01

    To 1) examine the commitment of head athletic trainers to their intercollegiate work environments, 2) develop a model that better reflects the head athletic trainer's daily work setting, and 3) use new techniques to describe the various ways head athletic trainers demonstrate commitment to their organizations. Organizational commitment (OC) surveys were sent to 461 head athletic trainers identified for the sample. A response rate of 71.5% (330/461) was obtained from the mail survey. A proportional random sample of head athletic trainers was taken from a population identified in the National Association of Collegiate Directors of Athletics (NACDA) directory of intercollegiate athletics as Division I, II, and III institutions. Returned OC surveys were analyzed using descriptive and inferential statistics for all demographic and OC variables. Exploratory cluster analysis was performed to examine naturally clustering groups. Exploratory cluster analysis revealed five naturally clustering groups that represent the head athletic trainers' patterns of commitment across the specific organizational targets. Paired t tests indicated that the continuance commitment scores were significantly lower than the affective and normative scores across the sample. Analysis of variance tests indicated significant differences for specific commitment dimensions based on gender and NCAA division demographics. Beyond that, the five-cluster solution revealed no particular demographic characteristics that predisposed individuals to specific clusters. THE FINDINGS REINFORCE A CENTRAL THEME IN INTERCOLLEGIATE ATHLETIC TRAINING: that student-athletes and student athletic trainers are the primary focus of the head athletic trainers' commitment. Positive attachment and obligation directed toward student-athletes and student athletic trainers link the five clusters. Commitment patterns in areas other than student-athletes and student athletic trainers define the cluster membership or head athletic

  20. An empirical study to determine effective factors on organizational commitment

    Directory of Open Access Journals (Sweden)

    Nase Azad

    2012-09-01

    Full Text Available Organizational commitment plays an important role on the success of business units. Many companies rely on their human resources and when some skilled employees leave an organization, there would be a chaos in some organizations especially in small business units. The proposed study of this paper gathers the necessary information from 200 employees who work for custom organization in Iran. The results of factor analysis have indicated there are four factors influencing organizational commitments. The first factor is associated with cultural factor, the second issue is related to human resource based factors while the third factor indicates the behavior based factors and finally empowering based factors are the last item. The ratio of Chi-Square/df is equal to 2.66, which is less than 3 and this validates the results. We have also used structural equation modeling and the results show that the third factor, behavior based components, is the most important factor followed by the second factor, human resource factor. In addition, the third important factor is cultural issues followed by empowering factors.

  1. Employee Trust in Supervisors and Affective Commitment: The Moderating Role of Authentic Leadership.

    Science.gov (United States)

    Xiong, Kehan; Lin, Weipeng; Li, Jenny C; Wang, Lei

    2016-06-01

    Although previous research has examined the main/direct effects of subordinates' trust in their supervisors on the levels of subordinates' affective commitment towards the organizations, little attention has been paid to explore the boundary conditions of this relationship. Two studies were conducted to examine the moderating effect of authentic leadership on the relationship between subordinates' trust in supervisor and their levels of affective commitment towards the organization. In line with the hypothesized model, both Study 1 (cross-sectional design, n = 138) and Study 2 (lagged design, n = 154) demonstrated that authentic leadership moderated the relationship between employees' trust in supervisor and their levels of affective commitment towards their organizations. Specifically, the positive relationship was stronger for employees under higher levels of authentic leadership. The implications for theory and practice are discussed. © The Author(s) 2016.

  2. How high-commitment HRM relates to engagement and commitment: the moderating role of task proficiency

    NARCIS (Netherlands)

    Boon, C.; Kalshoven, K.

    2014-01-01

    In a multisource field study, we examine the relationship between employee perceptions of high-commitment human resource management (HRM), task proficiency, work engagement, and organizational commitment. Based on conservation of resources (COR) theory, we first propose that work engagement mediates

  3. How high-commitment HRM relates to engagement and commitment : The moderating role of task proficiency

    NARCIS (Netherlands)

    Boon, Corine; Kalshoven, Karianne

    2014-01-01

    In a multisource field study, we examine the relationship between employee perceptions of high-commitment human resource management (HRM), task proficiency, work engagement, and organizational commitment. Based on conservation of resources (COR) theory, we first propose that work engagement mediates

  4. A modal approach to intentions, commitments and obligations: Intention plus commitment yields obligation

    NARCIS (Netherlands)

    Wieringa, R.; Dignum, F.P.M.; Meyer, J-J.Ch.; Kuiper, R.

    1996-01-01

    In this paper we introduce some new operators that make it possible to reason about decisions and commitments to do actions. In our framework, a decision leads to an intention to do an action. The decision in itself does not change the state of the world; a commitment to actually perform the

  5. Influence of Teacher Empowerment on Teachers' Organizational Commitment, Professional Commitment and Organizational Citizenship Behavior in Schools

    Science.gov (United States)

    Bogler, Ronit; Somech, Anit

    2004-01-01

    The present study focuses on the relationship between teacher empowerment and teachers' organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of…

  6. An Equivalent Fracture Modeling Method

    Science.gov (United States)

    Li, Shaohua; Zhang, Shujuan; Yu, Gaoming; Xu, Aiyun

    2017-12-01

    3D fracture network model is built based on discrete fracture surfaces, which are simulated based on fracture length, dip, aperture, height and so on. The interesting area of Wumishan Formation of Renqiu buried hill reservoir is about 57 square kilometer and the thickness of target strata is more than 2000 meters. In addition with great fracture density, the fracture simulation and upscaling of discrete fracture network model of Wumishan Formation are very intense computing. In order to solve this problem, a method of equivalent fracture modeling is proposed. First of all, taking the fracture interpretation data obtained from imaging logging and conventional logging as the basic data, establish the reservoir level model, and then under the constraint of reservoir level model, take fault distance analysis model as the second variable, establish fracture density model by Sequential Gaussian Simulation method. Increasing the width, height and length of fracture, at the same time decreasing its density in order to keep the similar porosity and permeability after upscaling discrete fracture network model. In this way, the fracture model of whole interesting area can be built within an accepted time.

  7. The relationship between organizational commitment components and organizational citizenship behavior in nursing staff

    Directory of Open Access Journals (Sweden)

    Leyla Amin Bandar Cham Khaleh

    2016-05-01

    Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.

  8. Nursing Ethics: A Lifelong Commitment.

    Science.gov (United States)

    Gibbons, Susanne W; Jeschke, E Ann

    2016-01-01

    Over the past 30 years, the health-care context as well as the roles and responsibilities of nurses have drastically changed. Leaders in nursing around the world recognize that the health-care system is stressed and the well-being of the nursing workforce plagued by the pressures and challenges it faces in everyday practice. We do not intend to make a strong normative argument for why nursing ethics education should be done in a certain way, but instead show from where we have come and to where we can go, so that educators are positioned to address some of the current shortcomings in ethics education. Our goal is to provide an illustration of ethics education as an interwoven, ongoing, and essential aspect of nursing education and professional development. By developing professional identity as character, we hope that professional nurses are given the skills to stand in the face of adversity and to act in a way that upholds the core competencies of nursing. Ultimately, health-care organizations will thrive because of the support they provide nurses and other health-care professionals.

  9. Policy Uncertainty, Investment and Commitment Periods

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2007-07-01

    Today's investment decisions in key sectors such as energy, forestry or transport have significant impacts on the levels of greenhouse gas (GHG) emissions over the coming decades. Given the economic and environmental long-term implications of capital investment and retirement, a climate mitigation regime should aim to encourage capital investment in climate-friendly technologies. Many factors affect technology choice and the timing of investment, including investor expectations about future prices and policies. Recent international discussions have focused on the importance of providing more certainty about future climate policy stringency. The design of commitment periods can play a role in creating this environment. This paper assesses how the length of commitment periods influences policy uncertainty and investment decisions. In particular, the paper analyses the relationship between commitment period length and near term investment decisions in climate friendly technology.

  10. A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

    Directory of Open Access Journals (Sweden)

    Harif Amali Rifai

    2005-06-01

    Full Text Available This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

  11. Measuring Asian nurses' organizational commitment: a critical analysis of the psychometric properties of two organizational commitment instruments.

    Science.gov (United States)

    Liou, Shwu-Ru; Tsai, Hsiu-Min; Cheng, Ching-Yu

    2013-01-01

    To analyze and compare the psychometric properties and cultural attributes of the Organizational Commitment Questionnaire and the Organizational Commitment Scale to determine their appropriateness for measuring commitment of Asian nurses, the biggest portion of international nurses. The Organizational Commitment Questionnaire was cross-culturally cross-validated when compared with the Organizational Commitment Scale. Both instruments were not tested on Asian nurses. More studies are needed to validate the cultural properties of the Organizational Commitment Scale. Healthcare administrators can use culturally validated instruments, which concern cultural context, including languages and cultural values, to understand Asian nurses' organizational commitment and further lower turnover behavior among them. © 2013 Wiley Periodicals, Inc.

  12. Commitments of Psychological Contracts and Diagnostic Use of Management Control Systems

    Directory of Open Access Journals (Sweden)

    Ivan Canan

    2016-06-01

    Full Text Available Investigating the commitments the Surveillance Agents from the National Telecommunications Agency (Anatel made in their psychological contracts and the diagnostic use of the management control system of the entity, this study tested the hypothesis that individuals tend to be more committed to aspects they are charged for within organizations. This is a theoretical and empirical study that assumed that the commitments comprise the part of the belief that individuals develop on reciprocal relations of exchange between themselves and their contractors, in line with the model by Rousseau (1989; 1995. It was also assumed that the extent to which aspects are charged from the members of an organization matches their perception of the diagnostic use of formal and informal control systems. Methodologically, the research was developed in two phases, the first qualitative, involving documentary analysis and content analysis of organizational documents; and the second quantitative, with the application of questionnaires answered by individuals who occupy the individual position referred to in the organization, who evaluated behavioral parameters that act on them and that were identified in the first phase. The data showed that 42 respondents tend to maintain high levels of commitment to the rules and standards proposed for their function. Statistical results also suggest that there is a significant positive correlation between the commitments assumed and the perceived diagnostic use of control systems for the surveillance agents who answered the questionnaire.

  13. Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Sabir I. Giga

    2013-10-01

    Full Text Available This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.

  14. Does organizational culture mediate the relationship between transformational leadership and organizational commitment

    Directory of Open Access Journals (Sweden)

    Nor Hazana Abdullah

    2015-02-01

    Full Text Available To date, the relationships among organizational culture, transformational leadership and organizational commitment have been empirically investigated. However, majority of these studies have been focusing on direct effects of either transformational leadership or organizational culture on organizational commitment in large organizations. This approach might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

  15. Job insecurity, organisational commitment and work engagement ...

    African Journals Online (AJOL)

    and/or job attributes) and the extent of powerlessness to counteract the threat. In other words, they .... commitment to the organisation provided he or she exhibits all three attributes. A positive spinoff of high ..... the labour market, employability, personal characteristics and family responsibilities. For instance, the South ...

  16. Sex, Love, and the Committed Relationship

    Science.gov (United States)

    Whitaker, Carl A.; And Others

    1976-01-01

    Six responses are presented to the question of relationship of love, sex, and commitment as revised by Sager in the Spring 1976 issue of this journal. Theoretical and historical perspectives as well as issues of coupling, eroticism, sexual dysfunction and therapy, and psychosexual development are discussed. (HLM)

  17. Job insecurity, organisational commitment and work engagement ...

    African Journals Online (AJOL)

    Chair of the Department of Industrial and Organisational Psychology, University of South Africa. E-mail: moshoan@ ... the experience of job insecurity is one of the main reported psychological states occurring through .... positive spinoff of high commitment is an employee who is happier at work, spends less time away from ...

  18. Packaging of Sin Goods - Commitment or Exploitation?

    DEFF Research Database (Denmark)

    Nafziger, Julia

    to such self-control problems, and possibly exploit them, by offering different package sizes. In a competitive market, either one or three (small, medium and large) packages are offered. In contrast to common intuition, the large, and not the small package is a commitment device. The latter serves to exploit...

  19. Predicting volunteer commitment in environmental stewardship programmes

    Science.gov (United States)

    Robert L. Ryan; Rachel Kaplan; Robert E. Grese

    2001-01-01

    The natural environment benefits greatly from the work of volunteers in environmental stewardship programmes. However, little is known about volunteers' motivations for continued participation in these programmes. This study looked at the relationship between volunteer commitment and motivation, as well as the effect that volunteering has on participants'...

  20. SPECAL ISSUE Awareness, Readiness, Commitment and ...

    African Journals Online (AJOL)

    teachers, officers at different levels) and the relevance of the programs as perceived by these agents. Statement of ... What is the status of awareness, readiness, commitment level and perception of different agents attached to ..... are very far from the main grid and in remote place under this program of CBE. He believed that ...

  1. Articulating (Ultimate) Commitments: Historical, Factual and ...

    African Journals Online (AJOL)

    Acknowledging that religion forms a constitutive part of human life is recently confirmed by Göbekli Tepe, an archaeological site in Turkey, from which it appears that religion is basic to all the other cultural developments within human society. This opened the way to illustrate the interplay between ultimate commitments and ...

  2. [Outpatient commitment under court order in psychiatry].

    Science.gov (United States)

    Bauer, Arie; Rosca, Paola; Shai, Ozi; Charnas, Jacob; Lehman, Dina; Mester, Roberto; Khawaled, Razek

    2007-08-01

    Outpatient commitment under court order is a controversial issue among mental health professionals in different countries. This kind of outpatient involuntary treatment is provided for mental patients suspected to have committed a crime endangering society while in a severe psychotic state. Despite their dangerousness, the Israeli Mental Health Law of 1991 provides outpatient commitment under court order as an alternative to inpatient commitment. This legal provision raises several concerns and important ethical questions. A major dilemma is the question of whether this legal tool is efficacious in stabilizing the mental condition of criminal mental patients in order to prevent the perpetuation of violent crimes in an open setting such as outpatient clinics. Other major concerns are: (a) who bears the responsibility for the implementation of the enforcement? (b) how the enforcement might be implemented? This paper discusses this complex issue and presents some possible solutions aimed at improving the practical use of this important component of the comprehensive modern system of care for mental patients.

  3. Job insecurity, organisational commitment and work engagement ...

    African Journals Online (AJOL)

    A cross-sectional survey design was conducted among 260 employees in an open distance learning institution. The measuring instruments included the job insecurity scale, organisational commitment questionnaire and Utrecht Work Engagement Scale. The results demonstrated statistically significant relationships ...

  4. Evolution of collective commitment during teamwork

    NARCIS (Netherlands)

    Dunin-Keplicz, B; Verbrugge, R

    In this paper we aim to describe dynamic aspects of social and collective attitudes in teams of agents involved in Cooperative Problem Solving (CPS). Particular attention is given to the strongest motivational attitude, collective commitment, and its evolution during team action. First, building on

  5. Robust unit commitment with dispatchable wind power

    NARCIS (Netherlands)

    Morales Espana, G.; Lorca, Álvaro; de Weerdt, M.M.

    The increasing penetration of uncertain generation such as wind and solar in power systems imposes new challenges to the unit commitment (UC) problem, one of the most critical tasks in power systems operations. The two most common approaches to address these challenges — stochastic and robust

  6. The Changing Mood in America. Eroding Commitment?

    Science.gov (United States)

    Jones, Faustine Childress; And Others

    This book examines the current social climate in the United States to determine whether there is an eroding social commitment to equal opportunity for blacks and other minorities and the poor. It is concluded that there is a changing mood in the dominant society, in the black population, and in all three branches of the federal government, and it…

  7. Religious Commitment and Prejudicial Attitudes toward ...

    African Journals Online (AJOL)

    ... it obvious that Ghanaians are unaccepting of it and view it as against the culture, moral ethics and religions of Ghana. This study therefore aimed at determining the extent to which religious commitment will moderate prejudicial attitudes toward homosexuals focusing on the cognitive and affective components of attitudes.

  8. From commitment to practice: the EU response

    Directory of Open Access Journals (Sweden)

    Joanne van Selm

    2012-06-01

    Full Text Available Events in North Africa in 2011 transformed the pattern of boat arrivals in Europe – significantly in terms of the motivations of those arriving but with smaller numbers than might have been anticipated. The EU’s response indicates that more is needed to translate a commitment to solidarity from limited aid and statements of principle into practical reality

  9. Sport commitment in adolescent soccer players

    Directory of Open Access Journals (Sweden)

    Noelia Belando Pedreño

    2016-03-01

    Full Text Available The aim of this study was to contribute to the postulates of the self-determination theory, the hierarchical model of intrinsic and extrinsic motivation by Vallerand, and social goals. A structural regression model was estimated to analyze the relations between social goals (responsibility and relationships, praise for autonomous behavior, satisfaction of the basic psychological needs and intrinsic motivation in commitment to sport. A sample of 264 young Spanish soccer players aged between 14 and 16 (M =14.74, SD =.77 participated in the study. Structural Equation Modeling results showed that the social responsibility goal, the social relationship goal and praise for autonomous behavior predicted perceived competence. Furthermore, the relationship goal also predicted the need for relatedness. Satisfaction of the basic psychological needs for competence and relatedness predicted intrinsic motivation. Intrinsic motivation positively predicted future commitment to sport. These results highlighted the importance of social goals, praise for autonomous behavior and psychological mediators in encouraging greater commitment in young soccer players. Future research should focus on the coach’s role in generating greater commitment to sport through the development of intervention methodologies based on social goals.

  10. Organizational Commitment through Organizational Socialization Tactics

    Science.gov (United States)

    Filstad, Cathrine

    2011-01-01

    Purpose: The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design/methodology/approach: A survey was conducted using a measurement tool based on Van Maanen and Schein's theory on organizational socialization tactics and Kuvaas' measurement tools of…

  11. Influencing Organizational Commitment through Office Redesign

    Science.gov (United States)

    Morrow, Paula C.; McElroy, James C.; Scheibe, Kevin P.

    2012-01-01

    Prior research on the effects of office redesign on work-related outcomes has been largely a theoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is…

  12. Effects of Gender on Engineering Career Commitment.

    Science.gov (United States)

    Barker, Anne M.

    2001-01-01

    Examines the effects of gender on career commitment, success, satisfaction, and involvement in engineering, and the effects of personality and work environment on these variables. Uses statistical and descriptive methods to determine the relationship among these variables. (Contains 34 references.) (Author/YDS)

  13. Managing Organizational Commitment: Insights from Longitudinal Research

    Science.gov (United States)

    Morrow, Paula C.

    2011-01-01

    This article summarizes what is known about the "active" management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human…

  14. Religious Commitment and Superstitious Beliefs about ...

    African Journals Online (AJOL)

    Data were analysed using multiple regression, Pearson Product Moment Correlation Coefficient and t-test. Combined influence of students' religious commitment and superstitious beliefs about examinations accounted for a significant percentage of 13.6% of the total variance in examination malpractice behaviours (R2 ...

  15. [ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT - THEORETICAL CONCEPTIONS AND TERMINOLOGICAL PROBLEMS].

    Science.gov (United States)

    Łaguna, Mariola; Mielniczuk, Emilia; Żaliński, Adam; Wałachowska, Karolina

    2015-01-01

    Engagement in professional activities and positive attitudes towards an organization are of significant importance to functioning and health of employees. Studies analysing the phenomena of employees' engagement and their relations with an organization undergo a dynamic development in both international and Polish research. Two theoretical conceptions: organizational commitment (by Meyer and Allen) and work engagement (by Schaufeli and Bakker) have become prominent in the field. They capture 2 similar, albeit distinct constructs. In English-language journals academics concentrate on theoretical and empirical analyses of similarities and differences between the 2 concepts, while in Polish publications scholars also have to deal with the issue of the original term translation. The problem lies mostly in Polish nomenclature of the dimensions proposed in both of these conceptions. Lack of common translations for different studies may cause confusion in this area of research. In the paper authors present a review of Polish translations of terms used in the discussed conceptions and a linguistic analysis of terms, both in English and in Polish. Authors provide solutions which could help to clarify terminology in Polish-language publications concerning organizational commitment and work engagement. This allows for further development of research in this field.

  16. Measuring performance improvement: total organizational commitment or clinical specialization.

    Science.gov (United States)

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

    2004-01-01

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

  17. The effective theory of Borel equivalence relations

    DEFF Research Database (Denmark)

    Fokina, E.B.; Friedman, S.-D.; Törnquist, Asger Dag

    2010-01-01

    equality on ω is above equality on P (ω), the power set of ω, and any Borel equivalence relation strictly above equality on the reals is above equality modulo finite on P (ω). In this article we examine the effective content of these and related results by studying effectively Borel equivalence relations......The study of Borel equivalence relations under Borel reducibility has developed into an important area of descriptive set theory. The dichotomies of Silver [20] and Harrington, Kechris and Louveau [6] show that with respect to Borel reducibility, any Borel equivalence relation strictly above...... under effectively Borel reducibility. The resulting structure is complex, even for equivalence relations with finitely many equivalence classes. However use of Kleene's O as a parameter is sufficient to restore the picture from the noneffective setting. A key lemma is that of the existence of two...

  18. The impact of psychological contract on organisational commitment: A study on public sector of Maldives

    Directory of Open Access Journals (Sweden)

    Zubair Hassan

    2017-10-01

    Full Text Available The purpose of this study is to investigate the impact to psychological contract on the organisational commitment of public sector employees in Maldives. The research draws a sample of 100 respondents from ministry of Youth and Sports, Maldives, using simple random probability sampling technique. A Likert-Scale with 1-5 rating was used to obtain. The Questionnaire distributed included five variables to measure the Psychological Contract construct. These are ‘trust, ‘mutual obligation’, ‘perceived fairness, and ‘length of contract’. The dependent variable was organizational commitment (affective commitment, which is measured using ‘sense of belonging to the organization’, pride in organization membership’, and meaning associated with the work’. The data collected was processed using the Statistical Package for Social Science (SPSS version 22.0 for windows. The correlation analysis shows that the dimensions of psychological contract have positive correlation with affective commitment. The main results indicate that psychological contract dimension such as fulfillment of mutual obligations, perceived fairness and length of contract has a positive and significant impact on affective commitment. However this study found that psychological contract dimension, trust in employer has a positive correlation although it does not have a significant impact on affective commitment. Implications and suggestion for future researches are discussed.

  19. RESEARCH OF RELATIONSHIP BETWEEN LEADERSHIP BEHAVIORS OF MANAGERS AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES USING STATISTICAL METHODS

    Directory of Open Access Journals (Sweden)

    Aydoğan Durmuş

    2016-08-01

    Full Text Available In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of  Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary,  participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.

  20. Leadership, job satisfaction and organizational commitment in healthcare sector: proposing and testing a model.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

    none declared. Employees' job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees' work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees' job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity.

  1. Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

    Conflict of interest: none declared. Introduction Employees’ job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees’ job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity. PMID:24082837

  2. The Complexity of Identifying Large Equivalence Classes

    DEFF Research Database (Denmark)

    Skyum, Sven; Frandsen, Gudmund Skovbjerg; Miltersen, Peter Bro

    1999-01-01

    We prove that at least 3k−4/k(2k−3)(n/2) – O(k)equivalence tests and no more than 2/k (n/2) + O(n) equivalence tests are needed in the worst case to identify the equivalence classes with at least k members in set of n elements. The upper bound is an improvement by a factor 2 compared to known res...

  3. Formalizing the Relationship Between Commitment and Basic Cryptographic Primitives

    Directory of Open Access Journals (Sweden)

    S. Sree Vivek

    2016-11-01

    Full Text Available Signcryption is a cryptographic primitive which offers the functionality of both digital signature and encryption with lower combined computational cost. On the other hand, commitment scheme allows an entity to commit to a value, where the entity reveals the committed value later during a decommit phase. In this paper, we explore the connection between commitment schemes, public key encryption, digital signatures and signcryption. We establish formal relationship between commitment and the other primitives. Our main result is that we show signcryption can be used as a commitment scheme with appropriate security notions. We show that if the underlying signcryption scheme is IND-CCA2 secure, then the hiding property of the commitment scheme is satisfied. Similarly, we show that if the underlying signcryption scheme is unforgeable, then the relaxed biding property of the commitment scheme is satisfied. Moreover, we prove that if the underlying signcryption scheme is NM-CCA2, then the commitment scheme is non-malleable.

  4. Validating Teacher Commitment Scale Using a Malaysian Sample

    Directory of Open Access Journals (Sweden)

    Lei Mee Thien

    2014-05-01

    Full Text Available This study attempts to validate an integrative Teacher Commitment scale using rigorous scale validation procedures. An adapted questionnaire with 17 items was administered to 600 primary school teachers in Penang, Malaysia. Data were analyzed using exploratory factor analysis (EFA and confirmatory factor analysis (CFA with SPSS 19.0 and AMOS 19.0, respectively. The results support Teacher Commitment as a multidimensional construct with its four underlying dimensions: Commitment to Student, Commitment to Teaching, Commitment to School, and Commitment to Profession. A validated Teacher Commitment scale with 13 items measured can be proposed to be used as an evaluative tool to assess the level to which teachers are committed to their students’ learning, teaching, school, and profession. The Teacher Commitment scale would also facilitate the identifications of factors that influence teachers’ quality of work life and school effectiveness. The practical implications, school cultural influence, and methodological limitations are discussed.

  5. When feeling bad leads to feeling good: guilt-proneness and affective organizational commitment.

    Science.gov (United States)

    Flynn, Francis J; Schaumberg, Rebecca L

    2012-01-01

    The authors posit that higher levels of guilt-proneness are associated with higher levels of affective organizational commitment. To explain this counterintuitive link, the authors suggest that a dispositional tendency to feel guilt motivates individuals to exert greater effort on their work-related tasks that, in turn, strengthens their affinity for the organization. The authors tested this idea using a laboratory study and field data from 2 samples of working adults. Individuals who are more guilt-prone reported higher levels of organizational attachment compared with less guilt-prone individuals. Furthermore, mediation analyses indicate that the link between guilt-proneness and affective commitment is driven by greater task effort. The authors discuss the implications of these findings for understanding the affective drivers of commitment in organizations.

  6. The Moderating Effect of Leader-member Exchange on the Job Insecurity-Organizational Commitment Relationship

    Science.gov (United States)

    Hu, Sanman; Zuo, Bin

    Job insecurity has become an important issue for society and organizations in the last decades due to uncertain economic conditions, global competition, and the advancement of information technology. As job insecurity have detrimental consequences for employees and organizations, it is vital to identify variables that could buffer against the negative effects of job insecurity. In this study, we examined the moderating effect of Leader-member exchange on the relation between job insecurity and organizational commitment. Data collected from 314 employees indicated that the negative relationship between qualitative insecurity and affective commitment was alleviated as Leader-member exchange increased. Furthermore, the positive relation between quantitative insecurity and continuance commitment decreased as Leader-member exchange increased.

  7. On the Degree of Participant Commitment in Non-Work Settings

    DEFF Research Database (Denmark)

    Klokmose, Clemens Nylandsted; Korn, Matthias

    . In work settings the role of peers is well defined, whereas in non-work settings participating peers are more elusive—like the familiar stranger at the parents’ evening at school. Furthermore, work practices are institutionalized and it is possible to enforce people to become aware of the participation......The traditional view on participation in participatory design of workplace technologies assumes a high degree of commitment by participants. In non-work settings, however, such a degree of commitment cannot necessarily be assumed. Similarly, the social organization differs from work to non-work...... activities of others. This is not the case in non-work settings with lower degrees of commitment and weaker ties to the ‘organization.’ Here, the means of awareness and engagement needs to be interwoven with people’s day-to-day idiosyncratic activities. We exemplify this tension with a recent case on citizen...

  8. 21 CFR 26.9 - Equivalence determination.

    Science.gov (United States)

    2010-04-01

    ... RECOGNITION OF PHARMACEUTICAL GOOD MANUFACTURING PRACTICE REPORTS, MEDICAL DEVICE QUALITY SYSTEM AUDIT REPORTS... Specific Sector Provisions for Pharmaceutical Good Manufacturing Practices § 26.9 Equivalence determination...

  9. 21 CFR 26.6 - Equivalence assessment.

    Science.gov (United States)

    2010-04-01

    ... OF PHARMACEUTICAL GOOD MANUFACTURING PRACTICE REPORTS, MEDICAL DEVICE QUALITY SYSTEM AUDIT REPORTS... Specific Sector Provisions for Pharmaceutical Good Manufacturing Practices § 26.6 Equivalence assessment...

  10. Commitment or Compliance? Institutional Logics of Work Environment Management

    DEFF Research Database (Denmark)

    Madsen, Christian Uhrenholdt; Hasle, Peter

    2017-01-01

    rooted in the orders of the state and the corporation, and the commitment logic as based on the orders of the corporation. The paper ends with a discussion on the how the two logics can influence concrete work environment practices and approaches to management in organizations.......In the last decade, scholars of the work environment have pointed out how management ideas and practices inspired by a human resource approach are influencing the work environment efforts in Nordic organizations. So far no theoretical analysis has been put forward on what this approach entails...... and where it differs from the traditional organizational approach to work environment management. In this paper, we use the ‘institutional logics’ perspective to propose heuristic ideal types of two institutional logics of work environment management: The logic of compliance as the ideal type...

  11. The effects of organizational commitment and structural empowerment on patient safety culture.

    Science.gov (United States)

    Horwitz, Sujin K; Horwitz, Irwin B

    2017-03-20

    Purpose The purpose of this paper is to investigate the relationship between patient safety culture and two attitudinal constructs: affective organizational commitment and structural empowerment. In doing so, the main and interaction effects of the two constructs on the perception of patient safety culture were assessed using a cohort of physicians. Design/methodology/approach Affective commitment was measured with the Organizational Commitment Questionnaire, whereas structural empowerment was assessed with the Conditions of Work Effectiveness Questionnaire-II. The abbreviated versions of these surveys were administered to a cohort of 71 post-doctoral medical residents. For the data analysis, hierarchical regression analyses were performed for the main and interaction effects of affective commitment and structural empowerment on the perception of patient safety culture. Findings A total of 63 surveys were analyzed. The results revealed that both affective commitment and structural empowerment were positively related to patient safety culture. A potential interaction effect of the two attitudinal constructs on patient safety culture was tested but no such effect was detected. Research limitations/implications This study suggests that there are potential benefits of promoting affective commitment and structural empowerment for patient safety culture in health care organizations. By identifying the positive associations between the two constructs and patient safety culture, this study provides additional empirical support for Kanter's theoretical tenet that structural and organizational support together helps to shape the perceptions of patient safety culture. Originality/value Despite the wide recognition of employee empowerment and commitment in organizational research, there has still been a paucity of empirical studies specifically assessing their effects on patient safety culture in health care organizations. To the authors' knowledge, this study is the first

  12. Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

    Science.gov (United States)

    Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

    2017-01-01

    Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in

  13. Correlation between Nursing Managers’ Delegation and Nurses’ Organizational Commitment from the Viewpoint of Nurses Working in Teaching Hospitals of Isfahan University of Medical Sciences (Year 2012)

    OpenAIRE

    Foroozan Atashzadeh Shoorideh; Zohreh Nabizadeh; Nahid Khazaei; Hamid Alavi-Majd

    2014-01-01

    The aim of this study is to determine the correlation between nurse managers’ delegation and nurses’ organizational commitment in the view of nurses. Nowadays improvement of the performance, efficiency, and effectiveness of organizations require capable and committed employees. In Iran, there is not any survey of the correlation between delegation and organizational commitment. This study is a descriptive – correlation study. Statistical data in this research includes nurses (2120 members) of...

  14. Competition with Variety Seeking and Habitual Consumption: Price Commitment or Quality Commitment?

    Directory of Open Access Journals (Sweden)

    Liyang Xiong

    2017-01-01

    Full Text Available This paper investigates price and quality competition in a market where consumers seek variety and habit formation. Variety seeking is modeled as a decrease in the willingness to pay for product purchased on the previous occasion while habitual consumption may increase future marginal utility. We compare two competing strategies: price commitment and quality commitment. With a three-stage Hotelling-type model, we show that variety seeking intensifies while habitual consumption softens the competition. With price commitment, firms supply lower quality levels in period 1 and higher quality levels in period 2, while, with quality commitment, firms charge higher prices in period 1 and lower prices in period 2. However, the habitual consumption brings the opposite effect. In addition, with quality commitment variety seeking leads to a lower profit and a higher consumer surplus, while habitual consumption leads to the opposite results. On the other side, with price commitment these behaviors have no effect on the consumer surplus, although they still lower down the firm profits. Finally, we also identify conditions under which one strategy outperforms the other.

  15. Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions

    Directory of Open Access Journals (Sweden)

    Imen Keskes

    2014-02-01

    Full Text Available Purpose: The aim of this work is the study and the discussion of the relationship between leadership styles and organizational commitment dimensions. Both styles of leadership known as transformational and transactional styles differ in the process by which the leader motivates his subordinates. Organizational commitment defined by its three types (Affective, Normative and Continuance measures the strength of an individual identification with and involvement in the organization. Design/methodology/approach: An extensive literature research has been done in order to increase our understanding of leadership and organizational commitment as well as the relationship between these two concepts. Findings: The present study of the relationships between leadership styles and organizational commitment has shown how leadership dimensions can influence employee organizational commitment. Although there is considerable research available suggesting that transformational leadership is positively associated with organizational commitment in a variety of organizational settings and cultures, there has been little empirical research focusing on the precise ways in which style of leadership impacts  employee organizational commitment. Originality/value: Some critics about previous empirical and theoretical studies will present and a number of areas for future research will highlight. In this sense, various areas that require additional research are developed and possible incorporation of some mediation variables are proposed in order to gather a better understanding about the mechanism that links leadership styles and followers organizational commitment.

  16. The relationship between organizational commitment and whistleblowing tendency: An empirical research

    Directory of Open Access Journals (Sweden)

    Çiftçi Nusret

    2017-01-01

    Full Text Available The ethical position of organizations is of great importance to both organizations and society in general considering people spend their considerable lifespan in organizations. It is important to sustain the determination on ethics by detecting and revealing the ethical infringements inside the organization. In this context; whistleblowing, which is a concept deriving from the field of organizational psychology is defined as the action that informing the individuals and organizations for the on-going unethical and amoral activities in the organizations, has become important. The courage of individuals to report unethical, immoral or illegal activities to the authorities can be affected by the attitude of individuals towards the organization. One of the attitudes that are considered to affect that courage, which is named as whistleblowing, is organizational commitment. Organizational commitment shows the loyalty of employees to the organization. In this study it has been examined the relationship between employees’ organizational commitment and tendency to reporting immoral behaviours. The sample of the study is composed of the employees of Faculty of Economics and Administrative Sciences at Selcuk University. For this empirical study, survey method has been used, and the reached sample chosen by simply random sampling is 88 employees.

  17. 46 CFR 176.930 - Equivalents.

    Science.gov (United States)

    2010-10-01

    ...) INSPECTION AND CERTIFICATION International Convention for Safety of Life at Sea, 1974, as Amended (SOLAS) § 176.930 Equivalents. As outlined in Chapter I (General Provisions) Regulation 5, of SOLAS, the... required by SOLAS regulations if satisfied that such equivalent is at least as effective as that required...

  18. 46 CFR 115.930 - Equivalents.

    Science.gov (United States)

    2010-10-01

    ... International Convention for Safety of Life at Sea, 1974, as Amended (SOLAS) § 115.930 Equivalents. In accordance with Chapter I (General Provisions) Regulation 5, of SOLAS, the Commandant may accept an... the SOLAS regulations if satisfied that such equivalent is at least as effective as that required by...

  19. Flow equivalence and isotopy for subshifts

    DEFF Research Database (Denmark)

    Boyle, Mike; Carlsen, Toke Meier; Eilers, Søren

    2017-01-01

    We study basic properties of flow equivalence on one-dimensional compact metric spaces with a particular emphasis on isotopy in the group of (self-) flow equivalences on such a space. In particular, we show that such an orbit-preserving map is not always an isotopy, but that this always is the case...

  20. What is Metaphysical Equivalence? | Miller | Philosophical Papers

    African Journals Online (AJOL)

    In this paper I argue that if we are judiciously to resolve disputes about whether theories are equivalent or not, we need to develop testable criteria that will give us epistemic access to the obtaining of the relation of metaphysical equivalence holding between those theories. I develop such 'diagnostic' criteria. I argue that ...

  1. What is Metaphysical Equivalence? | Miller | Philosophical Papers

    African Journals Online (AJOL)

    Theories are metaphysically equivalent just if there is no fact of the matter that could render one theory true and the other false. In this paper I argue that if we are judiciously to resolve disputes about whether theories are equivalent or not, we need to develop testable criteria that will give us epistemic access to the obtaining ...

  2. 49 CFR 38.2 - Equivalent facilitation.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Equivalent facilitation. 38.2 Section 38.2 Transportation Office of the Secretary of Transportation AMERICANS WITH DISABILITIES ACT (ADA) ACCESSIBILITY SPECIFICATIONS FOR TRANSPORTATION VEHICLES General § 38.2 Equivalent facilitation. Departures from particular...

  3. Commitment to personal values and guilt feelings in dementia caregivers.

    Science.gov (United States)

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

    2017-01-01

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

  4. Country actions to meet UN commitments on non-communicable diseases

    DEFF Research Database (Denmark)

    Bonita, Ruth; Magnusson, Roger; Bovet, Pascal

    2013-01-01

    Strong leadership from heads of state is needed to meet national commitments to the UN political declaration on non-communicable diseases (NCDs) and to achieve the goal of a 25% reduction in premature NCD mortality by 2025 (the 25 by 25 goal). A simple, phased, national response to the political...... and feasible cost-effective interventions for the prevention and treatment of NCDs will achieve the 25 by 25 goal and will need only few additional financial resources. Accountability incorporates three dimensions: monitoring of progress, reviewing of progress, and appropriate responses to accelerate progress....... A national NCD commission or equivalent, which is independent of government, is needed to ensure that all relevant stakeholders are held accountable for the UN commitments to NCDs....

  5. Beyond Language Equivalence on Visibly Pushdown Automata

    DEFF Research Database (Denmark)

    Srba, Jiri

    2009-01-01

    We study (bi)simulation-like preorder/equivalence checking on the class of visibly pushdown automata and its natural subclasses visibly BPA (Basic Process Algebra) and visibly one-counter automata. We describe generic methods for proving complexity upper and lower bounds for a number of studied...... preorders and equivalences like simulation, completed simulation, ready simulation, 2-nested simulation preorders/equivalences and bisimulation equivalence. Our main results are that all the mentioned equivalences and preorders are EXPTIME-complete on visibly pushdown automata, PSPACE-complete on visibly...... one-counter automata and P-complete on visibly BPA. Our PSPACE lower bound for visibly one-counter automata improves also the previously known DP-hardness results for ordinary one-counter automata and one-counter nets. Finally, we study regularity checking problems for visibly pushdown automata...

  6. Equivalence in Ventilation and Indoor Air Quality

    Energy Technology Data Exchange (ETDEWEB)

    Sherman, Max; Walker, Iain; Logue, Jennifer

    2011-08-01

    We ventilate buildings to provide acceptable indoor air quality (IAQ). Ventilation standards (such as American Society of Heating, Refrigerating, and Air-Conditioning Enginners [ASHRAE] Standard 62) specify minimum ventilation rates without taking into account the impact of those rates on IAQ. Innovative ventilation management is often a desirable element of reducing energy consumption or improving IAQ or comfort. Variable ventilation is one innovative strategy. To use variable ventilation in a way that meets standards, it is necessary to have a method for determining equivalence in terms of either ventilation or indoor air quality. This study develops methods to calculate either equivalent ventilation or equivalent IAQ. We demonstrate that equivalent ventilation can be used as the basis for dynamic ventilation control, reducing peak load and infiltration of outdoor contaminants. We also show that equivalent IAQ could allow some contaminants to exceed current standards if other contaminants are more stringently controlled.

  7. SPORT COMMITMENT IN HIGH PERFOMANCE BASKETBALL COACHES

    Directory of Open Access Journals (Sweden)

    Sergio Jim\\u00E9nez

    2009-01-01

    Full Text Available The aim of this research is to determine the arguments of commitment of sixteen basketball coaches of high performance, and establish what are the most prominent within the categories that mark the literature. To do this, there has been a qualitative research as a research technique using semi-structured interviews. According to the questions were set general themes or categories on which to place responses in which the prayers during the interviews were identified as units of meaning. The results confirm that the competition, success, social gratification provide the players themselves in particular, and society in general, causes the activity of coaching is highly valued work by our coaches. These results, among others, help us to identify some factors that encourage commitment to the coaches to keep their positions.

  8. Common Preposition Errors Committed by Iranian Students

    Directory of Open Access Journals (Sweden)

    Samaneh Yousefi

    2014-05-01

    Full Text Available This paper examined some common problems involving prepositions in learning a second language. Many students learning English as a foreign language commonly commit mistakes in prepositions. The aim of this paper is to survey the causes of errors in the use of prepositions that are frequently made by Iranian students. A diagnostic test (35 Multiple choice item was constructed to test the students proficiency in using these prepositions. The prepositions selected for this purpose were; to, in, at, on, with, of, from, for, about, during, into under, over and by. This test was given to a group of 35 intermediate students. The results indicated that the errors committed by the students were due to both Inter-lingual and Intra-lingual interferences. It is hoped that this research will help teachers of English Language to be aware of these problems and re-evaluate their teaching approach.

  9. Criminal justice procedures in civil commitment.

    Science.gov (United States)

    Slovenko, R

    1977-11-01

    The actions of federal district courts and state legislatures in recent years have resulted in the growing application of procedures of the criminal justice system to the civil commitment process. Increasingly patients can be confined only if they are dangerous to others, and increasingly due-process procedures of the criminal law are required, to the detriment of the patient's treatment and his survival in the community. The author says that allegations of patients' being railroaded into hospitals are, with few exceptions, fictitious. Abuses thet do exist should be handled through writs of habeas corpus and malpractice suits, remedies much more available now than in the past. The principal abuse in commitment occurs not when patients are admitted, the author believes, but at discharge, when so many patients are turned out into communities that lack proper services for them.

  10. On becoming (un)committed: A taxonomy and test of newcomer onboarding scenarios

    NARCIS (Netherlands)

    O.N. Solinger (Omar); W. van Olffen (Woody); R.A. Roe (Robert); J. Hofmans (Joeri)

    2013-01-01

    textabstractHow does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer's early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research

  11. The Impact Assessment of Demographic Factors on Faculty Commitment in the Kingdom of Saudi Arabian Universities

    Science.gov (United States)

    Iqbal, Adnan; Kokash, Husam A.; Al-Oun, Salem

    2011-01-01

    Organizational commitment is perceived as an attitude of association to the organization by an employee, which leads to particular job-related behaviors such as work absenteeism, job satisfaction and turnover intensions. Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers.…

  12. Inclusive leadership and work engagement: mediating roles of affective organizational commitment and creativity

    National Research Council Canada - National Science Library

    Choi, Suk Bong; Tran, Thi Bich Hanh; Park, Byung Il

    2015-01-01

    ... contribution to social exchange theory and provide useful managerial implications for organizations to improve work engagement among employees. Keywords: inclusive leadership, employee work engagement, affective organizational commitment, employee creativity, social exchange theory. Employee work engagement has been viewed as one of the most critical driv...

  13. Towards Understanding the Two Way Interaction Effects of Extraversion and Openness to Experience on Career Commitment

    Science.gov (United States)

    Arora, Ridhi; Rangnekar, Santosh

    2016-01-01

    In this study, we examined potential two-way interaction effects of the Big Five personality traits extraversion and openness to experience on career commitment measured in terms of three components of career identity, career resilience, and career planning. Participants included 450 managers from public and private sector organizations in North…

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

    Science.gov (United States)

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

    2012-01-01

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

  15. The Effect of Internal Marketing on Organizational Commitment: Job Involvement and Job Satisfaction as Mediators

    Science.gov (United States)

    Ting, Shueh-Chin

    2011-01-01

    Purpose: After reviewing previous research, this study found that few school or educational studies have simultaneously explored both internal marketing and organizational commitment, and of those that have, only direct effects were examined. This study clarifies the relationship between school organization's internal marketing and teachers'…

  16. Enhancing Labor's Commitment to Total Quality Management: A Review of Literature.

    Science.gov (United States)

    Wolensky, Kenneth C.

    The literature on effective measures of enhancing the participation of organized labor in Total Quality Management (TQM) initiatives was reviewed. The literature was found to be limited in terms of specific discussion of labor union commitment to TQM; instead, authors and experts on the topic focused on the importance of employee involvement,…

  17. Organizational Socialization, Person-Environment Fit and Commitment of Recent College Graduates

    Science.gov (United States)

    Wachtfogel, Marc

    2009-01-01

    To determine whether person-environment fit and organizational commitment are impacted by socialization content, a survey was administered to 500 recent college graduates across the United States. The variables examined for the study were: socialization content (performance proficiency, people, politics, language, organization goals/values, and,…

  18. The Impact of Command Likelihood on Commitment

    Science.gov (United States)

    1994-06-03

    Cincinnati, OH: South-Western, 1979), Appendix Table N. 4 Richard A. Lippa , Introduction to Social PsvcholoQy, (Belmont, CA: Wadsworth, 1990), 243. 5...Huston, New York: Academic Press, 1979. Lippa , Richard A. Introdugcion To Social Psycholocrv. Belmont, CA: Wadsworth, 1990. McNally, Jeffery A. The...command opportunities. 41 Endnotes iLeonard Wong and Richard Bullis, "Downsizing the Army: Two Types of Commitment in the Survivors," Unpub- lished

  19. COMMITMENT A Psychological Tie and Moral Value

    Science.gov (United States)

    2017-04-01

    the 389th Fighter Squadron at Mountain Home Air Force Base, Idaho. She then commanded the 455th Expeditionary Operations Support Squadron at Bagram...Notes on the Concept of Commitment,” American Journal of Sociology 66, no. 1 (1960): 32-40. JSTOR (http://www.jstor.org.aufric.idm.oclc.org/stable...American Journal of Sociology LXI (January, 1956): 289-98. - Thomas C. Schelling, "An Essay on Bargaining," American Economic Review XLVI (June

  20. The level of influence of trust, commitment, cooperation, and power in the interorganizational relationships of Brazilian credit cooperatives

    Directory of Open Access Journals (Sweden)

    Denise Maria Martins

    Full Text Available Abstract This article aims to analyze the level of influence of trust, commitment, cooperation, and power in the interrelationships of individual credit cooperatives and their central organization in Brazil. The quantitative and descriptive research was developed in unique credit unions linked to the Central Bank of Brazil and the Organization of Brazilian Cooperatives. The data were analyzed using structural equation modeling, with the estimation through partial least squares. The results obtained for the coefficients of determination (R2 of the endogenous latent variables confirmed the assumptions found in the theoretical models of Morgan and Hunt (1994 and Coote, Forrest, and Tam (2003. Statistical significance was also found in the relationships between power and trust, commitment and cooperation, trust and commitment, trust and cooperation, and power and commitment. However, in this study the relationship between power and commitment characterized the significance and was positive between the individual credit cooperatives and their central organization. This is in line with the understanding that power is the solution to resolving conflicts. The research identifies how the constructs of trust, commitment, cooperation, and power show relevance to the alignment of relations between individual credit cooperatives and their central organization.

  1. Advantages of a leveled commitment contracting protocol

    Energy Technology Data Exchange (ETDEWEB)

    Sandholm, T.W.; Lesser, V.R. [Univ. of Massachusetts, Amherst, MA (United States)

    1996-12-31

    In automated negotiation systems consisting of self-interested agents, contracts have traditionally been binding. Such contracts do not allow agents to efficiently accommodate future events. Game theory has proposed contingency contracts to solve this problem. Among computational agents, contingency contracts are often impractical due to large numbers of interdependent and unanticipated future events to be conditioned on, and because some events are not mutually observable. This paper proposes a leveled commitment contracting protocol that allows self-interested agents to efficiently accommodate future events by having the possibility of unilaterally decommitting from a contract based on local reasoning. A decommitment penalty is assigned to both agents in a contract: to be freed from the contract, an agent only pays this penalty to the other party. It is shown through formal analysis of several contracting settings that this leveled commitment feature in a contracting protocol increases Pareto efficiency of deals and can make contracts individually rational when no full commitment contract can. This advantage holds even if the agents decommit manipulatively.

  2. Constructing rich false memories of committing crime.

    Science.gov (United States)

    Shaw, Julia; Porter, Stephen

    2015-03-01

    Memory researchers long have speculated that certain tactics may lead people to recall crimes that never occurred, and thus could potentially lead to false confessions. This is the first study to provide evidence suggesting that full episodic false memories of committing crime can be generated in a controlled experimental setting. With suggestive memory-retrieval techniques, participants were induced to generate criminal and noncriminal emotional false memories, and we compared these false memories with true memories of emotional events. After three interviews, 70% of participants were classified as having false memories of committing a crime (theft, assault, or assault with a weapon) that led to police contact in early adolescence and volunteered a detailed false account. These reported false memories of crime were similar to false memories of noncriminal events and to true memory accounts, having the same kinds of complex descriptive and multisensory components. It appears that in the context of a highly suggestive interview, people can quite readily generate rich false memories of committing crime.

  3. A Framework For Efficient Homomorphic Universally Composable Commitments

    DEFF Research Database (Denmark)

    David, Bernardo Machado

    Commitment schemes are a fundamental primitive in modern cryptography, serving as a building block for a myriad of complex protocols and applications. Universally composable commitment schemes are of particular interest, since they can be seamlessly combined with other universally composable...

  4. Commitment bias : mistaken partner selection or ancient wisdom?

    NARCIS (Netherlands)

    Back, Istvan H.

    Evidence across the social and behavioral sciences points to psychological mechanisms that facilitate the formation and maintenance of interpersonal commitment. In addition, evolutionary simulation studies suggest that a tendency for increased, seemingly irrational commitment is an important trait

  5. New graduate nurses professional commitment : Antecedents and outcomes

    NARCIS (Netherlands)

    Kilroy, S.C.; Chênevert, Denis; Guerrero, Sylvie

    2017-01-01

    Purpose: This study examines the factors that increase new graduate nurses' professional commitment and how this professional commitment in turn affects professional turnover intentions, anxiety, and physical health symptoms. Design: The study was carried out in association with the nursing

  6. Student leadership retreat focusing on a commitment to excellence.

    Science.gov (United States)

    Janke, Kristin K; Traynor, Andrew P; Sorensen, Todd D

    2009-05-27

    To design and evaluate a student leadership retreat focused on: leadership regardless of position or title, the need for passionate commitment to excellence, the importance of teamwork, and the value of self-reflection. Students in their second, third, and fourth year of a doctor of pharmacy (PharmD) program were invited to participate in an off-campus leadership retreat that combined organized learning activities and social/networking opportunities. Retreat content utilized didactic, experiential, and self-directed learning activities. Forty-two students participated in the retreat and were surveyed pre- and post-retreat. A student-led group evaluation and course evaluations were also utilized. Responses on the post-retreat evaluation suggested an increased belief in their ability to influence change and an enhanced awareness of the role of self-reflection in creating excellence in the profession. An off-campus overnight retreat has value in challenging student perceptions about leadership and promoting reflection on their personal role in leading change within the profession Continued exploration and development of this format is warranted for commitment to excellence programming and also for additional leadership topics and audiences.

  7. Schizophrenia—Time to Commit to Policy Change

    Science.gov (United States)

    Fleischhacker, W. Wolfgang

    2014-01-01

    Care and outcomes for people with schizophrenia have improved in recent years, but further progress is needed to help more individuals achieve an independent and fulfilled life. This report sets out the current need, informs policy makers and all relevant stakeholders who influence care quality, and supports their commitment to creating a better future. The authors recommend the following policy actions, based on research evidence, stakeholder consultation, and examples of best practice worldwide. (1) Provide an evidence-based, integrated care package for people with schizophrenia that addresses their mental and physical health needs. (2) Provide support for people with schizophrenia to enter and to remain in their community, and develop mechanisms to help guide them through the complex benefit and employment systems. (3) Provide concrete support, information, and educational programs to families and carers on how to enhance care for an individual living with schizophrenia in a manner that entails minimal disruption to their lives. (4) All stakeholders, including organizations that support people living with schizophrenia, should be consulted to regularly revise, update, and improve policy on the management of schizophrenia. (5) Provide support, which is proportionate to the impact of the disease, for research and development of new treatments. (6) Establish adequately funded, ongoing, and regular awareness-raising campaigns that form an integral part of routine plans of action. Implementation of the above recommendations will require engagement by every stakeholder, but with commitment from all, change can be achieved. PMID:24778411

  8. Beyond promiscuity: mate-choice commitments in social breeding

    Science.gov (United States)

    Boomsma, Jacobus J.

    2013-01-01

    Obligate eusociality with distinct caste phenotypes has evolved from strictly monogamous sub-social ancestors in ants, some bees, some wasps and some termites. This implies that no lineage reached the most advanced form of social breeding, unless helpers at the nest gained indirect fitness values via siblings that were identical to direct fitness via offspring. The complete lack of re-mating promiscuity equalizes sex-specific variances in reproductive success. Later, evolutionary developments towards multiple queen-mating retained lifetime commitment between sexual partners, but reduced male variance in reproductive success relative to female's, similar to the most advanced vertebrate cooperative breeders. Here, I (i) discuss some of the unique and highly peculiar mating system adaptations of eusocial insects; (ii) address ambiguities that remained after earlier reviews and extend the monogamy logic to the evolution of soldier castes; (iii) evaluate the evidence for indirect fitness benefits driving the dynamics of (in)vertebrate cooperative breeding, while emphasizing the fundamental differences between obligate eusociality and cooperative breeding; (iv) infer that lifetime commitment is a major driver towards higher levels of organization in bodies, colonies and mutualisms. I argue that evolutionary informative definitions of social systems that separate direct and indirect fitness benefits facilitate transparency when testing inclusive fitness theory. PMID:23339241

  9. Frege's Commitment to an Infinite Hierarchy of Senses | Boisvert ...

    African Journals Online (AJOL)

    Though it has been claimed that Frege's commitment to expressions in indirect contexts not having their customary senses commits him to an infinite number of semantic primitives, Terrence Parsons has argued that Frege's explicit commitments are compatible with a two-level theory of senses. In this paper, we argue Frege ...

  10. Leadership Style and Job Commitment of Library Personnel in ...

    African Journals Online (AJOL)

    Based on the findings, it was concluded that library managers should evolve leadership styles that will motivate the job commitment of their subordinates. It was also concluded that the respondents are committed to their job but the degree of commitment varies from one university to the other. The study recommends that the ...

  11. Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

    Science.gov (United States)

    Ipek, Cemalettin

    2010-01-01

    This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from…

  12. Satisfied and Dissatisfied Commitment: Teachers in Three Generations

    Science.gov (United States)

    Choi, Pik Lin; Tang, Sylvia Yee Fan

    2011-01-01

    This paper explores the self-appraisal of teacher commitment and their associated emotional experiences in the first ten years of teaching among three generations of Hong Kong teachers. Findings affirm previous view that high commitment level of teachers is characterized with psychological attachment to the commitment objects. However the…

  13. Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment.

    Science.gov (United States)

    Eisenberger, Robert; Karagonlar, Gokhan; Stinglhamber, Florence; Neves, Pedro; Becker, Thomas E; Gonzalez-Morales, M Gloria; Steiger-Mueller, Meta

    2010-11-01

    In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance. With regard to antecedents, we found in Study 1 that supervisor's self-reported identification with the organization increased supervisor's expression of positive statements about the organization, which in turn increased subordinates' SOE. (c) 2010 APA, all rights reserved.

  14. Motivation in Italian whole blood donors and the role of commitment.

    Science.gov (United States)

    Bani, Marco; Strepparava, Maria Grazia

    2011-12-01

    The literature contains numerous reports on motivation in blood donors, although none of these are specific to blood donation in Italy and almost all of them focus on altruism and the desire to help others. Altruism is important, but a comprehensive analysis of donor motivation should examine all the factors affecting the decision to donate, including commitment to voluntary blood donor organizations. The aims of this paper are to verify if the motivational factors that influence the choice to donate blood in Italy are generally consistent with the findings from other countries reported in the literature and to focus on commitment to donor organizations as an additional factor. A sample of 895 whole blood donors completed a self-report questionnaire containing questions about: reasons for beginning to donate, people who influenced this choice, and level of commitment to voluntary blood donor organizations. The most frequently reported reasons for giving blood for the first time were "to help others" (56%), "influence of family/friends" (22%), and "social/moral obligation" (11.2%); commitment did not vary as a function of the leading motivation reported. Differences emerged between males, who more frequently reported having been influenced by parents and friends, and females, who referred more often to altruistic motives. The opportunity to check one's own state of health also played an important role (6.9%), especially for male donors. Overall, however, the decision to donate was primarily a personal choice (41.3%), although influence was also attributed to relatives (21.8%), friends (22.3%), and voluntary blood donor organizations (21.8%). The reported level of commitment to the donor organization was positively correlated with the number of total and annual donations made and number of new donors recruited.

  15. PARTICULARITIES OF ORGANIZATIONAL COMMITMENT IN THE SPECIFIC CULTURE OF THE ROMANIAN COMPANIES

    Directory of Open Access Journals (Sweden)

    Oprea-Valentin BUȘU

    2017-08-01

    Full Text Available Organizational culture and organizational commitment represent two of the most important concepts to be considered în an well-functioning organization, having a direct influence over employees` lives in that company. Organizational culture, a scientific concept appeared in the field literature at the end of 1980`, in an increasingly unstable business environment, could be defined as a defined series of collective attitudes, ideas, beliefs, symbols and meanings, values and ideologies, rules and norms, feelings or behaviors, as a model and structure of stable practices shared by all the members of that organization and which, by being implemented, come to merge with the structure of organization and its control systems, with the purpose of producing behavioral norms, this way keeping  the unit of organization. In the same time, organizational commitment represents the feeling of membership, of belonging felt by the employee toward the company he/she works in, reflecting the degree to which those characteristics and organizational perspectives are internalized and adopted in his behavior by the subject. Commitment could be also seen as a model of thinking of an employee taking into consideration the level to which personal values and goals are congruent with those of the company. On the other hand, behavioral commitment refers to the process of one employee becoming committed or even stacked into the organization and the way he manage the situation. Our motivation for choosing the theme of this research lays on one hand in the desire to understand the construct of organizational culture and the organizational development, field which I`m interested in,  and on the other hand because the lack of similar research regarding the Romanian companies. The research We have made revealed that there are many studies linking the two concepts with the organizational development in companies from other countries, but only two studies realized in our country

  16. Impacts of Job Satisfaction on Organizational Commitment: A Theoretical Model for Academicians in HEI of Developing Countries like Pakistan

    OpenAIRE

    Khalid Rehman; Zia-Ur-Rehman; Naveed Saif; Abdul Sattar Khan; Allah Nawaz; Shafiq ur Rehman

    2013-01-01

    Job satisfaction and organizational commitment are the leading issues in Human Resource Management, Psychology and organization oriented studies. Both the attitudes are mutually interrelated and interdependent which influence each other however; the role of job satisfaction in defining the organizational commitment is widely researched topic. This paper offers a theoretical model of the complexity of relationships between these attitudes and other related variables or factors which explain th...

  17. Studies on the Neutron Radiation Damage Equivalence

    Directory of Open Access Journals (Sweden)

    ZOU De-hui

    2015-01-01

    Full Text Available To establish a unified standard of the evaluation of different sources of radiation damage, the neutron radiation damage equivalent standard source was determined both at home and abroad, and a lot of equivalence research work was done for making weapons anti neutron radiation performance examination and acceptance basis. The theoretical research progress was combed according to the relationship between the displacement damage function and the radiation source spectra ,and the experimental research progress was combed from the basic experimental methods, the controlling trend of effect parameters and field parameters. The experiment method to reduce the uncertainty was discussed, and present the research directions of radiation damage equivalence.

  18. Layoffs, Coping, and Commitment: Impact of Layoffs on Employees and Strategies Used in Coping with Layoffs

    OpenAIRE

    Sunil J. Ramlall; Saleh Al-Sabaan; Samia Magbool

    2014-01-01

    Layoffs continue to plague organizations around the world especially as organizations attempt to optimize labor costs and other expenses. While there have been studies to attempt to understand the impact of layoffs, there are still gaps in the literature especially as we look at layoffs in the 21st century. This research examined i) the impact of layoffs on individuals¡¯ psychological and physical well-being, ii) the impact of layoffs on the employees affective commitment, iii) coping strateg...

  19. The moderator effect of commitment on the relations between satisfaction and motivation in Special Employment Centres.

    Science.gov (United States)

    Pérez-Conesa, Francisco J; Romeo, Marina; Yepes-Baldó, Montserrat

    2017-09-04

    Little is known about the relation between satisfaction, commitment and motivation among employees with mild intellectual disabilities. The present research analyses the moderated effect of commitment on the relation between satisfaction of employees with intellectual disabilities and their motivation. Employees with legally recognized intellectual disabilities, following the Spanish law, answered a questionnaire. The present authors examined bivariate relations across all variables in the model. Subsequently, a moderator model was tested, using the Johnson-Neyman and the pick-a-point approximation. There was a direct effect between employees' satisfaction and motivation (b = 2.4621; p employees with lower levels of commitment. Our research focuses on the antecedents of work motivation of employees with mild intellectual disabilities as full employees. So, our results help HR managers to increase employees' motivational levels, as one of the main objectives of healthy organizations. © 2017 John Wiley & Sons Ltd.

  20. [The search for attitudinal commitment: tendency in the manager nurse's ethical behavior].

    Science.gov (United States)

    Trevizan, Maria Auxiliadora; Mendes, Isabel Amélia Costa; Hayashida, Miyeko; de Godoy, Simone; Nogueira, Maria Suely

    2009-09-01

    Historically, nurses' management functions have evidenced that their conduct is compatible with programmatic commitments. This fact was observed in the analysis of 18 studies carried out in healthcare services located in different Brazilian regions. Since the 1990's, management experts have alerted that traits such as commitment, interdisciplinarity, risk, uncertainty, spirituality, and ethical involvement will frame the characteristics of the human capital of 21st century organizations. In this much more humane environment, people's integrity and their way of relating at work must be based on the dimension of BEING. In order to face the new century institutions' healthcare demands, nurses are now urged to present a conduct permeated by the ethics of the attitudinal commitment. Thus, this study aims to stimulate a critical reflection on this ethical trend of nurses and finally propose that this trend be an essential value in nursing management processes.

  1. Engaged, committed and helpful employees: the role of psychological empowerment.

    Science.gov (United States)

    Macsinga, Irina; Sulea, Coralia; Sârbescu, Paul; Fischmann, Gabriel; Dumitru, Cătălina

    2015-01-01

    Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.

  2. Distinguishing Provenance Equivalence of Earth Science Data

    Science.gov (United States)

    Tilmes, Curt; Yesha, Ye; Halem, M.

    2010-01-01

    Reproducibility of scientific research relies on accurate and precise citation of data and the provenance of that data. Earth science data are often the result of applying complex data transformation and analysis workflows to vast quantities of data. Provenance information of data processing is used for a variety of purposes, including understanding the process and auditing as well as reproducibility. Certain provenance information is essential for producing scientifically equivalent data. Capturing and representing that provenance information and assigning identifiers suitable for precisely distinguishing data granules and datasets is needed for accurate comparisons. This paper discusses scientific equivalence and essential provenance for scientific reproducibility. We use the example of an operational earth science data processing system to illustrate the application of the technique of cascading digital signatures or hash chains to precisely identify sets of granules and as provenance equivalence identifiers to distinguish data made in an an equivalent manner.

  3. Nuclear Regulatory Commission equivalency evaluation report

    Energy Technology Data Exchange (ETDEWEB)

    Garvin, L.J.

    1995-10-01

    This paper provides the basis for concluding that using the seismic design criteria, defined in DOE order 4580.28, Natural Phenomena Hazards Mitigation, and its implementing standards provides safety equivalent to NRC criteria.

  4. Equivalence Principle, Higgs Boson and Cosmology

    Directory of Open Access Journals (Sweden)

    Mauro Francaviglia

    2013-05-01

    Full Text Available We discuss here possible tests for Palatini f(R-theories together with their implications for different formulations of the Equivalence Principle. We shall show that Palatini f(R-theories obey the Weak Equivalence Principle and violate the Strong Equivalence Principle. The violations of the Strong Equivalence Principle vanish in vacuum (and purely electromagnetic solutions as well as on short time scales with respect to the age of the universe. However, we suggest that a framework based on Palatini f(R-theories is more general than standard General Relativity (GR and it sheds light on the interpretation of data and results in a way which is more model independent than standard GR itself.

  5. Equivalence principle and bound kinetic energy.

    Science.gov (United States)

    Hohensee, Michael A; Müller, Holger; Wiringa, R B

    2013-10-11

    We consider the role of the internal kinetic energy of bound systems of matter in tests of the Einstein equivalence principle. Using the gravitational sector of the standard model extension, we show that stringent limits on equivalence principle violations in antimatter can be indirectly obtained from tests using bound systems of normal matter. We estimate the bound kinetic energy of nucleons in a range of light atomic species using Green's function Monte Carlo calculations, and for heavier species using a Woods-Saxon model. We survey the sensitivities of existing and planned experimental tests of the equivalence principle, and report new constraints at the level of between a few parts in 10(6) and parts in 10(8) on violations of the equivalence principle for matter and antimatter.

  6. REFractions: The Representing Equivalent Fractions Game

    Science.gov (United States)

    Tucker, Stephen I.

    2014-01-01

    Stephen Tucker presents a fractions game that addresses a range of fraction concepts including equivalence and computation. The REFractions game also improves students' fluency with representing, comparing and adding fractions.

  7. Managerial strategy and nursing commitment in Australian hospitals.

    Science.gov (United States)

    Brewer, A M; Lok, P

    1995-04-01

    This study examined the relationship of managerial strategy and nursing commitment in Australian hospitals. The general principles of managerial strategy and employee response were illustrated and the meaning of commitment and resistance were defined. Data were collected by questionnaire survey and interviews. The result demonstrated that the middle manager/nurse unit manager played an important role in generating nursing commitment in the workplace. Trust and identification were the most relevant components of nursing commitment. However, the study also found that there was still a high degree of distrust between senior management and nurses. Change strategies which nurse managers could apply to promote greater organizational commitment in nursing are discussed.

  8. Dose commitments due to radioactive releases from nuclear power plant sites in 1989

    Energy Technology Data Exchange (ETDEWEB)

    Baker, D.A. (Pacific Northwest Lab., Richland, WA (United States))

    1993-02-01

    Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1989. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix I design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 14 person-rem to a low of 0.005 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 84 person-rem for the 140 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix I design objectives.

  9. Dose commitments due to radioactive releases from nuclear power plant sites in 1992. Volume 14

    Energy Technology Data Exchange (ETDEWEB)

    Aaberg, R.L.; Baker, D.A.

    1996-03-01

    Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1992. Fifty-year dose commitments for a 1-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager, and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses, which are compared with 10 CFR Part 50, Appendix I, design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 3.7 person-rem to a low of 0.0015 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 0.66 person-rem. The total population dose for all sites was estimated at 47 person-rem for the 130-million people considered at risk. The individual dose commitments estimated for all sites were below the 10 CFR 50, Appendix I, design objectives.

  10. Dose commitments due to radioactive releases from nuclear power plant sites in 1991. Volume 13

    Energy Technology Data Exchange (ETDEWEB)

    Baker, D.A. [Pacific Northwest Lab., Richland, WA (United States)

    1995-04-01

    Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1991. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix 1 design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 22 person-rem to a low of 0.002 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 88 person-rem for the 130 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix 1 design objectives.

  11. The influence of organizational commitment and health on sickness absenteeism: a longitudinal study.

    Science.gov (United States)

    Schalk, René

    2011-07-01

    The prevention of sickness absenteeism of nurses is an important issue for organizations in health care as well as for nurses. The role of work-related attitudes, such as organizational commitment, as a cause of absenteeism is still unclear. To examine the influence over time of organizational commitment, health complaints, and visits to a general practitioner on sickness absenteeism. This was a longitudinal, three-wave study in two nursing homes in the Netherlands among 224 nurses. Questionnaire data (self reports of organizational commitment, health complaints, visits to a general practitioner), as well as absenteeism data retrieved from personnel files was used. Health complaints and visits to a general practitioner were found to predict absenteeism behaviour. Commitment was related to health complaints at the same point in time, but did not predict future sickness absenteeism. With respect to managing sickness absenteeism of nurses it should be acknowledged by managers that nurses call in sick when they perceive that there is a real health problem, not because of negative work attitudes. It is important, however, for managers to signal signs of decreasing organizational commitment because this is associated with increases in health complaints. This can eventually result in increases in absenteeism. © 2011 The Author. Journal compilation © 2011 Blackwell Publishing Ltd.

  12. Dark matter and the equivalence principle

    Science.gov (United States)

    Frieman, Joshua A.; Gradwohl, Ben-Ami

    1993-01-01

    A survey is presented of the current understanding of dark matter invoked by astrophysical theory and cosmology. Einstein's equivalence principle asserts that local measurements cannot distinguish a system at rest in a gravitational field from one that is in uniform acceleration in empty space. Recent test-methods for the equivalence principle are presently discussed as bases for testing of dark matter scenarios involving the long-range forces between either baryonic or nonbaryonic dark matter and ordinary matter.

  13. Derivation of Accident-Specific Material-at-Risk Equivalency Factors

    Energy Technology Data Exchange (ETDEWEB)

    Jason P. Andrus; Dr. Chad L. Pope

    2012-05-01

    A novel method for calculating material at risk (MAR) dose equivalency developed at the Idaho National Laboratory (INL) now allows for increased utilization of dose equivalency for facility MAR control. This method involves near-real time accounting for the use of accident and material specific release and transport. It utilizes all information from the committed effective dose equation and the five factor source term equation to derive dose equivalency factors which can be used to establish an overall facility or process MAR limit. The equivalency factors allow different nuclide spectrums to be compared for their respective dose consequences by relating them to a specific quantity of an identified reference nuclide. The ability to compare spectrums to a reference limit ensures that MAR limits are in fact bounding instead of attempting to establish a representative or bounding spectrum which may lead to unintended or unanalyzed configurations. This methodology is then coupled with a near real time material tracking system which allows for accurate and timely material composition information and corresponding MAR equivalency values. The development of this approach was driven by the complex nature of processing operations in some INL facilities. This type of approach is ideally suited for facilities and processes where the composition of the MAR and possible release mechanisms change frequently but in well defined fashions and in a batch-type nature.

  14. Reinforcement Learning for the Unit Commitment Problem

    OpenAIRE

    Dalal, Gal; Mannor, Shie

    2015-01-01

    In this work we solve the day-ahead unit commitment (UC) problem, by formulating it as a Markov decision process (MDP) and finding a low-cost policy for generation scheduling. We present two reinforcement learning algorithms, and devise a third one. We compare our results to previous work that uses simulated annealing (SA), and show a 27% improvement in operation costs, with running time of 2.5 minutes (compared to 2.5 hours of existing state-of-the-art).

  15. Fuzzy Array Approach to Unit Commitment

    DEFF Research Database (Denmark)

    Jantzen, Jan; Eliasson, Bo

    1996-01-01

    The paper investigates the unit commitment problem of Swedish power company Sydkraft as a constraint satisfaction problem. The power system is a simplified system with nuclear, thermal, and hydro generators as well as power interchange. In this paper we focus on soft constraints, for instance `ap...... `approximately equal`, `much larger than`, and `a little`. Several authors have recognized the significance of soft or fuzzy constraints. Our specific objective is to compute a power balance by means of fuzzy array logic in order to accommodate uncertainty....

  16. International Military Commitment: A Conceptual Definition

    Science.gov (United States)

    1975-01-01

    commitments chiefly in military terms--most recently, in terms of the threat to our interest posed by the Soviet Union and by Communist China" (1973...nd accurate the poli t i c i t, n policy o 198 0’s wi1 i (Sprout i.arch 25/ ns, Europea t i-polar condi t ions h y d i fferont f...behavior had been effected -- if only crudely and at a very basic level. A nuclear weapons duopoly by the Lmited States and the Soviet Union and a less

  17. On Commitments and Other Uncertainty Reduction Tools in Joint Action

    Directory of Open Access Journals (Sweden)

    Michael John

    2015-01-01

    Full Text Available In this paper, we evaluate the proposal that a central function of commitments within joint action is to reduce various kinds of uncertainty, and that this accounts for the prevalence of commitments in joint action. While this idea is prima facie attractive, we argue that it faces two serious problems. First, commitments can only reduce uncertainty if they are credible, and accounting for the credibility of commitments proves not to be straightforward. Second, there are many other ways in which uncertainty is commonly reduced within joint actions, which raises the possibility that commitments may be superfluous. Nevertheless, we argue that the existence of these alternative uncertainty reduction processes does not make commitments superfluous after all but, rather, helps to explain how commitments may contribute in various ways to uncertainty reduction.

  18. Quality of clinical supervision and counselor emotional exhaustion: the potential mediating roles of organizational and occupational commitment.

    Science.gov (United States)

    Knudsen, Hannah K; Roman, Paul M; Abraham, Amanda J

    2013-01-01

    Counselor emotional exhaustion has negative implications for treatment organizations as well as the health of counselors. Quality clinical supervision is protective against emotional exhaustion, but research on the mediating mechanisms between supervision and exhaustion is limited. Drawing upon data from 934 counselors affiliated with treatment programs in the National Institute on Drug Abuse's Clinical Trials Network (CTN), this study examined commitment to the treatment organization and commitment to the counseling occupation as potential mediators of the relationship between quality clinical supervision and emotional exhaustion. The final ordinary least squares (OLS) regression model, which accounted for the nesting of counselors within treatment organizations, indicated that these two types of commitment were plausible mediators of the association between clinical supervision and exhaustion. Higher quality clinical supervision was strongly correlated with commitment to the treatment organization as well as commitment to the occupation of SUD counseling. These findings suggest that quality clinical supervision has the potential to yield important benefits for counselor well-being by strengthening ties to both their employing organization as well the larger treatment field, but longitudinal research is needed to establish these causal relationships. Copyright © 2013 Elsevier Inc. All rights reserved.

  19. Promoting Entrepreneurial Commitment: The Benefits of Interdisciplinarity

    Directory of Open Access Journals (Sweden)

    Franziska Brodack

    2017-12-01

    Full Text Available This article is the first to examine the relationship between interdisciplinarity and entrepreneurial commitment in academic spin-offs. Building on literature on interdisciplinarity, academic entrepreneurship, and entrepreneurial intention, we analyzed the development of nine interdisciplinary spin-off teams comprising expertise from science, industry, and design. Our findings suggest that interdisciplinary teams engage with their ideas, maintain productive interaction, and successfully implement these ideas. Subjects in this study thoroughly developed their project proposals and implementation strategies by examining them from multiple angles. They believed not only in the value of these projects, but in their own ability to see them through. They found one another’s contributions highly inspirational and experienced a strong sense of responsibility and motivation. Communication within the teams was well managed, and tasks were clearly defined and distributed. Based on our findings, we put forward a number of propositions about the positive effects of interdisciplinarity on entrepreneurial commitment and conclude with implications for future research and practice.

  20. Rationales for the Lightning Launch Commit Criteria

    Science.gov (United States)

    Willett, John C. (Editor); Merceret, Francis J. (Editor); Krider, E. Philip; O'Brien, T. Paul; Dye, James E.; Walterscheid, Richard L.; Stolzenburg, Maribeth; Cummins, Kenneth; Christian, Hugh J.; Madura, John T.

    2016-01-01

    Since natural and triggered lightning are demonstrated hazards to launch vehicles, payloads, and spacecraft, NASA and the Department of Defense (DoD) follow the Lightning Launch Commit Criteria (LLCC) for launches from Federal Ranges. The LLCC were developed to prevent future instances of a rocket intercepting natural lightning or triggering a lightning flash during launch from a Federal Range. NASA and DoD utilize the Lightning Advisory Panel (LAP) to establish and develop robust rationale from which the criteria originate. The rationale document also contains appendices that provide additional scientific background, including detailed descriptions of the theory and observations behind the rationales. The LLCC in whole or part are used across the globe due to the rigor of the documented criteria and associated rationale. The Federal Aviation Administration (FAA) adopted the LLCC in 2006 for commercial space transportation and the criteria were codified in the FAA's Code of Federal Regulations (CFR) for Safety of an Expendable Launch Vehicle (Appendix G to 14 CFR Part 417, (G417)) and renamed Lightning Flight Commit Criteria in G417.

  1. Effects of Gender on Engineering Career Commitment

    Science.gov (United States)

    Barker, Anne M.

    Engineering has been one of the most difficult fields for 'women to enter and in which to succeed. Although the percentage of female engineers has Increased, women are still seriously underrcpresented in the workforce. This study examined the effect offender on career commitment, success, satisfaction, and involvement in engineering, and the effect of personality and work environment on these variables. Alumni from an engineering school in the northeastern United States were surveyed. The questionnaire was analyzed using statistical and descriptive methods to determine relationships among these variables. Women's commitment scores were lower than men's when controlled for other variables, including satisfaction and involvement. Men had longer tenure as engineers than women, even when controlled for year of graduation, professional engineering status, and number of children. Women did not leave engineering in different proportions than men, but they did earn significantly less despite controlling for year of graduation and number of hours worked weekly. Some gender differences in workplace experience were also found, including having colleagues act protectively, being mistaken for secretaries, and seeing men progress faster in their careers than equally qualified women.

  2. Analysis of donors trust and relationship commitment in lembaga amil zakat in Indonesia

    Directory of Open Access Journals (Sweden)

    Tanti Handriana

    2016-07-01

    Full Text Available The purpose of this study is to investigate the role of donors trust and relationship commitment in a non-profit organization. This study used a survey method and takes individual donors of Lembaga Amil Zakat as the research samples. There are 117 respondents used in this research. Structural Equation Modeling (SEM is selected as the analysis technique. The findings of the study reveal that (1 shared values have significant effect on trust; (2 relationship marketing investment has significant effect on trust; (3 trust has significant effect on relationship commitment; and (4 trust has significant effect on future intentions. The contribution of this study is mainly to broaden the application of social exchange theory and relationship marketing concept which are suitable not only for profit-oriented organizations, but also for nonprofit oriented organizations.

  3. Lack of energetic equivalence in forest soil invertebrates.

    Science.gov (United States)

    Ehnes, Roswitha B; Pollierer, Melanie M; Erdmann, Georgia; Klarner, Bernhard; Eitzinger, Bernhard; Digel, Christoph; Ott, David; Maraun, Mark; Scheu, Stefan; Brose, Ulrich

    2014-02-01

    Ecological communities consist of small abundant and large non-abundant species. The energetic equivalence rule is an often-observed pattern that could be explained by equal energy usage among abundant small organisms and non-abundant large organisms. To generate this pattern, metabolism (as an indicator of individual energy use) and abundance have to scale inversely with body mass, and cancel each other out. In contrast, the pattern referred to as biomass equivalence states that the biomass of all species in an area should be constant across the body-mass range. In this study, we investigated forest soil communities with respect to metabolism, abundance, population energy use, and biomass. We focused on four land-use types in three different landscape blocks (Biodiversity Exploratories). The soil samples contained 870 species across 12 phylogenetic groups. Our results indicated positive sublinear metabolic scaling and negative sublinear abundance scaling with species body mass. The relationships varied mainly due to differences among phylogenetic groups or feeding types, and only marginally due to land-use type. However, these scaling relationships were not exactly inverse to each other, resulting in increasing population energy use and biomass with increasing body mass for most combinations of phylogenetic group or feeding type with land-use type. Thus, our results are mostly inconsistent with the classic perception of energetic equivalence, and reject the biomass equivalence hypothesis while documenting a specific and nonrandom pattern of how abundance, energy use, and biomass are distributed across size classes. However, these patterns are consistent with two alternative predictions: the resource-thinning hypothesis, which states that abundance decreases with trophic level, and the allometric degree hypothesis, which states that population energy use should increase with population average body mass, due to correlations with the number of links of consumers and

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

    Science.gov (United States)

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

    2013-01-01

    a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. Copyright © 2012 John Wiley & Sons, Ltd.

  5. The Relationship between Perceived Organizational Justice and Organizational Commitment with Job Satisfaction in Employees of Northern Tehran Health Care Center

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-03-01

    Full Text Available Background and Objective: Today, the organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between organizational justice and organizational commitment and job satisfaction among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 259 patients at the health center. Data collection tools consisted job satisfaction, organizational justice and organizational commitment questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups and regression.Results: The mean (SD of Job satisfaction in employees was 50.1 (12.3, perceived organizational justice was 66.4 (1.17 and organizational commitment was 61.3 (5.7, out of 100. The result value of the correlation coefficient indicates positive and significant relationship between organizational justice and organizational commitment with job satisfaction. Also, components of affective commitment and normative commitment has a significant relationship with job satisfaction, and all of the components of organizational justice (distributive justice, procedural justice, interactional justice have a significant positive correlation with job satisfaction. Regression analysis indicated that organizational justice and organizational commitment are able to predict job satisfaction of the employees. But the components of procedural justice and distributive justice were not able to predict job satisfaction, and job satisfaction can be predicted only

  6. Job Satisfaction, Organizational Commitment, and Religious Commitment of Full-Time University Employees

    Science.gov (United States)

    Brown, Donna; Sargeant, Marcel A.

    2007-01-01

    This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and…

  7. Commitment and the New Employment Relationship. Exploring a Forgotten Perspective: Employers Commitment

    NARCIS (Netherlands)

    Torka, Nicole; Looise, Jan C.; van Riemsdijk, Maarten

    2005-01-01

    In this article, we have endeavoured to integrate the concept 'employers’ commitment' into the understanding of the new employment relationship. HRM scholars and practitioners assume that changes in (international) market and employee characteristics lead to a transformation of the employer-employee

  8. The principle of equivalence reconsidered: assessing the relevance of the principle of equivalence in prison medicine.

    Science.gov (United States)

    Jotterand, Fabrice; Wangmo, Tenzin

    2014-01-01

    In this article we critically examine the principle of equivalence of care in prison medicine. First, we provide an overview of how the principle of equivalence is utilized in various national and international guidelines on health care provision to prisoners. Second, we outline some of the problems associated with its applications, and argue that the principle of equivalence should go beyond equivalence to access and include equivalence of outcomes. However, because of the particular context of the prison environment, third, we contend that the concept of "health" in equivalence of health outcomes needs conceptual clarity; otherwise, it fails to provide a threshold for healthy states among inmates. We accomplish this by examining common understandings of the concepts of health and disease. We conclude our article by showing why the conceptualization of diseases as clinical problems provides a helpful approach in the delivery of health care in prison.

  9. Making G8 leaders deliver: an analysis of compliance and health commitments, 1996-2006.

    Science.gov (United States)

    Kirton, John J; Roudev, Nikolai; Sunderland, Laura

    2007-03-01

    International health policy-makers now have a variety of institutional instruments with which to pursue their global and national health goals. These instruments range from the established formal multilateral organizations of the United Nations to the newer restricted-membership institutions of the Group of Eight (G8). To decide where best to deploy scarce resources, we must systematically examine the G8's contributions to global health governance. This assessment explores the contributions made by multilateral institutions such as the World Health Organization, and whether Member States comply with their commitments. We assessed whether G8 health governance assists its member governments in managing domestic politics and policy, in defining dominant normative directions, in developing and complying with collective commitments and in developing new G8-centred institutions. We found that the G8's performance improved substantially during the past decade. The G8 Member States function equally well, and each is able to combat diseases. Compliance varied among G8 Member States with respect to their health commitments, and there is scope for improvement. G8 leaders should better define their health commitments and set a one-year deadline for their delivery. In addition, Member States must seek WHO's support and set up an institution for G8 health ministers.

  10. A study on relationship between social entrepreneurship and organizational commitment

    Directory of Open Access Journals (Sweden)

    Yadollah Hemmati

    2013-08-01

    Full Text Available During the past few years, organizational commitment has been a major concern in different types of business activities including banking industry. In this paper, we present an empirical investigation to study the relationship between social entrepreneurship and organizational commitment. The proposed study of this paper adapts a standard questionnaire developed by Meyer and Allen [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89]. Cronbach alpha has been calculated for affective commitment, employee engagement and normative commitment as 0.77, 0.79 and 0.61, respectively. The results of survey indicate that affective commitment, employee engagement and normative commitment have positively influenced organizational commitment, significantly. In addition, Freedman test has indicated that normative commitment is number one priority with mean rank of 2.85 followed by affective commitment with mean rank of 2.47 and employee engagement with the mean rank of 2.26.

  11. Orientifold Planar Equivalence: The Chiral Condensate

    DEFF Research Database (Denmark)

    Armoni, Adi; Lucini, Biagio; Patella, Agostino

    2008-01-01

    in SU($N$) Yang-Mills in the large $N$ limit. Then, we compute numerically those quenched condensates for $N$ up to 8. After separating the even from the odd corrections in $1/N$, we are able to show that our data support the equivalence; however, unlike other quenched observables, subleading terms......The recently introduced orientifold planar equivalence is a promising tool for solving non-perturbative problems in QCD. One of the predictions of orientifold planar equivalence is that the chiral condensates of a theory with $N_f$ flavours of Dirac fermions in the symmetric (or antisymmetric......) representation and $N_f$ flavours of Majorana fermions in the adjoint representation have the same large $N$ value for any value of the mass of the (degenerate) fermions. Assuming the invariance of the theory under charge conjugation, we prove this statement on the lattice for staggered quenched condensates...

  12. Equivalent circuit analysis of terahertz metamaterial filters

    KAUST Repository

    Zhang, Xueqian

    2011-01-01

    An equivalent circuit model for the analysis and design of terahertz (THz) metamaterial filters is presented. The proposed model, derived based on LMC equivalent circuits, takes into account the detailed geometrical parameters and the presence of a dielectric substrate with the existing analytic expressions for self-inductance, mutual inductance, and capacitance. The model is in good agreement with the experimental measurements and full-wave simulations. Exploiting the circuit model has made it possible to predict accurately the resonance frequency of the proposed structures and thus, quick and accurate process of designing THz device from artificial metamaterials is offered. ©2011 Chinese Optics Letters.

  13. Fiscal adjustments in Europe and Ricardian equivalence

    Directory of Open Access Journals (Sweden)

    V. DE BONIS

    1998-09-01

    Full Text Available According to the ‘Ricardian’ equivalence hypothesis, consumption is dependent on permanent disposable income and current deficits are equivalent to future tax payments. This hypothesis is tested on 14 European countries in the 1990s. The relationships between private sector savings and general government deficit, and the GDP growth rate and the unemployment rate are determined. The results show the change in consumers' behaviour with respect to government deficit, and that expectations of an increase in future wealth are no longer associated with a decrease in deficit.

  14. TRANSLATION EQUIVALENCE AND CONTEXT CONSIDERATION IN GOOGLE

    Directory of Open Access Journals (Sweden)

    I Made Sena Darmasetiyawan

    2014-05-01

    Full Text Available This article aims at describing the translation methods of this tool through equivalence and context consideration which also suggest the account of language database within. The data was taken from Google Translate because it is one of the most reliable tools of translation through internet service. Results showed that there are three basic reference methods of frequency, graphology, and contextual matching database in the translation. Context in discourse and equivalence in translation are used in order to analyze the extent of this consideration.

  15. A Logical Characterisation of Static Equivalence

    DEFF Research Database (Denmark)

    Hüttel, Hans; Pedersen, Michael D.

    2007-01-01

    The work of Abadi and Fournet introduces the notion of a frame to describe the knowledge of the environment of a cryptographic protocol. Frames are lists of terms; two frames are indistinguishable under the notion of static equivalence if they satisfy the same equations on terms. We present a first......-order logic for frames with quantification over environment knowledge which, under certain general conditions, characterizes static equivalence and is amenable to construction of characteristic formulae. The logic can be used to reason about environment knowledge and can be adapted to a particular application...

  16. Nurses' professional competency and organizational commitment: Is it important for human resource management?

    Science.gov (United States)

    Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

    2017-01-01

    Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (phuman resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.

  17. American 'committed' drama in Slovene theatres

    Directory of Open Access Journals (Sweden)

    Igor Maver

    1994-12-01

    Full Text Available The purpose of this study is essentially to demonstrate that the delayed stagings of American 'committed' plays, written in the thirties and produced in Slovene theatres immediately after World War Two in the late forties and fifties, were often miscontextualized and partly misinterpreted by the literary critics of the period. This was only in the early post-war years largely due to the need to serve the then ruling ideology and to comply with the criteria of Marxist aesthetisc, especially that of a radical social criticism. However, the later stagings particularly of Arthur Miller's and also Tennessee Williams's plays, did not see the same phenomenon, for it was they that assured the popularity of the American post-war drama on Slovene stages and, even more importantly, helped Slovene theatre to come off age in the sixties.

  18. Complicating food security: Definitions, discourses, commitments

    Directory of Open Access Journals (Sweden)

    William Ramp

    2014-12-01

    Full Text Available Food security is now commonly seen as one of the defining global issues of the century, intertwined with population and consumption shifts, climate change, environmental degradation, water scarcity, and the geopolitics attending globalization. Some analysts suggest that food security threats are so urgent that philosophical scruples must be set aside in order to concentrate all resources on developing and implementing radical strategies to avert a looming civilizational crisis. This article suggests that definitions of food security invoke commitments and have consequences, and that continued critical and conceptual attention to the language employed in food security research and policy is warranted.

  19. Bit-commitment-based quantum coin flipping

    Science.gov (United States)

    Nayak, Ashwin; Shor, Peter

    2003-01-01

    In this paper we focus on a special framework for quantum coin-flipping protocols, bit-commitment-based protocols, within which almost all known protocols fit. We show a lower bound of 1/16 for the bias in any such protocol. We also analyze a sequence of multiround protocols that tries to overcome the drawbacks of the previously proposed protocols in order to lower the bias. We show an intricate cheating strategy for this sequence, which leads to a bias of 1/4. This indicates that a bias of 1/4 might be optimal in such protocols, and also demonstrates that a more clever proof technique may be required to show this optimality.

  20. Conflicting pressures on romantic relationship commitment for anxiously attached individuals.

    Science.gov (United States)

    Joel, Samantha; MacDonald, Geoff; Shimotomai, Atsushi

    2011-02-01

    Anxious attachment predicts strong desires for intimacy and stability in romantic relationships, yet the relation between anxious attachment and romantic commitment is unclear. We propose that extant literature has failed to find a consistent relation because anxiously attached individuals experience conflicting pressures on commitment. Data from Australia (N=137) show that relationship satisfaction and felt security each act as suppressors of a positive relation between anxious attachment and commitment. Data from Japan (N=159) replicate the suppression effect of felt security and also demonstrate that the residual positive relation between anxious attachment and commitment can be partly explained by dependence on the partner. These findings suggest that anxiously attached individuals may be ambivalent about commitment. Dissatisfaction and worries about negative evaluation appear to exert downward pressure on commitment, counteracting the upward pressure that is exerted by factors such as relational dependency. © 2011 The Authors. Journal of Personality © 2011, Wiley Periodicals, Inc.

  1. Sociosexual orientation, commitment, and infidelity: a mediation analysis.

    Science.gov (United States)

    Mattingly, Brent A; Clark, Eddie M; Weidler, Daniel J; Bullock, Melinda; Hackathorn, Jana; Blankmeyer, Katheryn

    2011-01-01

    Individuals with an unrestricted sociosexual orientation (SO) are less committed to their romantic relationships and more likely to engage in infidelity. Furthermore, commitment is negatively associated with tendencies to cheat. However, no previous research has examined the possible mediating role of commitment in the relationship between SO and infidelity. The current study examined whether commitment mediated the relationship between SO and willingness to engage in three types of cheating behaviors (Ambiguous, Deceptive, and Explicit). Results suggested that commitment partially mediated the relationship between SO and infidelity, such that unrestricted individuals had lower commitment, which in turn led to a greater likelihood of cheating. Implications of this association and directions for future research are discussed.

  2. Bargaining in the shadow of a commitment problem

    Directory of Open Access Journals (Sweden)

    William Reed

    2016-09-01

    Full Text Available This paper reports results from laboratory experiments on how commitment problems affect bargaining choices. Subjects are randomly assigned the conditions that produce a commitment problem in order to estimate the effect the commitment problem condition has on bargaining behavior. The empirical results suggest subjects are consistently responsive to the commitment problem condition. When presented with a commitment problem, most subjects identify the condition and choose the present day lottery over future negotiation. Moreover, subjects not exposed to the commitment problem condition bargain as if they were playing the one-stage ultimatum game. Subjects in both games are responsive to their own costs rather than their opponents, playing as if this complete information game were in an incomplete information setting.

  3. Experimental bit commitment based on quantum communication and special relativity.

    Science.gov (United States)

    Lunghi, T; Kaniewski, J; Bussières, F; Houlmann, R; Tomamichel, M; Kent, A; Gisin, N; Wehner, S; Zbinden, H

    2013-11-01

    Bit commitment is a fundamental cryptographic primitive in which Bob wishes to commit a secret bit to Alice. Perfectly secure bit commitment between two mistrustful parties is impossible through asynchronous exchange of quantum information. Perfect security is however possible when Alice and Bob split into several agents exchanging classical and quantum information at times and locations suitably chosen to satisfy specific relativistic constraints. Here we report on an implementation of a bit commitment protocol using quantum communication and special relativity. Our protocol is based on [A. Kent, Phys. Rev. Lett. 109, 130501 (2012)] and has the advantage that it is practically feasible with arbitrary large separations between the agents in order to maximize the commitment time. By positioning agents in Geneva and Singapore, we obtain a commitment time of 15 ms. A security analysis considering experimental imperfections and finite statistics is presented.

  4. The effects of professional ethics and commitment on audit quality

    Directory of Open Access Journals (Sweden)

    Aliasghar Nasrabadi

    2015-11-01

    Full Text Available This paper presents a study on the effects of professional ethics and commitments on audit quality. The population of this survey includes all audit managers who were active in auditing official statements of different firms listed in Tehran Stock Exchange in 2014. The study designs a questionnaire in Likert scale and distributes it among 152 randomly selected managers. In our survey, professional ethics consists of four items including confidentiality and impartiality, professional competence, accountability and individual values while organizational commitment consists of three items including emotional commitment, continues commitment and fundamental commitment. Using Pearson correlation as well as regression models, the study has determined a positive and meaningful relationship between professional ethics as well as commitment and audit quality.

  5. Competitive equivalence maintains persistent inter-clonal boundaries.

    Science.gov (United States)

    Ferrell, David L

    2005-01-01

    Clear boundaries often separate adjacent conspecific competitors. These boundaries may reflect bordering animal territories or regions of inter-organism contact in mobile and non-mobile organisms, respectively. Sessile, clonal organisms often form persistent inter-clonal boundaries despite great variation in competitive ability among genotypes within a population. I show that neighboring clones in the sea anemone Anthopleura elegantissima and three species of the marine hydroid genus Hydractinia are more evenly matched in terms of competitive ability than expected by chance. Hypotheses of genetic relatedness or similar environmental regime shared by neighboring clones are inconsistent with the observed similarities between adjacent competitors in one or both taxa. Instead, inter-clonal borders evidently persist as standoffs between evenly matched competitors. Large differences in competitive ability between bordering clones were rarely observed, suggesting that dominant clones quickly displace or eliminate others in competitive mismatches. This ecological parallel between taxa (i.e., competitive equivalence) exists despite several fundamental differences (e.g., geographical distribution, habitat, body size, longevity), suggesting that competitive equivalence may be a widespread determinant of boundary persistence between adjacent competitors.

  6. Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

    Directory of Open Access Journals (Sweden)

    Dilhani Anuradha Akuratiya

    2017-08-01

    Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

  7. Role conflicts in nursing and allied health: a comparison of professional and organizational commitment.

    Science.gov (United States)

    Kraemer, L G; Rigolizzo-Gurenlian, J

    1985-02-01

    Role compatibility and conflict between organizational and professional commitment for nurses, high school teachers, college faculty, and social workers have been the focus of several studies over the past two decades. The typical view has been that the professional employee must choose between the profession and the employing organization, since the values of each conflict. Primarily, studies have shown a basic incompatibility between professionals and organizations: the professional is seen as responding to authority based on expertise, while the organization is characterized by authority based on hierarchical position. Since a study of this type has not been conducted in allied health specifically, the purpose of this study was to examine whether bureaucratic and professional role concepts conflict with the allied health professional. Recent graduates and graduates with two years of employment experience representing nursing and four allied health disciplines at one institution were surveyed. Results of the study indicated that the respondents were able to maintain a high degree of professional commitment without perceiving undue conflict from the demands of the organization. Based on the findings, allied health educators are encouraged to examine the curriculum to ensure graduates are prepared for the realities of employment as well as committed to their respective professions.

  8. [Psychological commitment: adaptive functions, paradoxes, modalities and components].

    Science.gov (United States)

    Brault-Labbé, Anne

    2017-12-01

    The process of psychological commitment, its adaptive functions and some of the difficulties that go along with it are specific. A description of the multimodal model of commitment provides an illustration of how motivational, affective, cognitive and behavioural mechanisms can be combined. These lead to different ways of entering into the commitment, with differing consequences on how the individual functions. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

  9. Which serial killers commit suicide? An exploratory study.

    Science.gov (United States)

    Lester, David; White, John

    2012-11-30

    In a sample of 483 serial killers, 6.2% were documented to have committed suicide. Those who committed suicide were found to come from more dysfunctional homes characterized by more psychiatric disturbance in the parents. The sexual acts involved in the murders by the suicides seemed to be more deviant in some aspects, such as committing more bizarre sexual acts or more often taping the murder. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

  10. High School Equivalency Testing in Arizona. Forum: Responding to Changes in High School Equivalency Testing

    Science.gov (United States)

    Hart, Sheryl

    2015-01-01

    For decades, the state of Arizona has used the General Educational Development (GED) Test to award the Arizona High School Equivalency (HSE) Diploma, as the GED Test was the only test available, recognized and accepted in the United States as the measure by which adults could demonstrate the educational attainment equivalent to high school…

  11. Factors Contributing to Personal Commitment in Chinese Interethnic Couples

    Directory of Open Access Journals (Sweden)

    Xinmiao Zhong

    2014-06-01

    Full Text Available Interethnic relationships are increasingly common in many societies, yet interethnic couples have a higher divorce rate compared to intraethnic couples. Given these facts and the dearth of research, this study aimed to identify factors that contribute to couples’ commitment in interethnic relationships. This study investigated the personal commitment of Chinese interethnic couples in the United Kingdom and the United States. Specifically, whether love, dyadic adjustment and “couple cultural identity” (i.e. acculturation to the partner and couple’s similarity on individualism/collectivism would predict personal commitment and whether each variable would account for unique variance in personal commitment of the participants. Thirty-seven Chinese/non-Chinese heterosexual couples participated in the study and significant relationships between love and personal commitment, dyadic adjustment and personal commitment were found. Also, couple cultural identity was important for women’s personal commitment. Multiple regression and structural equation modelling showed that partners in interethnic relationships defined personal commitment in different ways with men emphasizing love and dyadic adjustment, and women emphasizing love and acculturation to their partner. The discovery of the importance of couple cultural identity in contributing to personal commitment, besides love and dyadic adjustment, helps researchers to gain a greater understanding of such relationships and to extend the research on interethnic relationships.

  12. [The publication and its commitment to the society].

    Science.gov (United States)

    Fajardo-Gutiérrez, Arturo

    2014-01-01

    Publishing a research is one of the most important achievements for a researcher, since it is one of the tools to evaluate his scientific work. This achievement has a three-dimensional commitment: the personal commitment, the commitment with the population from which the data were obtained, and the commitment to the institution where he works. Therefore, publishing in the Revista Médica del Instituto Mexicano del Seguro Social should be a priority and an honor for a researcher of this Institution, since he is working with it to provide solutions to medical problems that affect their beneficiaries.

  13. Religious Commitment and Prejudicial Attitudes toward Homosexuals in Ghana

    National Research Council Canada - National Science Library

    Angela A Gyasi-Gyamerah; Charity S Akotia

    2016-01-01

    .... This study therefore aimed at determining the extent to which religious commitment will moderate prejudicial attitudes toward homosexuals focusing on the cognitive and affective components of attitudes...

  14. Functional Flexibility in Women's Commitment-Skepticism Bias

    Directory of Open Access Journals (Sweden)

    Christina M. Brown

    2015-04-01

    Full Text Available If a woman overestimates her romantic partner's commitment, the cost to her fitness—reproduction without an investing partner—can be considerable. Error Management Theory predicts that women have an evolved bias to be skeptical of men's commitment in a relationship, which reduces the likelihood of making a costly false positive error. However, because error probabilities are inversely related, this commitment-skepticism bias simultaneously increases the likelihood of missed opportunities, or false negatives. False positives when gauging a partner's commitment are the more costly error for women, but missing an opportunity to secure a genuinely high-quality mate can also be quite costly. We predicted and found that women's mating cognitions are functionally flexible, such that women do not exhibit the commitment-skepticism bias when faced with behavioral evidence that a male partner is willing to commit (Study 1. This suggests that relationship-enhancing behaviors are one contextual cue that may lessen the bias. However, not all relationship-enhancing behaviors are equally diagnostic of a person's true commitment intent. When comparing men and women's commitment thresholds, we found that women require more behavioral evidence than men do to feel certain of their partner's commitment to them (Study 2.

  15. Fuel Cell Equivalent Electric Circuit Parameter Mapping

    DEFF Research Database (Denmark)

    Jeppesen, Christian; Zhou, Fan; Andreasen, Søren Juhl

    In this work a simple model for a fuel cell is investigated for diagnostic purpose. The fuel cell is characterized, with respect to the electrical impedance of the fuel cell at non-faulty conditions and under variations in load current. Based on this the equivalent electrical circuit parameters can...

  16. Identifiability and Equivalence of GLLIRM Models

    Science.gov (United States)

    Revuelta, Javier

    2009-01-01

    The generalized logit-linear item response model (GLLIRM) is a linearly constrained nominal categories model (NCM) that computes the scale and intercept parameters for categories as a weighted sum of basic parameters. This paper addresses the problems of the identifiability of the basic parameters and the equivalence between different GLLIRM…

  17. Confluence Modulo Equivalence in Constraint Handling Rules

    DEFF Research Database (Denmark)

    Christiansen, Henning; Kirkeby, Maja Hanne

    2014-01-01

    Previous results on confluence for Constraint Handling Rules, CHR, are generalized to take into account user-defined state equivalence relations. This allows a much larger class of programs to enjoy the ad- vantages of confluence, which include various optimization techniques and simplified corre...

  18. interpratation: of equivalences and cultural untranslatability

    African Journals Online (AJOL)

    jgmweri

    interpretation?; How does lack of equivalences affect interpretation? Key words: Sign Language, Interpretation, Translation, linguistics, context ... World Federation of the Deaf (WFD's) vision 2020 in which it envisions that by the year ... sign 1b) can mean MANY or A LOT: 1c) can have three meaning i.e. FOR EXAMPLE,.

  19. An Equivalent Circuit for Landau Damping

    DEFF Research Database (Denmark)

    Pécseli, Hans

    1976-01-01

    An equivalent circuit simulating the effect of Landau damping in a stable plasma‐loaded parallel‐plate capacitor is presented. The circuit contains a double infinity of LC components. The transition from stable to unstable plasmas is simulated by the introduction of active elements into the circuit....

  20. On Behavioral Equivalence of Rational Representations

    NARCIS (Netherlands)

    Trentelman, Harry L.; Willems, JC; Hara, S; Ohta, Y; Fujioka, H

    2010-01-01

    This article deals with the equivalence of representations of behaviors of linear differential systems In general. the behavior of a given linear differential system has many different representations. In this paper we restrict ourselves to kernel representations and image representations Two kernel

  1. Equivalence domination in graphs | Arumugam | Quaestiones ...

    African Journals Online (AJOL)

    Click on the link to view the abstract. Keywords: Equivalence domination, total domination, P3-forming set. Quaestiones Mathematicae 36(2013), 331-340. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL TEXT DOWNLOAD FULL TEXT · http://dx.doi.org/10.2989/16073606.2013.779959 · AJOL African ...

  2. A Criticism of Healthy-years Equivalents

    NARCIS (Netherlands)

    P.P. Wakker (Peter)

    1996-01-01

    textabstractThe following questions describe the scope of this paper. When decision trees are used to analyze optimal decisions, should end nodes be evaluated on the basis of QALYs or on the basis of healthy-years equivalents? Which measures should be used in communications with others, e.g.,

  3. A criticism of healthy-years equivalents

    NARCIS (Netherlands)

    Wakker, P.P.

    1996-01-01

    The following questions describe the scope of this paper. When decision trees are used to analyze optimal decisions, should end nodes be evaluated on the basis of QALYs or on the basis of healthy-years equivalents? Which measures should be used in communication with others, e.g., patients? Which of

  4. Conservation Laws, Equivalence Principle and Forbidden Radiation ...

    Indian Academy of Sciences (India)

    Home; Journals; Resonance – Journal of Science Education; Volume 17; Issue 3. Conservation Laws, Equivalence Principle and Forbidden Radiation Modes. Cihan Saçlioğlu. General ... Author Affiliations. Cihan Saçlioğlu1. Faculty of Engineering and Natural Sciences, Sabanci University, 81474 Tuzla, Istanbul, Turkey.

  5. Conservation Laws, Equivalence Principle and Forbidden Radiation ...

    Indian Academy of Sciences (India)

    There are standard proofs showing there can be no monopole electromagnetic radiation and no dipole gravitational radiation. We supplement these with a global topological argument for the former, and a local argument based directly on the principle of equivalence for the latter. 1. Introduction: Wave and Particle Pictures ...

  6. Bilingual Dictionaries and Communicative Equivalence for a ...

    African Journals Online (AJOL)

    Speakers in a multilingual society often employ a bilingual dictionary as the only instrument to meet their lexicographic needs. This implies that a bilingual dictionary becomes a poly functional instrument, presenting more information than just translation equivalents. This article focuses on the contents and the presentation ...

  7. Stimulus Equivalence in Rudimentary Reading and Spelling.

    Science.gov (United States)

    Mackay, Harry A.

    1985-01-01

    Programs were designed to teach three severely retarded adolescents to use individual anagram letters to construct the appropriate color words when shown color patches. After learning visual equivalences between colors and printed words, Ss demonstrated auditory reading-comprehension (matching printed words to dictated words) and oral reading…

  8. 21 CFR 26.39 - Equivalence assessment.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Equivalence assessment. 26.39 Section 26.39 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL MUTUAL RECOGNITION OF PHARMACEUTICAL GOOD MANUFACTURING PRACTICE REPORTS, MEDICAL DEVICE QUALITY SYSTEM AUDIT REPORTS, AND CERTAIN MEDICAL DEVICE PRODUCT...

  9. CP Violation, Neutral Currents, and Weak Equivalence

    Science.gov (United States)

    Fitch, V. L.

    1972-03-23

    Within the past few months two excellent summaries of the state of our knowledge of the weak interactions have been presented. Correspondingly, we will not attempt a comprehensive review but instead concentrate this discussion on the status of CP violation, the question of the neutral currents, and the weak equivalence principle.

  10. Confluence Modulo Equivalence in Constraint Handling Rules

    DEFF Research Database (Denmark)

    Christiansen, Henning; Kirkeby, Maja Hanne

    2015-01-01

    Previous results on confluence for Constraint Handling Rules, CHR, are generalized to take into account user-defined state equivalence relations. This allows a much larger class of programs to enjoy the advantages of confluence, which include various optimization techniques and simplified...

  11. interpratation: of equivalences and cultural untranslatability

    African Journals Online (AJOL)

    jgmweri

    communicative situation – this involves not only linguistic and cultural competence but ... Diversity in language use – how does it affect interpretation? ; Does direct and indirect use of language, social customs and relationships, how people express emotions have any ..... 1.3.3 Grammatical- Syntactical Equivalences.

  12. Chemical equivalence assessment of three brands of ...

    African Journals Online (AJOL)

    Assay for content of active ingredients is a critical test of drug quality; failure to meet up the standard for content of active ingredients will result to sub therapeutic quantities. Three brands (A, B and C) of carbamazepine were assayed to determine their chemical equivalence as well as their anticonvulsant activities. This was ...

  13. Four equivalent lot-sizing models

    NARCIS (Netherlands)

    W. van den Heuvel (Wilco); A.P.M. Wagelmans (Albert)

    2007-01-01

    textabstractWe study the following lot-sizing models that recently appeared in the literature: a lot-sizing model with a remanufacturing option, a lot-sizing model with production time windows, and a lot-sizing model with cumulative capacities. We show the equivalence of these models with a

  14. Contextual dependencies in a stimulus equivalence paradigm

    NARCIS (Netherlands)

    Dibbets, P.; Maes, J.H.R.; Vossen, J.M.H.

    2002-01-01

    Two experiments with human subjects assessed contextual dependencies in a stimulus equivalence paradigm. Subjects learned to form two sets of stimuli in a matching-to-sample training procedure. Each set was presented against one of two different background colours, the contextual cues. At test, the

  15. Seven Guiding Commitments: Making the U.S. Healthcare System More Compassionate

    Directory of Open Access Journals (Sweden)

    Beth A. Lown MD

    2014-11-01

    Full Text Available Despite the current focus on patient centeredness, healthcare professionals face numerous challenges that impede their ability to provide compassionate care that ameliorates concerns, distress, or suffering. These include fragmentation and discontinuity of care, technologies that both help and hinder communication and relationship-building, burgeoning operational and administrative requirements, inadequate communication skills training, alarming rates of burnout, and increased cost and market pressures. A compassionate healthcare system begins with compassionate people, but the organizations in which they train and work must reliably enable them to express and act on their compassion rather than impede it. We present a set of guiding commitments and recommendations to foster a more compassionate healthcare system. We urge healthcare organizations to adopt these commitments and take action to embed compassionate care in all aspects of training, research, patient care and organizational life.

  16. Empowerment, job satisfaction, and organizational commitment: comparison of permanent and temporary nurses in Korea.

    Science.gov (United States)

    Han, Sang-Sook; Moon, Sook Ja; Yun, Eun Kyoung

    2009-11-01

    This study was conducted to describe and compare empowerment, job satisfaction, and organizational commitment between permanent and temporary nurses in Korea. Since Korea's economic crisis of 1997, Korea's labor market has been undergoing dramatic modification, and the rate of temporary nurses employed in health care organizations has gradually increased. However, studies focusing on nurses' employment status, which potentially affect the individual and hospital organization, have been rarely conducted. This was a descriptive comparative study. The convenient sample of 416 nurses from 19 hospitals in Korea completed a structured questionnaire. Overall, permanent nurses presented higher levels of job satisfaction, organizational commitment, and empowerment than did temporary nurses. The results of this study indicated that health care administrators should develop strategies to close the gap of perceptions between permanent and temporary nurses in Korea. The results of this study also imply that such opportunities and compensation plans related with administrative recognition should be made available to the temporary nurses to manage their workforces more efficiently.

  17. Management commitment to safety vs. employee perceived safety training and association with future injury.

    Science.gov (United States)

    Huang, Yueng-Hsiang; Verma, Santosh K; Chang, Wen-Ruey; Courtney, Theodore K; Lombardi, David A; Brennan, Melanye J; Perry, Melissa J

    2012-07-01

    variable of employees'perceived safety training could be a proximal predictor of future injury outcome which mediated the relationship between employees'perceived management commitment to safety (a distal predictor) and injury outcome. We propose that when employees perceive their management as having a high level of commitment to safety, they will also perceive that the safety training of the organization is good, which will then further predict future injury experience of the employees. Copyright © 2012 Elsevier Ltd. All rights reserved.

  18. Toxic equivalency factors (TEFs) for PCBs, PCDDs, PCDFs for humans and wildlife

    NARCIS (Netherlands)

    Berg, van den M.; Birnbaum, L.; Bosveld, A.T.C.; Brunstrom, B.; Cook, P.; Feeley, M.; Giesy, J.P.; Hanberg, A.; Hasegawa, R.; Kennedy, S.W.; Kubiak, T.; Larsen, J.C.; Leeuwen, van F.X.R.; Liem, A.K.D.; Nolt, C.; Peterson, R.E.; Poellinger, L.; Safe, S.; Schrenk, D.; Tillitt, D.; Tysklind, M.; Younes, M.; Waern, F.; Zacharewski, T.

    1998-01-01

    An expert meeting was organized by the World Health Organization (WHO) and held in Stockholm on 15-18 June 1997. The objective of this meeting was to derive consensus toxic equivalency factors (TEFs) for polychlorinated dibenzo-p-dioxins (PCDDs) and dibenzofurans (PCDFs) and dioxinlike

  19. Yöneticilerin Örgütsel Bağlılıkları ve Demografik Özellikleri Arasındaki İlişkileri İncelemeye Yönelik Bir Alan Çalışması(Examinining the Relations Between Demographic Factors and Managers’ Organizational Commitment: A Field Study

    Directory of Open Access Journals (Sweden)

    Meltem ONAY ÖZKAYA

    2006-01-01

    Full Text Available This research has two purposes, first, to examine the effects of demographic factors on organizational commitment and second, testing differences between employees’ cities and sectoral variables on organizational commitment types. A survey which defines organizational commitment types applied on 160 employees, at 8 organizations, in Manisa and Izmir. Choosen demographic factors are : Age, sex, education, marital status, total length of service, present length of service at same position. 5 hypothesis developed to test relationship between organizational commitment types and demographic factors. Results show that demographic factors are very effective on organizational commitment. This research may be an addition to organizational commitment literature.

  20. Education: Commodity, Come-On, or Commitment?

    Science.gov (United States)

    Moore, John W.

    2000-07-01

    July 4, and the glass art shown on pages 812-816, remind us that freedom is fragile. Through their governments, citizens of democracies have traditionally made strong commitments to education on grounds that without it individuals would not be able to act responsibly and to make wise decisions in voting booths and public meetings. All citizens have a stake in everyone's education, because a better-educated citizenry benefits all of society. In this country such a commitment has produced a system of public schools and public universities that offers opportunities to many who otherwise could not afford a level of education commensurate with their talents. But there are signs that this commitment to public education is flagging. Many students, teachers, and administrators view education as merely a way to enhance personal prosperity. How often have you heard the statistic that a college education pays for itself through increased earning power, even if it costs $20,000-30,000 per year? Investing in education pays off just as investing in the stock market does, provided you wait long enough. Attending a better school gets you a better job and a better income. In other words, a certified level of education is a commodity-something that is useful and can be turned to commercial advantage. Viewing education as a commodity has several consequences. First, if education is a means to better employment rather than better citizenship, why should anyone pay for it other than the person who benefits? Why should I pay taxes to help someone else get a better job when I could be spending the money for my own benefit? Education as a commodity makes such attitudes reasonable, though not commendable, and the result is lessened support for public education. Second, those who supply education as an economic good should be rewarded, and those who are much better at educating should be rewarded much more. Hence the fear of Arthur Levine, president of Teachers College, Columbia University

  1. An Explanatory Study of MBA Students with Regards to Sustainability and Ethics Commitment

    Directory of Open Access Journals (Sweden)

    Marian Buil

    2016-03-01

    Full Text Available (1 Background: The consequences of the recent economic crisis have shown the need for promoting certain key skills in future entrepreneurs to create enterprises that are capable of producing added value, generating employment and remaining solvent or growing in a competitive and highly volatile environment. Therefore, the issue is not simply a matter of creating more businesses, but rather, a model based on organizations with strong sustainable values in the long term. (2 Methods: The originality and new approach of this article is to establish, through an empirical approach, the link between the entrepreneurial skills and environmental and social commitment in times of crisis. Based on the analysis of a questionnaire answered by MBA students and using structural equation modelling, the relation between entrepreneurial skills, social and environment commitment are tested. (3 Results: The statistical analysis proved the existence of a positive relation between entrepreneurs’ skills and environmental and social commitment pointing out the importance of sustainability commitment as a source of high added value activities. (4 Conclusion: The paper demonstrates that investing in the promotion of entrepreneurial skills in education systems has positive effects on how future entrepreneurs will manage their firms. Therefore, this sustainably depends on the present education policies.

  2. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  3. Workplace spirituality and organisational commitment: Role of emotional intelligence among Indian banking professionals

    Directory of Open Access Journals (Sweden)

    Rabindra Kumar Pradhan

    2016-06-01

    Full Text Available In present times the concept of “workplace spirituality” has been acknowledged as an important discipline so called a “transient advantage” in corporate world for supplementing a meaningful atmosphere to one’s workplace. The domains like behavioral science and human resource has embraced the topic as a promising research area with an assumption to offer fresh and significant insights to the business world. However, it is presumed that the present state of academic research in the field of workplace spirituality is in many ways reminiscent of where theories of leadership and other similar developmental intervention in Hr domain were there some fifty years ago. Today’s organizations’ are seeking for a committed workforce as organizational commitment and emotional involvement in one’s respective job profile is viewed as a business necessity. This is apparently possible when the professionals in a work set-up are able to derive meaning and significance in their work profile. Therefore, this present study has attempted through a field survey to document the findings from selected executives of public and private sector banking industries of Indian sub-continent on the relationships between workplace spirituality, organizational commitment and emotional intelligence. Regression analysis has revealed that emotional intelligence stood as a potential moderator between workplace spirituality and organizational commitment. The paper has brought out the potential benefits of bringing spirituality into the workplace; providing suggestions for Hr and behavioral practitioners to incorporate spirituality in organizations.

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

    Science.gov (United States)

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

    2015-06-03

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

  5. Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

    Science.gov (United States)

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

    Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (c) 2009 APA, all rights reserved.

  6. Relationships between Budgetary Participation and Organizational Commitment: Mediated by Reinforcement Contingency Evidence from the Service Sector Industries

    Directory of Open Access Journals (Sweden)

    Mia Selvina

    2015-08-01

    Full Text Available The purpose of this study is to examine the relationship, mediated through reinforcement contingency, between (a participation in budgeting, and (b organizational commitment, of those organizations in the service industry, listed in the Indonesian Stock Exchange and also having their branch offices in Bandar Lampung. We develop a new construct of reinforcement contingency, through focus group discussion and several pilot studies, and use it in the main survey. We analyse data from 42 respondents, using SmartPLS. We find that reinforcement contingency as the mediation variable affects the relation between participation in budgeting and organizational commitment. This study suggests the “no reward and no punishment” system as the appropriate reinforcement contingency for employees, in order to enhance their commitment to their organization.

  7. The Five Commitments: A Philosophical Framework Manifested through Dance

    Science.gov (United States)

    Wakamatsu, Kori

    2013-01-01

    The philosophical framework known as the Five Commitments was recently approved by the Governing Board of the Brigham Young University-Public School Partnership. The Five Commitments consist of: Civic Preparation and Engagement; Engaged Learning Through Nurturing Pedagogy; Equitable Access to Academic Knowledge and Achievement; Stewardship in…

  8. Organisational commitment levels of faculty members in sport ...

    African Journals Online (AJOL)

    This study aimed to reveal the organisational commitment levels of faculty members to teaching at higher education institutions in Turkey. To be able to obtain participants' views, the organisational commitment scale developed by Allen and Meyer in 1990 was used and data was analysed by means of the SPSS 17.0 ...

  9. Commitment, enjoyment and motivation in young soccer competitive players.

    Science.gov (United States)

    Garcia-Mas, Alexandre; Palou, Pere; Gili, Margarita; Ponseti, Xavier; Borras, Pere A; Vidal, Josep; Cruz, Jaume; Torregrosa, Miquel; Villamarín, Francisco; Sousa, Catarina

    2010-11-01

    Building upon Deci's and Ryan (1985) Self-determination theory as well as the sportive behavioral correlates of the model of Commitment (Scanlan et al., 1976), this study tries to establish the relationship between motivation and commitment in youth sport. For this purpose 454 young competitive soccer players answered the Sport Motivation Scale (SMS) and the Sport Commitment Questionnaire (SCQ) during the regular season. The SMS measures the three dimensions of the Motivational continuum (the Amotivation, the Extrinsic Motivation and the Intrinsic Motivation). The SCQ measures the Sportive Commitment and its composing factors such as the Enjoyment, the Alternatives to the sport, and the Social Pressure. Our findings provided a clear pattern of the influence of motivation in sport enjoyment and commitment, outlining the positive contribution of intrinsic and extrinsic motivation to enjoyment and commitment. Amotivation, contributes positively to alternatives to sport and negatively to enjoyment and commitment, It should be noted that extrinsic motivation has a higher contribution to enjoyment whereas intrinsic motivation has a higher contribution to commitment.

  10. Commitment and the emigration intentions of South African ...

    African Journals Online (AJOL)

    2013-03-11

    Mar 11, 2013 ... attachment to a country will lower an individual's intention to emigrate. This implies that high commitment ... Mother tongue speakers of all the three official languages of the Western Cape (i.e., Afrikaans, 51%, ... Commitment to the profession was measured with a 6-item scale adapted from Wallace (1995).

  11. Considerations in civil commitment of individuals with substance use disorders.

    Science.gov (United States)

    Cavaiola, Alan A; Dolan, David

    2016-01-01

    Several states currently have enacted laws that allow for civil commitment for individuals diagnosed with severe substance use disorders. Civil commitment or involuntary commitment refers to the legal process by which individuals with mental illness are court-ordered into inpatient and/or outpatient treatment programs. Although initially civil commitment laws were intended for individuals with severe mental illness, these statutes have been extended to cover individuals with severe substance use disorders. Much of the recent legislation allowing for civil commitment of individuals with substance use disorders has come about in response to the heroin epidemic and is designed to provide an alternative to the unrelenting progression of opioid use disorders. Civil commitment also provides an opportunity for individuals with opioid use disorders to make informed decisions regarding ongoing or continued treatment. However, civil commitment also raises concerns regarding the potential violation of 14th Amendment rights, specifically pertaining to abuses of deprivation of liberty or freedom, which are guaranteed under the 14th Amendment to the United States Constitution. This commentary examines these issues while supporting the need for effective brief civil commitment legislation in all states.

  12. Development and Evaluation of a Measure of Fear of Commitment.

    Science.gov (United States)

    Serling, Deborah A.; Betz, Nancy E.

    1990-01-01

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

  13. Qualitative and quantitative aspects of commitment development in psychology students

    NARCIS (Netherlands)

    Kunnen, E.S.

    We investigated the development of study- and work-related commitments in 28 psychology students during their bachelor years. Based on seven measurements of exploration and commitments (over a period of three-and-a-half years) We found the theoretically expected information-oriented, normative and

  14. Motivated Reconstruction: The Effect of Brand Commitment on False Memories.

    Science.gov (United States)

    Montgomery, Nicole Votolato; Rajagopal, Priyali

    2018-02-01

    Across 5 studies, we examine the effect of prior brand commitment on the creation of false memories about product experience after reading online product reviews. We find that brand commitment and the valence of reviews to which consumers are exposed, interact to affect the incidence of false memories. Thus, highly committed consumers are more susceptible to the creation of false experience memories on exposure to positive versus negative reviews, whereas low commitment consumers exhibit similar levels of false memories in response to both positive and negative reviews. Further, these differences across brand commitment are attenuated when respondents are primed with an accuracy motivation, suggesting that the biasing effects of commitment are likely because of the motivation to defend the committed brand. Finally, we find that differences in false memories subsequently lead to differences in intentions to spread word-of-mouth (e.g., recommend the product to friends), suggesting that the consequences of false product experience memories can be significant for marketers and consumers. Our findings contribute to the literatures in false memory and marketing by documenting a motivated bias in false memories because of brand commitment. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  15. Unconditionally secure commitment in position-based quantum cryptography.

    Science.gov (United States)

    Nadeem, Muhammad

    2014-10-27

    A new commitment scheme based on position-verification and non-local quantum correlations is presented here for the first time in literature. The only credential for unconditional security is the position of committer and non-local correlations generated; neither receiver has any pre-shared data with the committer nor does receiver require trusted and authenticated quantum/classical channels between him and the committer. In the proposed scheme, receiver trusts the commitment only if the scheme itself verifies position of the committer and validates her commitment through non-local quantum correlations in a single round. The position-based commitment scheme bounds committer to reveal valid commitment within allocated time and guarantees that the receiver will not be able to get information about commitment unless committer reveals. The scheme works for the commitment of both bits and qubits and is equally secure against committer/receiver as well as against any third party who may have interests in destroying the commitment. Our proposed scheme is unconditionally secure in general and evades Mayers and Lo-Chau attacks in particular.

  16. Generational Differences as a Determinant of Women's Perspectives on Commitment

    Science.gov (United States)

    Stark, Marcella D.; Kirk, Amy Manning; Bruhn, Rick

    2012-01-01

    Differences between 116 graduate and undergraduate women, representing 4 generations (i.e., Baby Boomers, Transitionals, Generation Xers, and Millennials), were studied to categorize earliest awareness and definitions of commitment in relationships. More than 63% of participants in each generation viewed relationship commitment in terms of…

  17. A Longitudinal Investigation of Commitment Dynamics in Cohabiting Relationships

    Science.gov (United States)

    Rhoades, Galena K.; Stanley, Scott M.; Markman, Howard J.

    2012-01-01

    This longitudinal study followed 120 cohabiting, opposite-sex couples over 8 months to test hypotheses derived from commitment theory about how two types of commitment (dedication and constraint) operate during cohabitation. In nearly half the couples, there were large differences between partners in terms of dedication. These differences were…

  18. Commitment Predictors: Long-Distance versus Geographically Close Relationships

    Science.gov (United States)

    Pistole, M. Carole; Roberts, Amber; Mosko, Jonathan E.

    2010-01-01

    In this web-based study, the authors examined long-distance relationships (LDRs) and geographically close relationships (GCRs). Two hierarchical multiple regressions (N = 138) indicated that attachment predicted LDR and GCR commitment in Step 1. Final equations indicated that high satisfaction and investments predicted LDR commitment, whereas low…

  19. Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment

    Science.gov (United States)

    Anari, Nahid Naderi

    2012-01-01

    Purpose: The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high-school English teachers. Furthermore, the study aims to examine the role of gender and age in…

  20. Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship

    Science.gov (United States)

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

    This study examined the impact of job satisfaction and organizational commitment on teachers' organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers…

  1. assessment of public willingness to commit time to urban forestry ...

    African Journals Online (AJOL)

    DR AJEWOLE

    urban forestry development in the metropolis and the factors that can influence both the willingness to commit .... In order to assess the factors affecting the public willingness to commit time to urban forestry development in .... actively involved in career development and may not have the time to spare for participatory UFD.

  2. On the Complexity of Additively Homomorphic UC Commitments

    DEFF Research Database (Denmark)

    Trifiletti, Roberto; Nielsen, Jesper Buus; Frederiksen, Tore Kasper

    2016-01-01

    as the commitment protocol by Garay \\emph{et al.} from Eurocrypt 2014. A main technical improvement over the scheme mentioned above, and other schemes based on using error correcting codes for UC commitment, we develop a new technique which allows to based the extraction property on erasure decoding as opposed...

  3. Socialization, Commitment and Attrition in Student Affairs Work

    Science.gov (United States)

    Fried, Michael Joseph

    2014-01-01

    This study sought to examine the interrelationships between job socialization, organizational commitment, occupational commitment, and intention to leave a job for individuals working in the field of student affairs. Specifically, a theoretical model was proposed based on the literature in order to determine how well that model fit data gathered…

  4. Job anxiety, organizational commitment and job satisfaction: An ...

    African Journals Online (AJOL)

    The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience ...

  5. Influence of gender and leadership style on career commitment and ...

    African Journals Online (AJOL)

    Influence of gender and leadership style on career commitment and job performance of subordinates. ... Males who work under autocratic female leaders had a higher mean score on career commitment than females working under democratic female leaders (41.34 vs 34.12). In the light of these findings, the researchers ...

  6. The personality dispositional approach to job satisfaction and organizational commitment.

    Science.gov (United States)

    Tziner, Aharon; Waismal-Manor, Ronit; Vardi, Netanel; Brodman, Adiel

    2008-10-01

    The extent to which personality traits as defined by the Big Five model account for the unique variance in job satisfaction and organizational commitment was studied. Analyses of data obtained from 96 employees of two public institutions showed that 58 and 44% of the explained variance in job satisfaction and organizational commitment, respectively, were accounted for by factors in this personological framework.

  7. Commitment to Study as a Technique to Improve Exam Performance.

    Science.gov (United States)

    Leeming, Frank C.

    1997-01-01

    Reports on a technique that could increase study time by reducing procrastination. Randomly selected college students (N=197) made written commitments to study for an exam. Students in the commitment condition reported significantly more study time than did students in a control group; they also performed significantly better on the exam. (RJM)

  8. The Relationship between Career Growth and Organizational Commitment

    Science.gov (United States)

    Weng, Qingxiong; McElroy, James C.; Morrow, Paula C.; Liu, Rongzhi

    2010-01-01

    This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component…

  9. The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

    Science.gov (United States)

    Nayir, Funda

    2012-01-01

    Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

  10. Using internal marketing to improve organizational commitment and service quality.

    Science.gov (United States)

    Tsai, Yafang; Wu, Shih-Wang

    2011-12-01

    The purpose of this article was to explore the structural relationships among internal marketing, organizational commitment and service quality and to practically apply the findings. Internal marketing is a way to assist hospitals in improving the quality of the services that they provide while executing highly labour-intensive tasks. Through internal marketing, a hospital can enhance the organizational commitment of its employees to attain higher service quality. This research uses a cross-sectional study to survey nursing staff perceptions about internal marketing, organizational commitment and service quality. The results of the survey are evaluated using equation models. The sample includes three regional hospitals in Taiwan. Three hundred and fifty questionnaires were distributed and 288 valid questionnaires were returned, yielding a response rate of 82.3%. The survey process lasted from 1 February to 9 March 2007. The data were analysed with SPSS 12.0, including descriptive statistics based on demographics. In addition, the influence of demographics on internal marketing, organizational commitment and service quality is examined using one-way anova. The findings reveal that internal marketing plays a critical role in explaining employee perceptions of organizational commitment and service quality. Organizational commitment is the mediator between internal marketing and service quality. The results indicate that internal marketing has an impact on both organizational commitment and service quality. Internal marketing should be emphasized to influence frontline nursing staff, thereby helping to create better organizational commitment and service quality. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

  11. The Application of Acceptance and Commitment Therapy to Problem Anger

    Science.gov (United States)

    Eifert, Georg H.; Forsyth, John P.

    2011-01-01

    The goal of this paper is to familiarize clinicians with the use of Acceptance and Commitment Therapy (ACT) for problem anger by describing the application of ACT to a case of a 45-year-old man struggling with anger. ACT is an approach and set of intervention technologies that support acceptance and mindfulness processes linked with commitment and…

  12. 10 CFR 603.215 - Recipient's commitment and cost sharing.

    Science.gov (United States)

    2010-01-01

    ... cost sharing. The purpose of cost sharing is to ensure that the recipient incurs real risk that gives... 10 Energy 4 2010-01-01 2010-01-01 false Recipient's commitment and cost sharing. 603.215 Section... AGREEMENTS Appropriate Use of Technology Investment Agreements § 603.215 Recipient's commitment and cost...

  13. Why Do Countries Commit to Human Rights Treaties?

    Science.gov (United States)

    Hathaway, Oona A.

    2007-01-01

    This article examines states' decisions to commit to human rights treaties. It argues that the effect of a treaty on a state--and hence the state's willingness to commit to it--is largely determined by the domestic enforcement of the treaty and the treaty's collateral consequences. These broad claims give rise to several specific predictions. For…

  14. Role of commitment to the supervisor, leader-member exchange, and supervisor-based self-esteem in employee-supervisor conflicts.

    Science.gov (United States)

    Landry, Guylaine; Vandenberghe, Christian

    2009-02-01

    Using survey data from 240 employees working in a variety of organizations, the authors examined the relations among commitment to the supervisor, leader-member exchange, supervisor-based self-esteem (SBSE), and relationship and substantive supervisor-subordinate conflicts. They found affective commitment was negatively related to both types of conflicts; perceived lack of alternatives commitment was positively related to relationship conflicts; and leader-member exchange was negatively related to substantive conflicts. SBSE was negatively associated with both types of conflicts. In addition, when SBSE was low, affective commitment was more strongly related to both types of conflicts, and normative commitment more strongly and positively related to substantive conflicts. The authors discuss the implications of these findings for the understanding of employee-supervisor conflicts.

  15. Decision to commit crime: rational or nonrational

    Directory of Open Access Journals (Sweden)

    Glenn D. Walters

    2016-09-01

    Full Text Available Objective to prove the necessity to take into account the influence of emotions on decision making to describe a combined model of the decision making process which unites rational and irrational components of choice in crime commitment. Methods dialectic systemic historicallegal formaljuridical methods summarization. Results the paper gives a complex analysis of the criminal decisionmaking process and reveals the factors increasing the probability of antisocial actions. The value of the combined cognitiveemotive model is that emotions can give more significant information to the decisionmaker than reasoning. Scientific novelty the author proposes a theory of decision making which says that a person chooses to act or not to act under hedonistic or moral emotions while the irrelevant emotions are increased and the relevant ones are suppressed by cognitive and situational factors serving as a basis for criminal decision making. Practical significance studying the role of emotions in the criminal and noncriminal decision making will significantly contribute to the development of criminology. The research results will be useful for researchers and lawenforcement bodies as well as for all those who are interested in the issues of crime control and prevention.

  16. Sustainable human development: an educational commitment

    Directory of Open Access Journals (Sweden)

    Pilar AZNAR MÍNGUET

    2017-06-01

    Full Text Available Sustainable Human Development (hereafter SHD is taking shape as a proposal for progress in the face of a crisis in civilization so complex and far-reaching that it is considered quite difficult to solve. The aim of this article is to offer a reasoned justification of the evolution of the concept of development and of the need for an educational commitment to be able to make progress towards it. Although it is still polemical and the object of criticism, SHD has become consolidated as a strongly ethical proposal to lead the change in the course of development, transversally affecting its multiple dimensions and advocating interdisciplinary and intercultural cooperation and dialogue. The article analyses the challenges posed by SHD to today’s global society, as well as some ways to respond to them from the field of educational action and research. It concludes with a reasoned structuring of the contents of the monograph and an analytical description of the contents of the different contributions.

  17. CERN Confirms commitment to Open Access

    CERN Multimedia

    2005-01-01

    The CERN Library Information desk.At a meeting on the Wednesday before Easter, the Executive Committee endorsed a policy of open access to all the laboratory's results, as expressed in the document ‘Continuing CERN action on Open Access' (http://cds.cern.ch/record/828991/files/open-2005-006.pdf), released by its Scientific Information Policy Board (SIPB) earlier in the month. "This underlines CERN's commitment to sharing the excitement of fundamental research with as wide an audience as possible", said Guido Altarelli, current SIPB chairman. Open Access to scientific knowledge is today the goal of an increasing component of the worldwide scientific community. It is a concept, made possible by new electronic tools, which would bring enormous benefits to all readers by giving them free access to research results. CERN has implicitly supported such moves from its very beginning. Its Convention (http://cds.cern.ch/record/330625/files/cm-p00046871.pdf), adopted in 1953, requires openness, stipulating that "......

  18. Equivalent configurations of optical transformation media.

    Science.gov (United States)

    Chen, Tungyang; Cheng, Shen-Wen; Weng, Chung-Ning

    2009-11-09

    We demonstrate that a medium consisting of two adjoining distinct layers of transformation materials, corresponding respectively to two linear coordinate transformations, can behave effectively as that of the same region transformed by another linear transformation. The equivalence means that, irrespective of the direction of incident wave, the fields of the medium exterior to the transformed regions of the two configurations are exactly the same. This property can also apply to a domain that is transformed by a piecewise linear transformation function, and to a medium that is mapped by a general curved function. This proof is shown analytically based on a rigorous Fourier-Bessel analysis. The equivalence suggests that, for a given transformed domain, one can find an infinite number of complementary media that altogether can give a desired effective response of certain transformation path.

  19. Orientifold Planar Equivalence: The Quenched Meson Spectrum

    CERN Document Server

    Lucini, Biagio; Patella, Agostino; Rago, Antonio

    2010-01-01

    A numerical study of Orientifold Planar Equivalence is performed in SU(N) Yang-Mills theories for N=2,3,4,6. Quenched meson masses are extracted in the antisymmetric, symmetric and adjoint representations for the pseudoscalar and vector channels. An extrapolation of the vector mass as a function of the pseudoscalar mass to the large-N limit shows that the numerical results agree within errors for the three theories, as predicted by Orientifold Planar Equivalence. As a byproduct of the extrapolation, the size of the corrections up to O(1/N^3) are evaluated. A crucial prerequisite for the extrapolation is the determination of an analytical relationship between the corrections in the symmetric and in the antisymmetric representations, order by order in a 1/N expansion.

  20. Thevenin Equivalent Method for Dynamic Contingency Assessment

    DEFF Research Database (Denmark)

    Møller, Jakob Glarbo; Jóhannsson, Hjörtur; Østergaard, Jacob

    2015-01-01

    A method that exploits Thevenin equivalent representation for obtaining post-contingency steady-state nodal voltages is integrated with a method of detecting post-contingency aperiodic small-signal instability. The task of integrating stability assessment with contingency assessment is challenged...... by the cases of unstable post-contingency conditions. For unstable postcontingency conditions there exists no credible steady-state which can be used for basis of a stability assessment. This paper demonstrates how Thevenin Equivalent methods can be applied in algebraic representation of such bifurcation...... points which may be used in assessment of post-contingency aperiodic small-signal stability. The assessment method is introduced with a numeric example....