WorldWideScience

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. Alkaline earth metabolism: a model useful in calculating organ burdens, excretion rates and committed effective dose equivalent conversion factors

    International Nuclear Information System (INIS)

    Johnson, J.R.; Myers, R.C.

    1981-01-01

    Two mathematical models of alkaline earth metabolism in man have been developed from the postulates given in ICRP Publication 20. Both models have recycling between the organs and blood included explicitly, and the first one retains the power function used by the ICRP for diminution in mineral bone from being available for resorption by blood. In the second model, this diminution is represented by secondary compartments in mineral bone. Both models give good agreement with the retention functions developed in ICRP Publication 20. The second one has been incorporated into a larger model which includes the lung and G.I. tract. This overall model has been used to calculate organ burdens excretion rates, and committed effective dose equivalent factors for the more important radioisotopes of the alkaline earth elements for inhalation and ingestion exposures. (author)

  3. Committed dose equivalent in the practice of radiological protection

    International Nuclear Information System (INIS)

    Nenot, J.C.; Piechowski, J.

    1985-01-01

    In the case of internal exposure, the dose is not received at the moment of exposure, as happens with external exposure, since the incorporated radionuclide irradiates the various organs and tissues during the time it is present in the body. By definition, the committed dose equivalent corresponds to the received dose integrated over 50 years from the date of intake. In order to calculate it, one has to know the intake activity and the value of the committed dose equivalent per unit of intake activity. The uncertainties of the first parameter are such that the committed dose equivalent can only be regarded as an order of magnitude and not as a very accurate quantity. The use of it is justified, however, for, like the dose equivalent for external exposure, it expresses the risk of stochastic effects for the individual concerned since these effects, should they appear, would do so only after a latent period which is generally longer than the dose integration time. Moreover, the use of the committed dose equivalent offers certain advantages for dosimetric management, especially when it is simplified. A practical problem which may arise is that the annual dose limit is apparently exceeded by virtue of the fact that one is taking account, in the first year, of doses which will actually be received only in the following years. These problems are rare enough in practice to be dealt with individually in each case. (author)

  4. Calculation of committed dose equivalent from intake of tritiated water

    International Nuclear Information System (INIS)

    Law, D.V.

    1978-08-01

    A new computerized method of calculating the committed dose equivalent from the intake of tritiated water at Harwell is described in this report. The computer program has been designed to deal with a variety of intake patterns and urine sampling schemes, as well as to produce committed dose equivalents corresponding to any periods for which individual monitoring for external radiation is undertaken. Details of retrospective doses are added semi-automatically to the Radiation Dose Records and committed dose equivalents are retained on a separate file. (author)

  5. Effectance, committed effective dose equivalent and annual limits on intake: what are the changes?

    International Nuclear Information System (INIS)

    Kendall, G.M.; Stather, J.W.; Phipps, A.W.

    1990-01-01

    This paper outlines the concept of effectance, compares committed effectance with the old committed effective dose equivalent and goes on to discuss changes in the annual limits on intakes and the maximum organ doses which would result from an intake of an ALI (Annual Limit of Intake). It is shown that committed effectance is usually, but not always, higher than committed effective dose equivalent. ALIS are usually well below those resulting from the ICRP Publication 30 scheme. However, if the ALI were based only on a limit on effectance it would imply a high dose to specific organs for certain nuclides. In order to control maximum organ doses an explicit limit could be introduced. However, this would destroy some of the attractive features of the new scheme. An alternative would be a slight modification to some of the weighting factors. (author)

  6. 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.

  7. Dependence on age at intake of committed dose equivalents from radionuclides

    International Nuclear Information System (INIS)

    Adams, N.

    1981-01-01

    The dependence of committed dose equivalents on age at intake is needed to assess the significance of exposures of young persons among the general public resulting from inhaled or ingested radionuclides. The committed dose equivalents, evaluated using ICRP principles, depend on the body dimensions of the young person at the time of intake of a radionuclide and on subsequent body growth. Representation of growth by a series of exponential segments facilitates the derivation of general expressions for the age dependence of committed dose equivalents if metabolic models do not change with age. The additional assumption that intakes of radionuclides in air or food are proportional to a person's energy expenditure (implying age-independent dietary composition) enables the demonstration that the age of the most highly exposed 'critical groups' of the general public from these radionuclides is either about 1 year or 17 years. With the above assumptions the exposure of the critical group is less than three times the exposure of adult members of the general public. Approximate values of committed dose equivalents which avoid both underestimation and excessive overestimation are shown to be obtainable by simplified procedures. Modified procedures are suggested for use if metabolic models change with age. (author)

  8. A computer program to calculate the committed dose equivalent after the inhalation of radioactivity

    International Nuclear Information System (INIS)

    Van der Woude, S.

    1989-03-01

    A growing number of people are, as part of their occupation, at risk of being exposed to radiation originating from sources inside their bodies. The quantification of this exposure is an important part of health physics. The International Commission on Radiological Protection (ICRP) developed a first-order kinetics compartmental model to determine the transport of radioactive material through the human body. The model and the parameters involved in its use, are discussed. A versatile computer program was developed to do the following after the in vivo measurement of either the organ- or whole-body activity: calculate the original amount of radioactive material which was inhaled (intake) by employing the ICRP compartmental model of the human body; compare this intake to calculated reference levels and state any action to be taken for the case under consideration; calculate the committed dose equivalent resulting from this intake. In the execution of the above-mentioned calculations, the computer program makes provision for different aerosol particle sizes and the effect of previous intakes. Model parameters can easily be changed to take the effects of, for instance, medical intervention into account. The computer program and the organization of the data in the input files are such that the computer program can be applied to any first-order kinetics compartmental model. The computer program can also conveniently be used for research on problems related to the application of the ICRP model. 18 refs., 25 figs., 5 tabs

  9. Biological clearance and committed dose equivalent in pulmonary region from inhaled radioaerosols for lung scanning

    Energy Technology Data Exchange (ETDEWEB)

    Soni, P.S.; Sharma, S.M.; Raghunath, B.; Somasundaram, S.

    1987-01-01

    Biological clearance half-lives (Tsub(b)) of different /sup 99/Tcsup(m)-labelled compounds from each lung have been determined, after administering the radioaerosol to normal subjects using the BARC dry aerosol generation and inhalation system. Based on these experimental clearance half-lives, the committed dose equivalent to the lungs has been computed using both the ICRP lung model and MIRD-11 values.

  10. Biological clearance and committed dose equivalent in pulmonary region from inhaled radioaerosols for lung scanning

    International Nuclear Information System (INIS)

    Soni, P.S.; Sharma, S.M.; Raghunath, B.; Somasundaram, S.

    1987-01-01

    Biological clearance half-lives (Tsub(b)) of different 99 Tcsup(m)-labelled compounds from each lung have been determined, after administering the radioaerosol to normal subjects using the BARC dry aerosol generation and inhalation system. Based on these experimental clearance half-lives, the committed dose equivalent to the lungs has been computed using both the ICRP lung model and MIRD-11 values. (author)

  11. Estimates of effective equivalent dose commitments for Slovene population following the Chernobyl accident

    International Nuclear Information System (INIS)

    Kanduc, M.; Jovanowic, O.; Kuhar, B.

    2004-01-01

    This paper shows the estimates of effective equivalent dose commitments for the two groups of Slovene population, 5 years old children and adults. Doses were calculated on the basis of the ICRP 30 methodology, first from the measurements of the concentrations of the radionuclides in air, water and food samples and then compared with the results of the measurements of radionuclides in composite samples of the prepared food, taken in the kindergarten nearby. Results show that there is certain degree of conservatism hidden in the calculation of the doses on the basis of measurements of the activity concentration in the elements of the biosphere and is estimated to be roughly 50%. (author)

  12. Committed dose equivalent per intake of unit activity of radionuclides, for four age-groups, concerning the members of the public for the environmental impact evaluation's of radioactive releases

    International Nuclear Information System (INIS)

    Breuer, F.; Brofferio, C.; Sacripanti, A.

    1983-01-01

    In the present work, with the aim of estimating more realistically the committed dose equivalent for the members of the public in the environmental impact evaluation's of nuclear plants, the authors supply a methodology for calculating the committed dose equivalents for inhalation and ingestion, and the values for fiftheen organs and sixi-three radionuclides, concerning four specific age-groups on the ground of data published by Icrp n.30 part 1, 2, 3

  13. 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.

  14. Radon and daughters in cigarette smoke measured with SSNTD and corresponding committed equivalent dose to respiratory tract

    International Nuclear Information System (INIS)

    Misdaq, M.A.; Flata, K.

    2003-01-01

    Uranium ( 238 U) and Thorium ( 232 Th) contents were measured inside various tobacco samples by using a method based on determining detection efficiencies of the CR-39 and LR-115 II solid state nuclear track detector (SSNTD) for the emitted alpha particles. Alpha and beta activities per unit volume, due to radon ( 222 Rn), thoron ( 220 Rn) and their decay products, were evaluated inside cigarette smokes of tobacco samples studied. Annual committed equivalent doses due to short-lived radon decay products from the inhalation of various cigarette smokes were determined in the thoracic and extrathoracic regions of the respiratory tract. Three types of cigarettes made in Morocco of black tobacco show higher annual committed equivalent doses in the extrathoracic and thoracic regions of the respiratory tract than the other studied cigarettes (except one type of cigarettes made in France of yellow tobacco); their corresponding annual committed equivalent dose ratios are larger than 1.8. Measured annual committed equivalent doses ranged from 1.8x10 -9 to 1.10x10 -3 Sv yr -1 in the extrathoracic region and from 1.3x10 -10 to 7.6x10 -6 Sv yr -1 in the thoracic region of the respiratory tract for a smoker consuming 20 cigarettes a day

  15. World Tourism Organization - 30 years of commitment to environmental protection

    Energy Technology Data Exchange (ETDEWEB)

    Shackleford, P

    1985-01-01

    The paper traces 30 years of commitment to environmental values of tourism by the intergovernmental World Tourism Organization. Such commitment was almost unfashionable in the 1950s but gradually what began as an article of faith was vindicated by results of market research showing that the protection, enhancement and improvement of man's physical and human environment were among the fundamental requirements for the harmonious development of tourism. The establishment of the United Nations Environmental Program at last gave WTO a partner with the necessary authority with which the world body could walk towards mutually agreed goals.

  16. World Tourism Organization - 30 years of commitment to environmental protection

    Energy Technology Data Exchange (ETDEWEB)

    Shackleford, P.

    1985-01-01

    The paper traces 30 years of commitment to environmental values of tourism by the intergovernmental World Tourism Organization. Such commitment was almost unfashionable in the 1950s but gradually what began as an article of faith was vindicated by results of market research showing that the protection, enhancement and improvement of man's physical and human environment were among the fundamental requirements for the harmonious development of tourism. The establishment of the United Nations Environmental Program at last gave WTO a partner with the necessary authority with which the world body could walk towards mutually agreed goals.

  17. The distribution of committed dose equivalents to workers exposed to tritium in the luminising industry in the United Kingdom

    International Nuclear Information System (INIS)

    Hipkin, J.

    1977-01-01

    In the United Kingdom tritium has become almost the only radionuclide that is used in luminising. Two distinct methods of luminising are used, one involving the use of tritium gas and the other involving the use of tritium activated luminous paint. All major luminisers have voluntarily taken part in urine monitoring programmes. The analyses have been carried out by the National Radiological Protection Board and estimates of committed dose equivalent have been made from the results. The work presented is an analysis of the committed dose equivalents received by all the individuals monitored in the years 1974, 1975 and 1976. It is shown that doses follow, in general, a lognormal distribution modified only at the high dose end by what must be described as dose management. Further evidence for dose management is seen when the pattern of dose versus time are analysed for selected individuals. It is shown that the maximum permissible dose as recommended by the International Commission on Radiological Protection, is only rarely exceeded. It is also shown that there is a substantial difference in the degree of exposure between workers involved in gaseous tritium luminising and workers using paint luminising. A comparison is made between exposure in gaseous tritium luminising and exposure in another common use of gaseous tritium, ie. the filling of electronic devices with tritium gas. It is shown that exposure is very much less in the electronic device work

  18. 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…

  19. Transforming practice organizations to foster lifelong learning and commitment to medical professionalism.

    Science.gov (United States)

    Frankford, D M; Patterson, M A; Konrad, T R

    2000-07-01

    Practice organizations will increasingly engage in activities that are the functional equivalents of continuing medical education. The authors maintain that if these activities are properly structured within practice organizations, they can become powerful engines of socialization to enhance physicians' lifelong learning and commitment to medical professionalism. They propose that this promise can be realized if new or reformed practice organizations combine education and service delivery and institutionalize processes of individual and collective reflection. The resulting "institutions of reflective practice" would be ones of collegial, experiential, reflective lifelong learning concerning the technical and normative aspects of medical work. They would extend recent methods of medical education such as problem-based learning into the practice setting and draw on extant methods used in complex organizations to maximize the advantages and minimize the disadvantages that practice organizations typically present for adult learning. As such, these institutions would balance the potentially conflicting organizational needs for, on the one hand, (1) self-direction, risk taking, and creativity; (2) specialization; and (3) collegiality; and, on the other hand, (4) organizational structure, (5) coordination of division of labor, and (6) hierarchy. Overall, this institutionalization of reflective practice would enrich practice with education and education with practice, and accomplish the ideals of what the authors call "responsive medical professionalism." The medical profession would both contribute and be responsive to social values, and medical work would be valued intrinsically and as central to practitioners' self-identity and as a contribution to the public good.

  20. Affective and Normative Commitment to Organization, Supervisor, and Coworkers: Do Collectivist Values Matter?

    Science.gov (United States)

    Wasti, S. Arzu; Can, Ozge

    2008-01-01

    Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1…

  1. Dextran derivatives modulate collagen matrix organization in dermal equivalent.

    Science.gov (United States)

    Frank, Laetitia; Lebreton-Decoster, Corinne; Godeau, Gaston; Coulomb, Bernard; Jozefonvicz, Jacqueline

    2006-01-01

    Dextran derivatives can protect heparin binding growth factor implied in wound healing, such as transforming growth factor-beta1 (TGF-beta1) and fibroblast growth factor-2 (FGF-2). The first aim of this study was to investigate the effect of these compounds on human dermal fibroblasts in culture with or without TGF-beta1. Several dextran derivatives obtained by substitution of methylcarboxylate (MC), benzylamide (B) and sulphate (Su) groups were used to determine the effects of each compound on fibroblast growth in vitro. The data indicate that sulphate groups are essential to act on the fibroblast proliferation. The dextran derivative LS21 DMCBSu has been chosen to investigate its effect on dermal wound healing process. Fibroblasts cultured in collagenous matrices named dermal equivalent were treated with the bioactive polymer alone or associated to TGF-beta1 or FGF-2. Cross-sections of dermal equivalent observed by histology or immunohistochemistry, demonstrated that the bioactive polymer accelerates the collagen matrices organization and stimulates the human type-III collagen expression. This bioactive polymer induces apoptosis of myofibroblast, property which may be beneficial in treatment of hypertrophic scar. Culture media analyzed by zymography and Western blot showed that this polymer significantly increases the secretion of zymogen and active form of matrix metalloproteinase-2 (MMP-2), involved in granulation tissue formation. These data suggest that this bioactive polymer has properties which may be beneficial in the treatment of wound healing.

  2. 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.

  3. 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.

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

    Science.gov (United States)

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

    2018-04-01

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

  5. THE ASSOCIATION OF ISLAMIC BASED CARING MODEL AND COMMITMENT TO ORGANIZATION IN STAFF NURSES

    Directory of Open Access Journals (Sweden)

    Yuda Ayu Timorita

    2017-12-01

    Full Text Available Background: Strong organizational commitment is needed by hospitals to attract and retain nursing staffs in order to consistently deliver good quality of nursing services. The decrease in organizational commitment among nurses can cause many losses to the organization, including increased organizational spending, breakdown in patient care, and cause performance trends that appear not for the benefit of the organization or unit, but more for personal self-interest. Objective: To analyze the relationship of the application of Islamic Based Caring (IBC model with organizational commitment among nurses. Methods: This was a correlation analytic research with cross sectional design. There were 108 nurses selected using a propotionate stratified random sampling. Islamic Based Caring was measured using a questionnaire developed based on the theory of Suhartini Ismail (2016, and organizational commitment was measured using a questionnaire developed based on the concept of Caldwell, O’Reilly & Chatmann (1990 and Mowday, Porter dan Steers (1982 in Asmaningrum (2009. Logistic regression and forward stepwise (conditional method were used for data analysis. Results: There was a statistically significant correlation of a healing presence (p=0.000, caring relationship (p=0.010, caring environment (p=0.045 and belief in God (p=0.000. Belief in God (Allah SWT has the highest correlation (OR=6.660 with organizational commitment among nurses. Conclusion: There is a positive and significant relationship between the implementation of Islamic Based Caring with the organization's commitment among nurses.

  6. 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…

  7. Employed family physician satisfaction and commitment to their practice, work group, and health care organization.

    Science.gov (United States)

    Karsh, Ben-Tzion; Beasley, John W; Brown, Roger L

    2010-04-01

    Test a model of family physician job satisfaction and commitment. Data were collected from 1,482 family physicians in a Midwest state during 2000-2001. The sampling frame came from the membership listing of the state's family physician association, and the analyzed dataset included family physicians employed by large multispecialty group practices. A cross-sectional survey was used to collect data about physician working conditions, job satisfaction, commitment, and demographic variables. The response rate was 47 percent. Different variables predicted the different measures of satisfaction and commitment. Satisfaction with one's health care organization (HCO) was most strongly predicted by the degree to which physicians perceived that management valued and recognized them and by the extent to which physicians perceived the organization's goals to be compatible with their own. Satisfaction with one's workgroup was most strongly predicted by the social relationship with members of the workgroup; satisfaction with one's practice was most strongly predicted by relationships with patients. Commitment to one's workgroup was predicted by relationships with one's workgroup. Commitment to one's HCO was predicted by relationships with management of the HCO. Social relationships are stronger predictors of employed family physician satisfaction and commitment than staff support, job control, income, or time pressure.

  8. 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.

  9. 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…

  10. Cognitive styles, user acceptance and commitment to strategic plans in public organizations: an empirical analysis

    NARCIS (Netherlands)

    B.R.J. George (Bert); S. Desmidt (Sebastian); E. Cools (Eva); A. Prinzie (Anita)

    2017-01-01

    textabstractGiven the lack of insights into the micro-determinants of strategic planning (SP) in public organizations, this study uses information-processing theory and self-efficacy theory to investigate individual-level predictors of commitment to strategic plans among planning team members

  11. Organizational Loyalty and Organizational Commitment: An Analysis in Terms of Political Party Organizations

    Directory of Open Access Journals (Sweden)

    Akyay Uygur

    2010-12-01

    Full Text Available Sense of belonging is a psychological condition in which loyalties are divided into two. Organizational commitment, the value of the individual within the organization to accept and hear the desire to remain in the organization as it is defined. Identify a specific individual's loyalty to the organizational integration organizations, in the form of sincere commitment and dedication has been defined. This study aimed to determine the level of organizational loyalty to Turkey's third largest political party (AKP, CHP, MHP, feeling of belonging to the organization aims to determine the level of loyalty of the individual. Organizational loyalty created in accordance with this scale in city information was collected from 674 people. Accordingly, the highest level of organizational loyalty to the party MHP, the second CHP and third place in the AKP has emerged.

  12. THE ROLE OF ORGANIZATIONAL COMMITMENT MEDIATION ON THE EFFECT OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION TO TURNOVER INTENTION

    Directory of Open Access Journals (Sweden)

    Risma N.

    2018-02-01

    Full Text Available This study aimed to analyze and find out the role of organizational commitment mediation on the effect of person-organization fit and job satisfaction to the turnover intention of marketing funding employees. The research method used was quantitative. The type of this research was causal associative by using purposive sampling method in the sample determination. Respondents are 96 employees of Marketing Funding at Bank Nusa Tenggara Barat, Indonesia. The data analysis technique used was Partial Least Square analysis. The research result showed that person-organization fit has no significant effect on turnover intention, job satisfaction has no significant effect on turnover intention, person-organization fit has significant effect on the organizational commitment, job satisfaction has significant effect on organizational commitment, organizational commitment has significant effect on turnover intention, organizational commitment fully mediates the relationship between person-organization fit on turnover intention, and organizational commitment fully mediates the relationship between job satisfaction on turnover intention.

  13. The relationship of role-related variables to job satisfaction and commitment to the organization in a restructured hospital environment.

    Science.gov (United States)

    Lopopolo, Rosalie B

    2002-10-01

    Many factors in today's hospitals can influence how physical therapists view their work experience. Changing roles, with the accompanying stress, and professionalism may contribute to a therapist's perception of his or her job and the organization in which he or she works. In this study, the relationship between changes in physical therapist role behaviors following hospital restructuring and 2 work-related outcomes--job satisfaction and commitment to the organization--was studied. The influence of stress and occupational commitment on these outcomes also was examined. Through a survey of 273 hospital-based physical therapists, changes in physical therapist role behaviors, levels of stress, occupational commitment, job satisfaction, and commitment to the organization following restructuring were identified and examined. Six role behavior dimensions reflecting professional and organizational responsibilities were identified from the data. After controlling for sample demographics, the professional role behaviors, specifically those reflecting interaction and integration with other practitioners, appeared to exert a small, but positive, influence on job satisfaction and commitment to the organization. In addition, occupational commitment had a positive influence, whereas stress had a negative influence on job satisfaction and commitment to the organization. Multiple aspects of a clinician's role could influence job satisfaction and commitment to the organization following hospital restructuring. The most influential factor was stress, which often accompanies organizational change. However, the positive influence of occupational commitment and the role behaviors that involve increased interaction with other people reflect professional role characteristics described in the Guide to Physical Therapist Practice were noted.

  14. 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…

  15. 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

  16. 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…

  17. Applying the Interaction Equivalency Theorem to Online Courses in a Large Organization

    Science.gov (United States)

    Rodriguez, Brenda Cecilia Padilla; Armellini, Alejandro

    2014-01-01

    Finding effective ways of designing online courses is a priority for corporate organizations. The interaction equivalency theorem states that meaningful learning can be achieved as long as courses are designed with at least a high level of one of three types of interactions (learner-content, learner-teacher or learner-learner). This study aimed to…

  18. Equivalent sphere approximations for skin, eye, and blood-forming organs

    International Nuclear Information System (INIS)

    Maxson, W.L.; Townsend, L.W.; Bier, S.G.

    1996-01-01

    Throughout the manned spaceflight program, protecting astronauts from space radiation has been the subject of intense study. For interplanetary crews, two main sources of radiation hazards are solar particle events (SPEs) and galactic cosmic rays. For nearly three decades, crew doses and related shielding requirements have been assessed using the assumption that body organ exposures are well approximated by exposures at the center of tissue-equivalent spheres. For the skin and for blood-forming organs (BFOs), these spheres have radii of 0 and 5 cm, respectively. Recent studies indicate that significant overestimation of organ doses occurs if these models are used instead of realistic human geometry models. The use of the latter, however, requires much longer computational times. In this work, the authors propose preliminary revisions to these equivalent sphere approximations that yield more realistic dose estimates

  19. Power theories for multi-choice organizations and political rules: Rank-order equivalence

    Directory of Open Access Journals (Sweden)

    Roland Pongou

    2014-03-01

    Full Text Available Voting power theories measure the ability of voters to influence the outcome of an election under a given voting rule. In general, each theory gives a different evaluation of power, raising the question of their appropriateness, and calling for the need to identify classes of rules for which different theories agree. We study the ordinal equivalence of the generalizations of the classical power concepts–the influence relation, the Banzhaf power index, and the Shapley–Shubik power index–to multi-choice organizations and political rules. Under such rules, each voter chooses a level of support for a social goal from a finite list of options, and these individual choices are aggregated to determine the collective level of support for this goal. We show that the power theories analyzed do not always yield the same power relationships among voters. Thanks to necessary and/or sufficient conditions, we identify a large class of rules for which ordinal equivalence obtains. Furthermore, we prove that ordinal equivalence obtains for all linear rules allowing a fixed number of individual approval levels if and only if that number does not exceed three. Our findings generalize all the previous results on the ordinal equivalence of the classical power theories, and show that the condition of linearity found to be necessary and sufficient for ordinal equivalence to obtain when voters have at most three options to choose from is no longer sufficient when they can choose from a list of four or more options.

  20. Advance commitment: an alternative approach to the family veto problem in organ procurement.

    Science.gov (United States)

    De Wispelaere, Jurgen; Stirton, Lindsay

    2010-03-01

    This article tackles the current deficit in the supply of cadaveric organs by addressing the family veto in organ donation. The authors believe that the family veto matters-ethically as well as practically-and that policies that completely disregard the views of the family in this decision are likely to be counterproductive. Instead, this paper proposes to engage directly with the most important reasons why families often object to the removal of the organs of a loved one who has signed up to the donor registry-notably a failure to understand fully and deliberate on the information and a reluctance to deal with this sort of decision at an emotionally distressing time. To accommodate these concerns it is proposed to separate radically the process of information, deliberation and agreement about the harvesting of a potential donor's organs from the event of death and bereavement through a scheme of advance commitment. This paper briefly sets out the proposal and discusses in some detail its design as well as what is believed to be the main advantages compared with the leading alternatives.

  1. Proactivity directed toward the team and organization : the role of leadership, commitment and role-breadth self-efficacy

    OpenAIRE

    Strauss, Karoline; Griffin, Mark A.; Rafferty, Alannah E.

    2009-01-01

    Employees' proactive behaviour is increasingly important for organizations seeking to adapt in uncertain economic environments. This study examined the link between leadership and proactive behaviour. We differentiated between organizational leadership and team leadership and proposed that transformational leadership by team leaders would enhance commitment to the team, which would predict team member proactivity. In contrast, transformational leadership by leaders of the organization would e...

  2. Software for the estimation of organ equivalent and effective doses from diagnostic radiology procedures

    International Nuclear Information System (INIS)

    Osei, Ernest K; Barnett, Rob

    2009-01-01

    Diagnostic radiological imaging such as conventional radiography, fluoroscopy and computed tomography (CT) examinations will continue to provide tremendous benefits in modern healthcare. The benefit derived by the patient should far outweigh the risk associated with a properly conducted imaging examination. Nonetheless, it is very important to be able to quantify the risk associated with any radiological examination of patients, and effective dose has been considered a useful indicator of patient exposure. Quantification of the risks associated with radiological imaging is very important as such information will be helpful to physicians and their patients for comparing risks from various imaging examinations and for making informed decisions whenever there is a need for any radiological imaging. The determination of equivalent and effective doses in diagnostic radiology is of interest as a basis for estimates of risk from medical exposures. In this paper we describe a simple computer program OrgDose, which calculates the doses to 27 organs in the body and then calculates the organ equivalent and effective doses and the risk from various procedures in the radiology department including conventional radiography, fluoroscopy and computed tomography examinations. The program will be a useful tool for the medical and paramedical personnel who are involved with assessing organ and effective doses and risks from diagnostic radiology procedures.

  3. 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…

  4. 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.

  5. 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…

  6. 75 FR 16824 - Notice of Modifications to U.S. Commitments Under the World Trade Organization Government...

    Science.gov (United States)

    2010-04-02

    ....S. Commitments Under the World Trade Organization Government Procurement Agreement To Implement... of the United States of America and the Government of Canada on Government Procurement (Canada-U.S..., steel, and manufactured products in procurement above $7,804,000 for construction services through...

  7. 75 FR 16825 - Notice of Modifications to U.S. Commitments Under the World Trade Organization Government...

    Science.gov (United States)

    2010-04-02

    ... hearing- or speech-impairments may access this number through TTY by calling the toll-free Federal... construction project, and the total construction project has an estimated value of more than $7,804,000....S. Commitments Under the World Trade Organization Government Procurement Agreement To Implement...

  8. 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…

  9. Antero de Quental, Iberista: Iberianism as Organizing Principle and Evolving Intellectual Commitment

    Directory of Open Access Journals (Sweden)

    Robert Patrick Newcomb

    2014-06-01

    Full Text Available In scholarship on Portugal’s Geração de 70 , Antero de Quental (1842-1891 is commonly remembered as the group’s intellectual guide or as a poet, with his sociopolitical prose unfortunately receiving less attention. This paper will propose iberianism – an intellectual current that advocates closer ties between Portugal and Spain – as an organizing principle of Quental’s prose, with his iberianist commitment evolving from an early advocacy of an Iberian federation through an interest in a common “peninsular race” and a defense of the beleaguered First Spanish Republic (1873-1874, to more fatalistic reflections on prospects for Spanish-Portuguese union. I will present Quental’s position in relation to earlier iberianists (J. F. Henriques Nogueira and federalists (P.-J. Proudhon, and will analyze Quental’s Causas da decadência dos povos peninsulares (1871 as a transitional text in the author’s evolving iberianism.

  10. 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.

  11. 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.

  12. ORGANIZATIONAL CLIMATE AS A PREDICTOR OF JOB SATISFACTION AND COMMITMENT IN PUBLIC ORGANIZATIONS

    OpenAIRE

    Bankole Emmanuel Temitope

    2010-01-01

    This study explores the effect of organizational climate, job satisfaction and organizational commitment through a sample of Ekiti State Civil Service. The data were obtained using three different research instruments combined into a single questionnaire, the research instruments are; “Organizational Climate Questionnaire developed by Brown and Lelgh, (1996), The index of organizational reaction (IOR) scale developed by smith, (1976) and Organizational Commitment Scale, developed by Buchan...

  13. 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.

  14. 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.

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

    International Nuclear Information System (INIS)

    Park, Sang Hyun

    2003-02-01

    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

  16. 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

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

    International Nuclear Information System (INIS)

    Irazola, L.; Sanchez-Doblado, F.; Lorenzoli, M.; Pola, A.; Bedogni, R.; Terrón, J. A.; Sanchez-Nieto, B.; Expósito, M. R.; Lagares, J. I.; Sansaloni, F.

    2014-01-01

    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

  18. 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...

  19. The importance of transformational leadership and ethical climate of organization on employees’ organizational commitment

    OpenAIRE

    Endriulaitienė, Auksė; Genevičiūtė-Janonienė, Giedrė

    2012-01-01

    Straipsnyje analizuojama transformacinės lyderystės ir etinio organizacijos klimato svarba organizaciniam įsipareigojimui. Empiriniu tyrimu buvo siekiama atskleisti, kiek tranformacinis vadovavimo elgesys bei jo veikiamas etinis organizacijos klimatas daro įtaką stiprinant Lietuvos darbuotojų organizacinį įsipareigojimą. The importance of transformational leadership and ethical organizational climate on organizational commitment is analyzed in this article. The empirical research aimed to ...

  20. Equivalent dose, effective dose and risk assessment from cephalometric radiography to critical organs

    International Nuclear Information System (INIS)

    Kang, Seong Sook; Cho, Bon Hae; Kim, Hyun Ja

    1995-01-01

    In head and neck region, the critical organ and tissue doses were determined, and the risks were estimated from lateral, posteroanterial and basilar cephalometric radiography. For each cephalometric radiography, 31 TLDs were placed in selected sites (18 internal and 13 external sites) in a tissue-equivalent phantom and exposed, then read-out in the TLD reader. The following results were obtained; 1. From lateral cephalometric radiography, the highest effective dose recorded was that delivered to the salivary gland (3.6 μSv) and the next highest dose was that received by the bone marrow (3 μSv). 2. From posteroanterial cephalometric radiography, the highest effective dose recorded was that delivered to the salivary gland (2 μSv) and the next highest dose was that received by the bone marrow (1.8 μSv). 3. From basilar cephalometric radiography, the highest effective dose recorded was that delivered to the thyroid gland (31.4 μSv) and the next highest dose was that received by the salivary gland (13.3 μSv). 4. The probabilities of stochastic effect from lateral, posteroanterial and basilar cephalometric radiography were 0.72 X 10 -6 , 0.49 X 10 -6 and 3.51 X 10 -6 , respectively.

  1. 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...

  2. 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

    increase in opioid prescribing has led to parallel increases in opioid addiction and overdose deaths.” Since 1999, it was reported that, “overdose...COMMITTING FRAUD AND EMBEZZLEMENT WITHIN ORGANIZATIONS: IS THERE A CONNECTION TO ADDICTION , AS THE MOTIVATING FACTOR FOR THEIR ILLEGAL ACTIVITIES...INSIDERS ARE COMMITTING FRAUD AND EMBEZZLEMENT WITHIN ORGANIZATIONS: IS THERE A CONNECTION TO ADDICTION , AS THE MOTIVATING FACTOR FOR THEIR ILLEGAL

  3. 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...

  4. 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).

  5. 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

  6. 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

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

    International Nuclear Information System (INIS)

    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/μCi-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

  8. 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.

  9. 49 CFR Appendix E to Part 40 - SAP Equivalency Requirements for Certification Organizations

    Science.gov (United States)

    2010-10-01

    ... TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING PROGRAMS Pt. 40, App. E Appendix E to Part 40—SAP Equivalency... requirement. The test must accurately measure the application of the knowledge, skills, and abilities... information is being accepted by the certifying agency. 9. Code of Ethics: Certified counselors must pledge to...

  10. 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

    ...: Is there something more vital, more necessary in developing leadership abilities? Case studies of five high-performing organizations presented here suggest that three things lay at the foundation of developing leadership abilities...

  11. 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

  12. On the regulatory potential of regional organic standards: Towards harmonization, equivalence, and trade?

    NARCIS (Netherlands)

    Pekdemir, Ceren

    The growing demand for organic produce has augmented the international trade for organic products. At the same time, the label ‘organic’ has increasingly become legally protected as standards specify the exact requirements for organic production and labelling. While private labels were the first to

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

    International Nuclear Information System (INIS)

    Cho, Bong Hae; Nah, Kyung Soo; Lee, Ae Ryeon

    1995-01-01

    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 μSv and 20.93 μSv, those in child mode were 462 μSv and 11.54 μSv, respectively. 2. Total effective doses to the critical head and neck organs were estimated 34.2l μSv in adult mode, 20.14 μSv in child mode. From these data, the probabilities of stochastic effect from adult and child mode were 2.50xl0 -6 and 1.47x10 -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.

  14. 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

  15. ORION: a computer code for evaluating environmental concentrations and dose equivalent to human organs or tissue from airborne radionuclides

    International Nuclear Information System (INIS)

    Shinohara, K.; Nomura, T.; Iwai, M.

    1983-05-01

    The computer code ORION has been developed to evaluate the environmental concentrations and the dose equivalent to human organs or tissue from air-borne radionuclides released from multiple nuclear installations. The modified Gaussian plume model is applied to calculate the dispersion of the radionuclide. Gravitational settling, dry deposition, precipitation scavenging and radioactive decay are considered to be the causes of depletion and deposition on the ground or on vegetation. ORION is written in the FORTRAN IV language and can be run on IBM 360, 370, 303X, 43XX and FACOM M-series computers. 8 references, 6 tables

  16. 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…

  17. 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.

  18. Statistical secrecy and multibit commitments

    DEFF Research Database (Denmark)

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

    1998-01-01

    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......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...... 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...

  19. 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.

  20. 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

  1. 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.

  2. Work values and organizational commitment.

    Science.gov (United States)

    Kidron, A

    1978-06-01

    Dubin, Champoux and Porter (1975) found a strong relationship between central life interests of workers and their commitment to the organization. This paper extends their findings by investigating the relationship between work values, defined as the Protestant Ethic of the worker, and commitment to the organization. A distinction is made between moral and calculative commitment, and it is shown that work values are related more to moral than calculative involvement.

  3. Perceptions of employment relations and permanence in the organization: mediating effects of affective commitment in relations of psychological contract and intention to quit.

    Science.gov (United States)

    Alcover, Carlos-María; Martínez-Iñigo, David; Chambel, Maria José

    2012-06-01

    Working conditions in call/contact centers influence employees' perceptions of their relations with the organization and their attitudes to work. Such perceptions can be analyzed through the psychological contract. The association between the relational/transactional orientation of the psychological contract and intention to quit the organization was examined, as well as the mediating role of affective commitment in employment relations. Data were collected from 973 employees in a cross-sectional survey. Analysis confirmed that there was a statistically significant relation between the orientation of the psychological contract and intention to quit, which was positive for transactionally oriented and negative for relationally oriented contracts. A mediating role for affective commitment was also confirmed, and a full mediating effect was reported for both orientations.

  4. 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.

  5. 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…

  6. 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

  7. Organizational and Client Commitment among Contracted Employees

    Science.gov (United States)

    Coyle-Shapiro, Jacqueline A-M.; Morrow, Paula C.

    2006-01-01

    This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses…

  8. 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

  9. Measurement equivalence of the German Job Satisfaction Survey used in a multinational organization: implications of Schwartz's culture model.

    Science.gov (United States)

    Liu, Cong; Borg, Ingwer; Spector, Paul E

    2004-12-01

    The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group. 2004 APA, all rights reserved

  10. Equivalent Lagrangians

    International Nuclear Information System (INIS)

    Hojman, S.

    1982-01-01

    We present a review of the inverse problem of the Calculus of Variations, emphasizing the ambiguities which appear due to the existence of equivalent Lagrangians for a given classical system. In particular, we analyze the properties of equivalent Lagrangians in the multidimensional case, we study the conditions for the existence of a variational principle for (second as well as first order) equations of motion and their solutions, we consider the inverse problem of the Calculus of Variations for singular systems, we state the ambiguities which emerge in the relationship between symmetries and conserved quantities in the case of equivalent Lagrangians, we discuss the problems which appear in trying to quantize classical systems which have different equivalent Lagrangians, we describe the situation which arises in the study of equivalent Lagrangians in field theory and finally, we present some unsolved problems and discussion topics related to the content of this article. (author)

  11. 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

    2018-02-01

    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

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

    Energy Technology Data Exchange (ETDEWEB)

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

    1980-05-01

    The purpose of this report is to describe revisions in the SFACTOR computer code and to provide useful documentation for that program. The SFACTOR computer code has been developed to implement current methodologies for computing the average dose equivalent rate S(X reverse arrow Y) to specified target organs in man due to 1 ..mu..Ci of a given radionuclide uniformly distributed in designated source orrgans. The SFACTOR methodology is largely based upon that of Snyder, however, it has been expanded to include components of S from alpha and spontaneous fission decay, in addition to electron and photon radiations. With this methodology, S-factors can be computed for any radionuclide for which decay data are available. The tabulations in Appendix II provide a reference compilation of S-factors for several dosimetrically important radionuclides which are not available elsewhere in the literature. These S-factors are calculated for an adult with characteristics similar to those of the International Commission on Radiological Protection's Reference Man. Corrections to tabulations from Dunning are presented in Appendix III, based upon the methods described in Section 2.3. 10 refs.

  13. Study of the radiation scattered and produced by concrete shielding of radiotherapy rooms and its effects on equivalent doses in patients' organs

    International Nuclear Information System (INIS)

    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.; Thalhofer, J.L.; Silva, A.X.; Santos, R.F.G.

    2015-01-01

    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)

  14. From controlled to committed.

    Science.gov (United States)

    Hess, J C

    1996-02-01

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

  15. INREM II: a computer implementation of recent models for estimating the dose equivalent to organs of man from an inhaled or ingested radionuclide

    International Nuclear Information System (INIS)

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

    1978-01-01

    This report describes a computer code, INREM II, which calculates the internal radiation dose equivalent to organs of man which results from the intake of a radionuclide by inhalation or ingestion. Deposition and removal of radioactivity from the respiratory tract is represented by the ICRP Task Group Lung Model. A four-segment catenary model of the GI tract is used to estimate movement of radioactive material that is ingested or swallowed after being cleared from the respiratory tract. Retention of radioactivity in other organs is specified by linear combinations of decaying exponential functions. The formation and decay of radioactive daughters is treated explicitly, with each radionuclide species in the chain having its own uptake and retention parameters, as supplied by the user. The dose equivalent to a target organ is computed as the sum of contributions from each source organ in which radioactivity is assumed to be situated. This calculation utilizes a matrix of S-factors (rem/μCi-day) supplied by the user for the particular choice of source and target organs. Output permits the evaluation of crossfire components of dose when penetrating radiations are present. INREM II is coded in FORTRAN IV and has been compiled and executed on an IBM-360 computer

  16. Study of the Types of Domestic Violence Committed Against Women Referred to the Legal Medical Organization in Urmia - Iran.

    Science.gov (United States)

    Aghakhani, Nader; Sharif Nia, Hamid; Moosavi, Ehsan; Eftekhari, Ali; Zarei, Abbas; Bahrami, Nasim; Nikoonejad, Ali Reza

    2015-12-01

    Today, domestic violence against women is a growing epidemic that can be observed in many countries. This study was carried out to determine the types of domestic violence against women who were referred to the Legal Medical Organization of Iran in Urmia, Iran in 2012. The descriptive survey included demographic information, abuse screening, and items regarding partner involvement. Data was gathered using face-to-face structured interviews. The study population included 300, women 18 years of age or older, and data was collected about their demographic characteristics and the types of domestic violence they experienced. SPSS software version 16 was used for the analyses. The majority of participants were in the 25 - 30 age group, and 83% of them were battered by their husbands in various ways. No significant relationships were observed between violence and unemployment, increasing age, and home ownership. The prevalence of abuse reported by women in this population suggests that many women that are referred to the Legal Medical Organization of Iran may have a history of abuse. Abused women may have different reasons for seeking a divorce. If routine screening for abuse is included in counseling, health providers will have the opportunity to develop a safety plan and initiate appropriate referrals.

  17. Gyrokinetic equivalence

    International Nuclear Information System (INIS)

    Parra, Felix I; Catto, Peter J

    2009-01-01

    We compare two different derivations of the gyrokinetic equation: the Hamiltonian approach in Dubin D H E et al (1983 Phys. Fluids 26 3524) and the recursive methodology in Parra F I and Catto P J (2008 Plasma Phys. Control. Fusion 50 065014). We prove that both approaches yield the same result at least to second order in a Larmor radius over macroscopic length expansion. There are subtle differences in the definitions of some of the functions that need to be taken into account to prove the equivalence.

  18. Fully committed.

    Science.gov (United States)

    Chowdhury, R

    1997-01-01

    In India, HIV/AIDS is spreading rapidly because of high-risk heterosexual behavior and IV drug use. The Indian government has responded to the epidemic by creating a National AIDS Control Program in 1987 and a National AIDS Control Organization in 1992, which implemented a 5-year strategic play at the cost of Rs. 2.8 billion. The national program sought to 1) prevent and control sexually transmitted disease, 2) ensure the safety of the blood supply, 3) strengthen program management capabilities, 4) stimulate social mobilization, 5) launch an intensive national health communications campaign focussed on the needs of the rural population, 6) train physicians in the clinical management of HIV/AIDS, and 7) create 107 sentinel HIV surveillance sites. The achievements of this program during the past 5 years have revealed areas that require an expanded response. India is promoting condom use through social marketing, improving family counseling and clinical management of hospitalized AIDS patients, intensifying research to discover treatment modalities within the tradition of indigenous medicine, and taking measures to prevent social discrimination of HIV-infected people. The National AIDS Control Program for 1997-2002 will prioritize empowerment of women and protection of infected children through a multisectoral approach. The Indian government is currently negotiating with the World Bank for a second loan to cover the continuation of this program and pledges to join other nations in the battle against HIV/AIDS.

  19. Taiwanese consumer survey data for investigating the role of information on equivalence of organic standards in directing food choice

    Directory of Open Access Journals (Sweden)

    Ching-Hua Yeh

    2018-06-01

    Full Text Available The presentation of credence attributes such as the product's origin or the production method has a significant influence on consumers' food purchase decisions. The dataset includes survey responses from a discrete choice experiment with 1309 food shoppers in Taiwan using the example of sweet pepper. The survey was carried out in 2014 in the three largest Taiwanese cities. It evaluates the impact of providing information on the equality of organic standards on consumers' preferences at the example of sweet pepper. Equality of organic standards implies that regardless of products’ country-of-origin (COO organic certifications are based on the same production regulation and managerial processes. Respondents were randomly allocated to the information treatment and the control group. The dataset contains the product choices of participants in both groups, as well as their sociodemographic information.

  20. Taiwanese consumer survey data for investigating the role of information on equivalence of organic standards in directing food choice.

    Science.gov (United States)

    Yeh, Ching-Hua; Hartmann, Monika; Hirsch, Stefan

    2018-06-01

    The presentation of credence attributes such as the product's origin or the production method has a significant influence on consumers' food purchase decisions. The dataset includes survey responses from a discrete choice experiment with 1309 food shoppers in Taiwan using the example of sweet pepper. The survey was carried out in 2014 in the three largest Taiwanese cities. It evaluates the impact of providing information on the equality of organic standards on consumers' preferences at the example of sweet pepper. Equality of organic standards implies that regardless of products' country-of-origin (COO) organic certifications are based on the same production regulation and managerial processes. Respondents were randomly allocated to the information treatment and the control group. The dataset contains the product choices of participants in both groups, as well as their sociodemographic information.

  1. Commitment Elements Reframed (Antecedents & Consequences) for Organizational Effectiveness

    Science.gov (United States)

    Fornes, Sandra L.; Rocco, Tonette S.

    2004-01-01

    The purpose of this paper is to identify theories of commitment in the workplace to develop a framework that helps the field create higher levels of commitment, productivity, and satisfaction. The paper is organized into five main sections: the method, commitment in the workplace, mapping workplace commitment, and the implications for HRD and…

  2. 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.

  3. 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.

  4. 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.

  5. 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...

  6. Career Commitment in Nursing.

    Science.gov (United States)

    Gardner, Diane L.

    1992-01-01

    A longitudinal, repeated-measures descriptive survey used to measure career commitment and its relationship to turnover and work performance in 320 newly employed registered nurses at one hospital found that career commitment is not a stable phenomenon. The direct association between career commitment and turnover and with job performance is weak.…

  7. Small Business Commitment | NREL

    Science.gov (United States)

    Small Business Commitment Small Business Commitment Central to NREL's mission is our commitment to small business through a comprehensive and mature outreach program that combines proven techniques with the latest technology and best business practices. For More Information Contact Us Please email Rexann

  8. Practical Relativistic Bit Commitment

    NARCIS (Netherlands)

    Lunghi, T.; Kaniewski, J.; Bussières, F.; Houlmann, R.; Tomamichel, M.; Wehner, S.D.C.; Zbinden, H

    2015-01-01

    Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through an asynchronous exchange of quantum information. Perfect security is, however, possible when Alice and

  9. Estimates of internal dose equivalent to 22 target organs for radionuclides occurring in routine releases from nuclear fuel-cycle facilities. Vol. 1

    International Nuclear Information System (INIS)

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

    1978-01-01

    This report is the first of a two-volume tabulation of internal radiation dose conversion factors for man for radionuclides of interest in environmental assessments of light-water-reactor fuel cycles. This volume treats 68 radionuclides, all of mass number less than 150. Intake by inhalation and ingestion is considered. In the former case, the ICRP Task Group Lung Model has been used to simulate the behavior of particulate matter in the respiratory tract. Results corresponding to activity median aerodynamic diameters (AMAD) of 0.3, 1.0, and 5.0 μm are given. The 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 other organs was characterized by linear combinations of decaying exponential functions. Dose equivalent per microcurie intake of each parent nuclide is given for 22 target organs with contributions from specified source organs plus surplus activity in the rest of the body. Cross irradiation due to penetrating radiations has also been considered in the calculations

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

    African Journals Online (AJOL)

    445) between job satisfaction and employee organizational commitment. Multiple regression revealed that pay and job promotion are the important elements that influence employee commitment. It is recommended that manufacturing organizations should emphasize pay and job promotion to enhance higher employee ...

  11. Understanding the Links between Work Commitment Constructs.

    Science.gov (United States)

    Hackett, Rick D.; Lapierre, Laurent M.; Hausdorf, Peter A.

    2001-01-01

    In a study of 852 nurses, work involvement (value of work in their lives) affected organizational and occupational commitment through its effect on job involvement. Job involvement indirectly affected intention to leave the organization or occupation. Work and job involvement and orgnanizational and occupational commitment were determined to be…

  12. 46 CFR 175.540 - Equivalents.

    Science.gov (United States)

    2010-10-01

    ... Safety Management (ISM) Code (IMO Resolution A.741(18)) for the purpose of determining that an equivalent... Organization (IMO) “Code of Safety for High Speed Craft” as an equivalent to compliance with applicable...

  13. Job Satisfaction Facets as Predictors of Commitment to or Withdrawal from the Work Organization among Selected Community College Faculty in New York State.

    Science.gov (United States)

    Hill, Earl A.

    1986-01-01

    Examines the differential effects of five job satisfaction variables (i.e., work, supervision, co-workers, pay, and promotion) on community college developmental educators in New York. Satisfaction with the work itself, promotion opportunities, and co-workers had the greatest influence on teachers' commitment to the college and propensity to leave…

  14. Bo Xilai :China will honor its World Trade Organization(WTO) commitments. Banking and telecommunications market sectors would be opened in time

    Institute of Scientific and Technical Information of China (English)

    2006-01-01

    @@ Minister of Commerce Bo Xilai promised on September 4 that China will honor its WTO commitments. At a ceremony to mark China's five-year WTO partnership, Bo Xilai promised this to commercial leaders of Europe present again. Bo said all market sectors would be opened in time, referring especially to banking and telecommunications.

  15. 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…

  16. 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

  17. Effects of Team and Organizational Commitment--A Longitudinal Study

    Science.gov (United States)

    Neininger, Alexandra; Lehmann-Willenbrock, Nale; Kauffeld, Simone; Henschel, Angela

    2010-01-01

    Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal…

  18. 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.

  19. Politico-economic equivalence

    DEFF Research Database (Denmark)

    Gonzalez Eiras, Martin; Niepelt, Dirk

    2015-01-01

    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 and a st......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...... their use in the context of several applications, relating to social security reform, tax-smoothing policies and measures to correct externalities....

  20. Commitment Without Marriage

    Science.gov (United States)

    Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

    2011-01-01

    The majority of Americans will marry in their lifetimes, and for many, marriage symbolizes the transition into long-term commitment. However, many Americans cannot legally marry. This article analyzes in-depth interviews with gays and lesbians in long-term partnerships to examine union formation and commitment-making histories. Using a life course perspective that emphasizes historical and biographical contexts, the authors examine how couples conceptualize and form committed relationships despite being denied the right to marry. Although previous studies suggest that commitment ceremonies are a way to form same-sex unions, this study finds that because of their unique social, historical, and biographical relationship to marriage and ceremonies, long-term same-sex couples do not follow normative commitment-making trajectories. Instead, relationships can transition more ambiguously to committed formations without marriage, public ceremony, clear-cut act, or decision. Such an understanding of commitment making outside of marriage has implications for theorizing alternative forms of union making. PMID:21814298

  1. 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 ...

  2. Calculation methods for determining dose equivalent

    International Nuclear Information System (INIS)

    Endres, G.W.R.; Tanner, J.E.; Scherpelz, R.I.; Hadlock, D.E.

    1987-11-01

    A series of calculations of neutron fluence as a function of energy in an anthropomorphic phantom was performed to develop a system for determining effective dose equivalent for external radiation sources. Critical organ dose equivalents are calculated and effective dose equivalents are determined using ICRP-26 [1] methods. Quality factors based on both present definitions and ICRP-40 definitions are used in the analysis. The results of these calculations are presented and discussed. The effective dose equivalent determined using ICRP-26 methods is significantly smaller than the dose equivalent determined by traditional methods. No existing personnel dosimeter or health physics instrument can determine effective dose equivalent. At the present time, the conversion of dosimeter response to dose equivalent is based on calculations for maximal or ''cap'' values using homogeneous spherical or cylindrical phantoms. The evaluated dose equivalent is, therefore, a poor approximation of the effective dose equivalent as defined by ICRP Publication 26. 3 refs., 2 figs., 1 tab

  3. Competency management: Balancing between commitment and control

    OpenAIRE

    Heinsman, Hanneke; de Hoogh, Annebel H. B.; Koopman, Paul L.; van Muijen, Jaap J.

    2006-01-01

    This study investigated the relationships between commitment and control approaches and the use of competency management by adopting the theory of planned behavior. Questionnaires were filled out by 43 human resource experts working in different organizations. We expected components of the theory of planned behavior to mediate the relationship between commitment and control approaches and the use of competency management (behavior). Regression analysis showed that perceived behavioral control...

  4. Alzheimer's: From Caring to Commitment

    Science.gov (United States)

    ... Current Issue Past Issues Home Current issue contents Alzheimer's: From Caring to Commitment From Caring to Commitment ... Caring to Commitment During her sister’s battle with Alzheimer’s, Anne Murphy stayed by her side and continues ...

  5. 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.

  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. THE 2005 WORLD HEALTH ORGANIZATION RE-EVALUATION OF HUMAN AND MAMMALIAN TOXIC EQUIVALENCY FACTORS FOR DIOXINS AND DIOXIN-LIKE COMPOUNDS

    Science.gov (United States)

    In June 2005 a WHO-IPCS expert meeting was held in Geneva during which the toxic equivalency factors (TEFs) for dioxin like compounds, including some polychlorinated biphenyls (PCBs), were re-evaluated. For this re-evaluation process the refined TEF database recently published by...

  8. Understanding S-Shaped Current-Voltage Characteristics in Organic Solar Cells Containing a TiOx Inter layer with Impedance Spectroscopy and Equivalent Circuit Analysis

    NARCIS (Netherlands)

    Ecker, Bernhard; Egelhaaf, Hans-Joachim; Steim, Roland; Parisi, Juergen; von Hauff', Elizabeth

    2012-01-01

    In this study we propose an equivalent circuit model to describe S-shaped current–voltage (I–V) characteristics in inverted solar cells with a TiOx interlayer between the cathode and the poly(3-hexylthiophene):[6,6]-phenyl C61 butyric acid methyl ester active layer. Initially the solar cells

  9. Equivalence principles and electromagnetism

    Science.gov (United States)

    Ni, W.-T.

    1977-01-01

    The implications of the weak equivalence principles are investigated in detail for electromagnetic systems in a general framework. In particular, it is shown that the universality of free-fall trajectories (Galileo weak equivalence principle) does not imply the validity of the Einstein equivalence principle. However, the Galileo principle plus the universality of free-fall rotation states does imply the Einstein principle.

  10. 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...

  11. 美国和加拿大有机农业及国际等效互认的意义%Organic Agriculture Development in USA and Canada and the Significance of International Equivalency Recognition

    Institute of Scientific and Technical Information of China (English)

    解卫华; 张纪兵; 汪云岗

    2011-01-01

    The organic agriculture has been booming since about 30 years ago in the world. USA and Canada have both acted as one of the countries developed organic agriculture earliest. This paper introduces the brief situation of production development, policy and laws/regulations, supervision system and research in organic agriculture in USA and Canada. The USA-Canada Organic Equivalency Agreement is introduced and analyzed on the meaningfulness to the international equivalency recognition. This paper indicates the international multiple equivalency recognition will benefit the decrease of technical barrier in commerce, which is significant important to the healthy and orderly development of global organic agriculture.%有机农业于近30年在全球兴起并快速发展,美国和加拿大都是有机农业发展较早的国家之一.主要介绍了美国和加拿大两国的有机农业在产业发展、政策法规、监管体系、研究服务等方面的概况,介绍并分析了美国-加拿大有机等效协议对国际多边互认的借鉴意义,指出有机农业标准法规的国际多边互认有利于减少贸易技术壁垒,对全球有机产业的健康有序发展具有重要意义.

  12. Commitment with or without a stick of paid work: comparison of paid and unpaid workers in a non-profit organization

    NARCIS (Netherlands)

    van Vuuren, Hubrecht A.; de Jong, Menno D.T.; Seydel, E.R.

    2008-01-01

    The aim of this study is to investigate whether nonpaid volunteers have other reasons to be a member of an organization than paid workers. Volunteers are assumed to be hard to manage, because there is no “stick of a paid contract” to keep them in line. Therefore, we studied different dimensions

  13. Calculation methods for determining dose equivalent

    International Nuclear Information System (INIS)

    Endres, G.W.R.; Tanner, J.E.; Scherpelz, R.I.; Hadlock, D.E.

    1988-01-01

    A series of calculations of neutron fluence as a function of energy in an anthropomorphic phantom was performed to develop a system for determining effective dose equivalent for external radiation sources. critical organ dose equivalents are calculated and effective dose equivalents are determined using ICRP-26 methods. Quality factors based on both present definitions and ICRP-40 definitions are used in the analysis. The results of these calculations are presented and discussed

  14. A study on relationship between organizational culture and organizational commitment

    OpenAIRE

    Maryam Khalili

    2014-01-01

    This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991) [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991)...

  15. Balancing organizational and professional commitments in Professional Service Firm

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Becker, Karen

    2015-01-01

    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...... 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...

  16. Sustainability Marketing Commitment

    DEFF Research Database (Denmark)

    Tollin, Karin; Bech Christensen, Lars

    2017-01-01

    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......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...

  17. Competency management : Balancing between commitment and control

    NARCIS (Netherlands)

    Heinsman, H.; Hoogh, de A.H.B.; Muijen, van J.J.; Koopman, P.L.

    2006-01-01

    This study investigated the relationships between commitment and control approaches and the use of competency management by adopting the theory of planned behavior. Questionnaires were filled out by 43 human resource experts working in different organizations. We expected components of the theory of

  18. Reflections: The Worldwide Commitment to Educational Equality.

    Science.gov (United States)

    Meyer, John W.

    2001-01-01

    Comments on articles appearing in the 2001 theme issue of Sociology of Education. Considers the nature and impact of the widespread cultural commitment to educational equality. Discusses other aspects of education not emphasized in this issue, such as the implications of racial inequality, credentialism, and educational organization (CAJ)

  19. 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…

  20. Estimate of 50-year dose commitment to various organs and tissues of the body from inhalation of 222Rn free of its daughters

    International Nuclear Information System (INIS)

    Bernard, S.R.; Ford, M.R.; Snyder, W.S.

    1976-01-01

    Some topics discussed are as follows: retention of 222 Rn in fat, bone, heart, muscle, skin, testes, and urinary bladder; retention equations for Rn; decay scheme for Rn and 226 Ra; metabolic models for Po, Pb, and Bi; dose estimates to target organs for 222 Rn and its daughters that are not inhaled but produced from decay of 222 Rn; and estimation of MPC for bone marrow, gonads, and total body

  1. Effective dose equivalent

    International Nuclear Information System (INIS)

    Huyskens, C.J.; Passchier, W.F.

    1988-01-01

    The effective dose equivalent is a quantity which is used in the daily practice of radiation protection as well as in the radiation hygienic rules as measure for the health risks. In this contribution it is worked out upon which assumptions this quantity is based and in which cases the effective dose equivalent can be used more or less well. (H.W.)

  2. Characterization of revenue equivalence

    NARCIS (Netherlands)

    Heydenreich, B.; Müller, R.; Uetz, Marc Jochen; Vohra, R.

    2009-01-01

    The property of an allocation rule to be implementable in dominant strategies by a unique payment scheme is called revenue equivalence. We give a characterization of revenue equivalence based on a graph theoretic interpretation of the incentive compatibility constraints. The characterization holds

  3. Characterization of Revenue Equivalence

    NARCIS (Netherlands)

    Heydenreich, Birgit; Müller, Rudolf; Uetz, Marc Jochen; Vohra, Rakesh

    2008-01-01

    The property of an allocation rule to be implementable in dominant strategies by a unique payment scheme is called \\emph{revenue equivalence}. In this paper we give a characterization of revenue equivalence based on a graph theoretic interpretation of the incentive compatibility constraints. The

  4. On the operator equivalents

    International Nuclear Information System (INIS)

    Grenet, G.; Kibler, M.

    1978-06-01

    A closed polynomial formula for the qth component of the diagonal operator equivalent of order k is derived in terms of angular momentum operators. The interest in various fields of molecular and solid state physics of using such a formula in connection with symmetry adapted operator equivalents is outlined

  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.; Kirkpatrick, J.; Richardson, G.

    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

  6. 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…

  7. 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.

  8. The organizational commitment of emergency physicians in Spanish public hospitals

    Science.gov (United States)

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

    2016-12-30

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

  9. 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.

  10. RELATIONSHIP BETWEEN AFFECTIVE COMMITMENT ANDORGANIZATIONAL SILENCE: A CONCEPTUAL DISCUSSION

    Directory of Open Access Journals (Sweden)

    Fitnat Nazlı Sayğan

    2011-07-01

    Full Text Available In this study, the affective commitment that is oneof the components oforganizational commitment put forth by Allen and Meyer (Allen, Meyer 1996will be differentiated from the other commitment components. The importance ofcreating an emotional commitment to organizations will be examined and theorganizational factors needed to form organizational commitment will beinvestigated. Also, organizational silence is a situation that the company avoided.In the study, the reasons and the drawbacks of silence are focused on and thefactors that cause employees to remain silent are discussed.The aim of this study is intended to manifest the relationship of ‘organizationalsilence' with affective commitment’ which is one ofthe components of‘organizational commitment’ on the basis of literature. In this study, a negativecorrelation between affective commitment and organizational silence is suggested

  11. THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

    OpenAIRE

    CENGİZ DEMİR; UMUT CAN ÖZTÜRK

    2013-01-01

    Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This stud...

  12. Equivalent Dynamic Models.

    Science.gov (United States)

    Molenaar, Peter C M

    2017-01-01

    Equivalences of two classes of dynamic models for weakly stationary multivariate time series are discussed: dynamic factor models and autoregressive models. It is shown that exploratory dynamic factor models can be rotated, yielding an infinite set of equivalent solutions for any observed series. It also is shown that dynamic factor models with lagged factor loadings are not equivalent to the currently popular state-space models, and that restriction of attention to the latter type of models may yield invalid results. The known equivalent vector autoregressive model types, standard and structural, are given a new interpretation in which they are conceived of as the extremes of an innovating type of hybrid vector autoregressive models. It is shown that consideration of hybrid models solves many problems, in particular with Granger causality testing.

  13. 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…

  14. 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.

  15. Nurses organizational commitment: the discriminating power of gender.

    Science.gov (United States)

    Ferreira, Maria Manuela Frederico

    2007-01-01

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

  16. 24 CFR 232.510 - Commitment and commitment fee.

    Science.gov (United States)

    2010-04-01

    ... HOUSING AND URBAN DEVELOPMENT MORTGAGE AND LOAN INSURANCE PROGRAMS UNDER NATIONAL HOUSING ACT AND OTHER AUTHORITIES MORTGAGE INSURANCE FOR NURSING HOMES, INTERMEDIATE CARE FACILITIES, BOARD AND CARE HOMES, AND... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of...

  17. Establishing Substantial Equivalence: Transcriptomics

    Science.gov (United States)

    Baudo, María Marcela; Powers, Stephen J.; Mitchell, Rowan A. C.; Shewry, Peter R.

    Regulatory authorities in Western Europe require transgenic crops to be substantially equivalent to conventionally bred forms if they are to be approved for commercial production. One way to establish substantial equivalence is to compare the transcript profiles of developing grain and other tissues of transgenic and conventionally bred lines, in order to identify any unintended effects of the transformation process. We present detailed protocols for transcriptomic comparisons of developing wheat grain and leaf material, and illustrate their use by reference to our own studies of lines transformed to express additional gluten protein genes controlled by their own endosperm-specific promoters. The results show that the transgenes present in these lines (which included those encoding marker genes) did not have any significant unpredicted effects on the expression of endogenous genes and that the transgenic plants were therefore substantially equivalent to the corresponding parental lines.

  18. Lack of Commitment? Work Orientations of Finnish Employees in a European Comparison

    Directory of Open Access Journals (Sweden)

    Teemu Turunen

    2014-05-01

    Full Text Available It has been argued that individuals’ employment commitment, that is, their commitment to work in general is crucial in today’s labor markets where life-long employment relationships are less frequently offered by organizations. In addition, employees’ organizational commitment, that is, their commitment to their own organization is also vital for organizations and firms, affecting many areas of importance to them. This article asks how Finnish employees rank in both employment commitment and affective organizational commitment compared with employees in 15 other European countries. The data were collected in 2005–2007 through the International Social Survey Program (ISSP, Work Orientation Module III. The results show Finnish employees scoring below European averages in both types of commitment when employee-level and organizationlevel factors are taken into account. Employment commitment was highest in Norway and affective organizational commitment highest in Portugal. The perceived intrinsic rewards of the job were the strongest predictor of employment and affective organizational commitment in most of the countries researched, increasing both these types of commitment. However, the perceived social relations between management and employees were found to be the most powerful determinant of affective organizational commitment in Finland, with perceived good relations adding to the affective organizational commitment of employees. The data were analyzed mainly by means of a general linear model procedure.

  19. Becoming Selfless: A Grounded Theory of Commitment to Service

    Directory of Open Access Journals (Sweden)

    Roland Nino L. Agoncillo

    2014-05-01

    Full Text Available This study focuses on the substantive area of commitment to service in the community of educational partners in the Philippines. Educational partners are lay people who assist religious organizations in the field of education, and in the Philippines, about 96 percent of educational partners are in Lasallian schools and organizations. Educational partners are young professionals, volunteers between the ages of 24-39 who strive to live the teachings of St. John Baptist De La Salle. The volunteers aim to generate a spirit of service, a sense of mission to the youth. By using a classic Grounded Theory approach, the theory of becoming selfless was generated. The theory explains the stages educational partners undergo when resolving their organizational commitment to service. Organizational commitment is the psychological attachment, involvement and identification of the individual to the organization. Becoming selfless provides a theoretical focal point to better understand the complexity of commitment.

  20. An examination of organizational and team commitment in a self-directed team environment.

    Science.gov (United States)

    Bishop, James W; Scott, K Dow

    2000-06-01

    A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were not significantly different. Relationships with antecedent variables help explain how differential levels of commitment to the 2 foci may be formed. Indirect effects of exogenous variables are reported.

  1. Contexts as Shared Commitments

    Directory of Open Access Journals (Sweden)

    Manuel eGarcía-Carpintero

    2015-12-01

    Full Text Available Contemporary semantics assumes two different notions of context: one coming from Kaplan (1989, on which contexts are sets of predetermined parameters, and another originated in Stalnaker (1978, on which contexts are sets of propositions that are common ground. The latter is deservedly more popular, given its flexibility to account for context-dependent aspects of language beyond manifest indexicals, such as epistemic modals, predicates of taste, and so on and so forth; in fact, properly dealing with demonstratives (perhaps ultimately all indexicals requires that further flexibility. Even if we acknowledge Lewis (1980 point that, in a sense, Kaplanian contexts already include common ground contexts, it is better to be clear and explicit about what contexts constitutively are. Now, Stalnaker (1978, 2002, 2014 defines context-as-common-ground as a set of propositions, but recent work shows that this is not an accurate conception. The paper explains why, and provides an alternative. The main reason is that several phenomena (presuppositional treatments of pejoratives and predicates of taste, forces other than assertion require that the common ground includes non-doxastic attitudes such as appraisals, emotions, etc. Hence the common ground should not be taken to include merely contents (propositions, but those together with attitudes concerning them: shared commitments, as I will defend.

  2. 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).…

  3. The principle of equivalence

    International Nuclear Information System (INIS)

    Unnikrishnan, C.S.

    1994-01-01

    Principle of equivalence was the fundamental guiding principle in the formulation of the general theory of relativity. What are its key elements? What are the empirical observations which establish it? What is its relevance to some new experiments? These questions are discussed in this article. (author). 11 refs., 5 figs

  4. Radioactive waste equivalence

    International Nuclear Information System (INIS)

    Orlowski, S.; Schaller, K.H.

    1990-01-01

    The report reviews, for the Member States of the European Community, possible situations in which an equivalence concept for radioactive waste may be used, analyses the various factors involved, and suggests guidelines for the implementation of such a concept. Only safety and technical aspects are covered. Other aspects such as commercial ones are excluded. Situations where the need for an equivalence concept has been identified are processes where impurities are added as a consequence of the treatment and conditioning process, the substitution of wastes from similar waste streams due to the treatment process, and exchange of waste belonging to different waste categories. The analysis of factors involved and possible ways for equivalence evaluation, taking into account in particular the chemical, physical and radiological characteristics of the waste package, and the potential risks of the waste form, shows that no simple all-encompassing equivalence formula may be derived. Consequently, a step-by-step approach is suggested, which avoids complex evaluations in the case of simple exchanges

  5. Equivalent Colorings with "Maple"

    Science.gov (United States)

    Cecil, David R.; Wang, Rongdong

    2005-01-01

    Many counting problems can be modeled as "colorings" and solved by considering symmetries and Polya's cycle index polynomial. This paper presents a "Maple 7" program link http://users.tamuk.edu/kfdrc00/ that, given Polya's cycle index polynomial, determines all possible associated colorings and their partitioning into equivalence classes. These…

  6. Job Satisfaction and Organizational Commitment: Affective Commitment Predictors in a Group of Professionals

    Science.gov (United States)

    Ferretti, Maria Santa

    Job satisfaction and organizational commitment have long been identified as relevant factors for the well-being of individuals within an organization and the success of the organization itself. As the well-being can be, in principle, considered as emergent from the influence of a number of factors, the main goal of a theory of organizations is to identify these factors and the role they can play. In this regard job satisfaction and organizational commitment have been often identified with structural factors allowing an organization to be considered as a system, or a wholistic entity, rather than a simple aggregate of individuals. Furthermore, recent studies have shown that job satisfaction has a significant, direct effect on determining individuals' attachment to an organization and a significant but indirect effect on their intention to leave a company. However, a complete assessment of the role of these factors in establishing and keeping the emergence of an organization is still lacking, due to shortage of measuring instruments and to practical difficulties in interviewing organization members. The present study aims to give a further contribution to what is currently known about the relationship between job satisfaction and affective commitment by using a group of professionals, all at management level. A questionnaire to measure these constructs, following a pilot study, was designed and administered to 1042 participants who were all professionals and had the title of industrial manager or director. The factors relating to job satisfaction and the predictive value of these factors (to predict an employee's emotional involvement with their organization) were simultaneously tested by a confirmative factorial model. The results were generalized with a multi-sample procedure by using models of structural equations. This procedure was used to check whether these factors could be considered or not as causes producing the measured affective commitment. The results

  7. Correspondences. Equivalence relations

    International Nuclear Information System (INIS)

    Bouligand, G.M.

    1978-03-01

    We comment on sections paragraph 3 'Correspondences' and paragraph 6 'Equivalence Relations' in chapter II of 'Elements de mathematique' by N. Bourbaki in order to simplify their comprehension. Paragraph 3 exposes the ideas of a graph, correspondence and map or of function, and their composition laws. We draw attention to the following points: 1) Adopting the convention of writting from left to right, the composition law for two correspondences (A,F,B), (U,G,V) of graphs F, G is written in full generality (A,F,B)o(U,G,V) = (A,FoG,V). It is not therefore assumed that the co-domain B of the first correspondence is identical to the domain U of the second (EII.13 D.7), (1970). 2) The axiom of choice consists of creating the Hilbert terms from the only relations admitting a graph. 3) The statement of the existence theorem of a function h such that f = goh, where f and g are two given maps having the same domain (of definition), is completed if h is more precisely an injection. Paragraph 6 considers the generalisation of equality: First, by 'the equivalence relation associated with a map f of a set E identical to (x is a member of the set E and y is a member of the set E and x:f = y:f). Consequently, every relation R(x,y) which is equivalent to this is an equivalence relation in E (symmetrical, transitive, reflexive); then R admits a graph included in E x E, etc. Secondly, by means of the Hilbert term of a relation R submitted to the equivalence. In this last case, if R(x,y) is separately collectivizing in x and y, theta(x) is not the class of objects equivalent to x for R (EII.47.9), (1970). The interest of bringing together these two subjects, apart from this logical order, resides also in the fact that the theorem mentioned in 3) can be expressed by means of the equivalence relations associated with the functions f and g. The solutions of the examples proposed reveal their simplicity [fr

  8. 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.

  9. EMPLOYEE COMMITMENT ACROSS COUNTRIES AND TIMES - MEASUREMENT INVARIANCE

    Directory of Open Access Journals (Sweden)

    Dana Mesner Andolšek

    2015-01-01

    Full Text Available Employee organisational commitment has been long and extensively studied until now (Meyer & Allen, 1997; Jaussi, 2007.An emphasis of current analysis was to verify its measurement characteristics, for the purpose of comparisons of levels of commitment across time and countries. A limited set of countries was chosen among those available in a sample from the data on Work Orientations II, ISSP 1997, purpose fully selected to reflect cultural and structural differences that was expected to affect change in levels of organisational commitment. With the use of structural equations models we first confirmed that a model for configural invariance for two factors measuring conceptually distinct components of Affective commitment (AC and Continuance commitment (CC respectively has better support than of one factor model. Metric and error term invariance was subsequently confirmed. Scalar equivalence, needed for valid comparison of mean levels of both components of commitment, was confirmed as well, with the exception of two country specific Tau coefficient. Finally, a model thus established was applied additionally on data from2005 ISSP. Acceptable fit was achieved for a common model containing both points in time and all countries, which allowed making more firm conclusions about the changes in AC and CC in different countries.

  10. [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.

  11. 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. 

  12. The equivalence theorem

    International Nuclear Information System (INIS)

    Veltman, H.

    1990-01-01

    The equivalence theorem states that, at an energy E much larger than the vector-boson mass M, the leading order of the amplitude with longitudinally polarized vector bosons on mass shell is given by the amplitude in which these vector bosons are replaced by the corresponding Higgs ghosts. We prove the equivalence theorem and show its validity in every order in perturbation theory. We first derive the renormalized Ward identities by using the diagrammatic method. Only the Feynman-- 't Hooft gauge is discussed. The last step of the proof includes the power-counting method evaluated in the large-Higgs-boson-mass limit, needed to estimate the leading energy behavior of the amplitudes involved. We derive expressions for the amplitudes involving longitudinally polarized vector bosons for all orders in perturbation theory. The fermion mass has not been neglected and everything is evaluated in the region m f ∼M much-lt E much-lt m Higgs

  13. 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

  14. The measurement artifact in the Organizational Commitment Questionnaire.

    Science.gov (United States)

    Caught, K; Shadur, M A; Rodwell, J J

    2000-12-01

    This study empirically examined the debate in the literature regarding the dimensionality of the Organizational Commitment Questionnaire. The sample comprised 803 employees from organizations in the information technology and hospitality industries. Confirmatory factor analysis showed that the Organizational Commitment Questionnaire appears to have a two-factor structure, with one factor consisting of positively worded items and the other factor, negatively worded items. Scores on both factors correlated significantly with job satisfaction, suggesting that both factors appear to be measuring a similar aspect of organizational commitment and that they present as two factors given as measurement artifacts of the item wording.

  15. Human Resource Management Practices, Job Satisfaction and Organizational Commitment

    OpenAIRE

    Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

    2014-01-01

    The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....

  16. The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

    International Nuclear Information System (INIS)

    Akroyd, Duane; Legg, Jeff; Jackowski, Melissa B.; Adams, Robert D.

    2009-01-01

    The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

  17. The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

    Energy Technology Data Exchange (ETDEWEB)

    Akroyd, Duane [Department of Adult and Community College Education, College of Education, Campus Box 7801, North Carolina State University, Raleigh, NC 27695 (United States)], E-mail: duane_akroyd@ncsu.edu; Legg, Jeff [Department of Radiologic Sciences, Virginia Commonwealth University, Richmond, VA 23284 (United States); Jackowski, Melissa B. [Division of Radiologic Sciences, University of North Carolina School of Medicine 27599 (United States); Adams, Robert D. [Department of Radiation Oncology, University of North Carolina School of Medicine 27599 (United States)

    2009-05-15

    The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

  18. The dimensionality of professional commitment

    OpenAIRE

    Jeffrey J. Bagraim

    2003-01-01

    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 ...

  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. Problems arising in the evaluation of collective dose commitment

    International Nuclear Information System (INIS)

    Coulon, R.; Beau, P.

    1979-01-01

    In order to apply the concept of optimization it is necessary to evaluate the collective dose commitment for the population as a whole. This is found by summing the dose commitments for the different population groups involved, including persons occupationally exposed and members of the public both locally and globally. The average dose received by each of these groups can vary considerably: for occupational exposure it is about one order of magnitude below the limits, whereas for the general public it is far below, although certain local groups may be subjected to a much higher exposure than the overall average. The question arises, therefore, whether certain groups should not be weighted differently in order to take into account the heterogeneity of the distribution of exposure. As far as the validity of forecast evaluations is concerned, one may assume that for occupational exposure the dose commitment over the whole period of operation of a facility can be estimated fairly accurately. The overall collective dose commitment for the public is relatively insensitive to local variations in the environment and in the public itself but is strongly dependent on long-term developments which cannot at present be forecast. For the evaluation of dose equivalent to the critical group, local variations are of considerable importance and need to be foreseen, which is not always possible. By taking into account a period which includes the annual maximum collective dose equivalent one can make some of these difficulties less severe. (author)

  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. 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....

  3. 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.

  4. Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

    Directory of Open Access Journals (Sweden)

    Emmanuel Yaw Ampofo

    2016-09-01

    Full Text Available This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.

  5. 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.

  6. Predictors of Spousal Support for the Work Commitments of Husbands.

    Science.gov (United States)

    Pittman, Joe F.; Orthner, Dennis K.

    1988-01-01

    Examined antecedents of spousal support of husbands' work commitment from perspective of wives. Found spousal support influenced directly only by satisfaction with quality of life made possible by local work organization and length of involvement with organization. Marital and social adjustment, and perceptions of husband's work environment…

  7. Waste Determination Equivalency - 12172

    Energy Technology Data Exchange (ETDEWEB)

    Freeman, Rebecca D. [Savannah River Remediation (United States)

    2012-07-01

    by the Secretary of Energy in January of 2006 based on proposed processing techniques with the expectation that it could be revised as new processing capabilities became viable. Once signed, however, it became evident that any changes would require lengthy review and another determination signed by the Secretary of Energy. With the maturation of additional salt removal technologies and the extension of the SWPF start-up date, it becomes necessary to define 'equivalency' to the processes laid out in the original determination. For the purposes of SRS, any waste not processed through Interim Salt Processing must be processed through SWPF or an equivalent process, and therefore a clear statement of the requirements for a process to be equivalent to SWPF becomes necessary. (authors)

  8. 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.

  9. Uniminuto and his social commitment to childhood

    Directory of Open Access Journals (Sweden)

    Luz Esperanza Bustos Sierra

    2009-02-01

    Full Text Available This article briefly describes some of the conceptualizations of childhood education that have been evolving along time and that have contributed to an understanding of children as rights holders, leading to the emergence of different social, political, and academic movements, which make their determination evident in the creation of national and international organizations to guarantee the children’s well-being. UNIMINUTO responds to its social commitment with the creation of the undergraduate program in childhood pedagogy as an alternative of vocational training that will make the existence of society possible.

  10. A study on relationship between organizational culture and organizational commitment

    Directory of Open Access Journals (Sweden)

    Maryam Khalili

    2014-07-01

    Full Text Available This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991 [Denison, D. R., & Spreitzer, G. M. (1991. Organizational culture and organizational development: A competing values approach. Research in organizational change and development, 5(1, 1-21.]. The study is accomplished among selected full time employees who work for an Iranian bank named Bank Saderat Iran. Using Pearson correlation test as well as linear regression methods, the study has determined that there were some positive and meaningful relationship between all components of organizational commitment and organizational culture.

  11. Volunteering for charity: pride, respect, and the commitment of volunteers.

    Science.gov (United States)

    Boezeman, Edwin J; Ellemers, Naomi

    2007-05-01

    This study builds upon and extends the social-identity-based model of cooperation with the organization (T. R. Tyler, 1999; T. R. Tyler & S. L. Blader, 2000) to examine commitment and cooperative intent among fundraising volunteers. In Study 1, structural equation modeling indicated that pride and respect related to the intent to remain a volunteer with an organization, and that this relation was mediated primarily by normative organizational commitment. In Study 2, structural equation modeling indicated that the perceived importance of volunteer work was related to pride, that perceived organizational support related to the experience of respect, and that pride and respect mediated the relation between perceived importance and support on the one hand and organizational commitment on the other. Overall, the results suggest that volunteer organizations may do well to implement pride and respect in their volunteer policy, for instance to address the reliability problem (J. L. Pearce, 1993). 2007 APA, all rights reserved

  12. Monte-Carlo and multi-exposure assessment for the derivation of criteria for disinfection byproducts and volatile organic compounds in drinking water: Allocation factors and liter-equivalents per day.

    Science.gov (United States)

    Akiyama, Megumi; Matsui, Yoshihiko; Kido, Junki; Matsushita, Taku; Shirasaki, Nobutaka

    2018-06-01

    The probability distributions of total potential doses of disinfection byproducts and volatile organic compounds via ingestion, inhalation, and dermal exposure were estimated with Monte Carlo simulations, after conducting physiologically based pharmacokinetic model simulations to takes into account the differences in availability between the three exposures. If the criterion that the 95th percentile estimate equals the TDI (tolerable daily intake) is regarded as protecting the majority of a population, the drinking water criteria would be 140 (trichloromethane), 66 (bromodichloromethane), 157 (dibromochloromethane), 203 (tribromomethane), 140 (dichloroacetic acid), 78 (trichloroacetic acid), 6.55 (trichloroethylene, TCE), and 22 μg/L (perchloroethylene). The TCE criterion was lower than the Japanese Drinking Water Quality Standard (10 μg/L). The latter would allow the intake of 20% of the population to exceed the TDI. Indirect inhalation via evaporation from water, especially in bathrooms, was the major route of exposure to compounds other than haloacetic acids (HAAs) and accounted for 1.2-9 liter-equivalents/day for the median-exposure subpopulation. The ingestion of food was a major indirect route of exposure to HAAs. Contributions of direct water intake were not very different for trihalomethanes (30-45% of TDIs) and HAAs (45-52% of TDIs). Copyright © 2018 Elsevier Inc. All rights reserved.

  13. State commitment to public participation

    International Nuclear Information System (INIS)

    Baranski, S.C.; Serie, P.J.

    1989-01-01

    This paper discusses how New York's approach to developing a new low-level radioactive waste disposal facility demonstrates a commitment to responsibility for waste generated within its borders. There is a strong, legislated commitment to meeting federal milestones and starting from scratch to select a suitable site and disposal method. Equally strong is the state's commitment to meaningful public participation. A statewide program is underway, including public information and education and interactive techniques. The public participation program is fully integrated with the technical and policy activities of the New York State Low-Level Radioactive Waste Siting Commission at all levels. The program is designed to progressively tailor techniques and coverage to the steps in site and method selection, and will focus most intensively on the communities where four sites are selected for full characterization

  14. Quantification of the equivalence principle

    International Nuclear Information System (INIS)

    Epstein, K.J.

    1978-01-01

    Quantitative relationships illustrate Einstein's equivalence principle, relating it to Newton's ''fictitious'' forces arising from the use of noninertial frames, and to the form of the relativistic time dilatation in local Lorentz frames. The equivalence principle can be interpreted as the equivalence of general covariance to local Lorentz covariance, in a manner which is characteristic of Riemannian and pseudo-Riemannian geometries

  15. Marketing service relationships: the role of commitment

    NARCIS (Netherlands)

    Wetzels, M.G.M.; Ruyter, de J.C.; Birgelen, van M.

    1998-01-01

    As with all relationships, it is commonly agreed on that partners in business must have a high degree of commitment towards their relationship. If commitment is lacking, the relationship will soon come to an end. Affective commitment, that is commitment based on attraction between partners, is to be

  16. Pledges of Commitment and Cooperation in Partnerships

    Directory of Open Access Journals (Sweden)

    Lachlan Deer

    2016-01-01

    Full Text Available We use experimental methods to investigate whether pledges of commitment can improve cooperation in endogenously-formed partnerships facing a social dilemma. Treatments vary in terms of the individual’s: (1 opportunity to commit to their partner; (2 the cost of dissolving committed partnerships; and (3 the distribution of these dissolution costs between partners. Our findings show that pledges of commitment alone can increase cooperation and welfare in committed partnerships. The introduction of relatively large and equally split costs yields similar gains. In contrast, when costs to dissolve committed partnerships fall solely on the individual choosing to break up, pledges of commitment fail to improve cooperation and welfare.

  17. Factor analysis and Mokken scaling of the Organizational Commitment Questionnaire in nurses.

    Science.gov (United States)

    Al-Yami, M; Galdas, P; Watson, R

    2018-03-22

    To generate an Arabic version of the Organizational Commitment Questionnaire that would be easily understood by Arabic speakers and would be sensitive to Arabic culture. The nursing workforce in Saudi Arabia is undergoing a process of Saudization but there is a need to understand the factors that will help to retain this workforce. No organizational commitment tools exist in Arabic that are specifically designed for health organizations. An Arabic version of the organizational commitment tool could aid Arabic speaking employers to understand their employees' perceptions of their organizations. Translation and back-translation followed by factor analysis (principal components analysis and confirmatory factor analysis) to test the factorial validity and item response theory (Mokken scaling). A two-factor structure was obtained for the Organizational Commitment Questionnaire comprising Factor 1: Value commitment; and Factor 2: Commitment to stay with acceptable reliability measured by internal consistency. A Mokken scale was obtained including items from both factors showing a hierarchy of items running from commitment to the organization and commitment to self. This study shows that the Arabic version of the OCQ retained the established two-factor structure of the original English-language version. Although the two factors - 'value commitment' and 'commitment to stay' - repudiate the original developers' single factor claim. A useful insight into the structure of the Organizational Commitment Questionnaire has been obtained with the novel addition of a hierarchical scale. The Organizational Commitment Questionnaire is now ready to be used with nurses in the Arab speaking world and could be used a tool to measure the contemporary commitment of nursing employees and in future interventions aimed at increasing commitment and retention of valuable nursing staff. © 2018 International Council of Nurses.

  18. Evaluation of the dose committed as based on direct measurements with the Whole Body Counter

    International Nuclear Information System (INIS)

    Meladani, C.; Castellani, C.M.; Battisti, P.; Tarroni, G.

    1989-01-01

    During normal working activities or in accidental situations, when the introduction of radioactive gamma emitters is non-negligible amount, accurate determination of effective committed dose equivalent based on direct measurements of the internal contamination cannot be avoided. Internal contamination measurements carried out by Whole Body Counter and the application of dosimetric and metabolic models as proposed by ICRP Publication 30 allow the intakes and committed dose equivalents to be evaluated. This paper presents the evaluation methodologies of committed dose equivalent both for istantaneous and extended contaminations. Furthermore, some advice about useful, opportune modes and time uncertainties due to the application of generalized models to particular situations, are also reported. On the basis of the Chernobyl experience, the general criteria for the chice and size of homogeneous groups of individuals to be measured, are finally submitted with a view to collecting the necessary radiation protection information concerning contamination of a part or a whole population

  19. New recommendations for dose equivalent

    International Nuclear Information System (INIS)

    Bengtsson, G.

    1985-01-01

    In its report 39, the International Commission on Radiation Units and Measurements (ICRU), has defined four new quantities for the determination of dose equivalents from external sources: the ambient dose equivalent, the directional dose equivalent, the individual dose equivalent, penetrating and the individual dose equivalent, superficial. The rationale behind these concepts and their practical application are discussed. Reference is made to numerical values of these quantities which will be the subject of a coming publication from the International Commission on Radiological Protection, ICRP. (Author)

  20. The Factors of Strategic Leadership on Commitment: An Empirical Banking in Indonesia

    Directory of Open Access Journals (Sweden)

    Juliansyah Noor

    2013-12-01

    Full Text Available This research is aimed at obtaining information related to possibility whether organizational commitment is affected by training, organization culture, and ethical practice. The data which had been analyzed by multi regression analysis after all variables had been put into principal factor analysis. In this research employees were chosen as a unit analysis and 120 samples selected randomly.The result of this study shows that organization commitment is positively affected by training, organization culture and ethical practice. Implications of organization commitment might have been effected by training, organization culture and ethical practice as a strategic leadership.

  1. Pledges of commitment and cooperation in partnerships

    OpenAIRE

    Lachlan Deer; Ralph-C. Bayer

    2015-01-01

    We use experimental methods to investigate whether pledges of commitment can improve cooperation in endogenously-formed partnerships facing a social dilemma. Treatments vary in terms of the individual's: (1) opportunity to commit to their partner; (2) the cost of dissolving committed partnerships; and (3) the distribution of these dissolution costs between partners. Our findings show that pledges of commitment alone can increase cooperation and welfare in committed partnerships. The introduct...

  2. System equivalent model mixing

    Science.gov (United States)

    Klaassen, Steven W. B.; van der Seijs, Maarten V.; de Klerk, Dennis

    2018-05-01

    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. This model follows the dynamic behaviour of a predefined weighted master model. A large variety of applications can be thought of, such as the DoF-space expansion of relatively small experimental models using numerical models, or the blending of different models in the frequency spectrum. SEMM is outlined, both mathematically and conceptually, based on a notation commonly used in FBS. A critical physical interpretation of the theory is provided next, along with a comparison to similar techniques; namely DoF expansion techniques. SEMM's concept is further illustrated by means of a numerical example. It will become apparent that the basic method of SEMM has some shortcomings which warrant a few extensions to the method. One of the main applications is tested in a practical case, performed on a validated benchmark structure; it will emphasize the practicality of the method.

  3. 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.…

  4. Quality Improvement with Trustee Commitment.

    Science.gov (United States)

    Chaffee, Ellen Earle; Seymour, Daniel

    1991-01-01

    Total Quality Management is a comprehensive system for developing organizationwide participation in planning for and implementing continuous improvement in critical processes. In colleges, trustees can be central to the success of the method through their commitment and the development of supportive policy and procedures. (MSE)

  5. Commitment Profiles and Employee Turnover

    Science.gov (United States)

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

    2013-01-01

    We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

  6. When a Patient Commits Suicide.

    Science.gov (United States)

    Marshall, Karol A.

    1980-01-01

    Suicide is a tragic and upsetting event which sometimes occurs when a person is in some form of therapy. This paper advocates a process after a patient commits suicide which allows for a thorough and orderly working through of the event by involved treatment personnel. (Author)

  7. Cheat Sensitive Quantum Bit Commitment

    OpenAIRE

    Hardy, Lucien; Kent, Adrian

    1999-01-01

    We define cheat sensitive cryptographic protocols between mistrustful parties as protocols which guarantee that, if either cheats, the other has some nonzero probability of detecting the cheating. We give an example of an unconditionally secure cheat sensitive non-relativistic bit commitment protocol which uses quantum information to implement a task which is classically impossible; we also describe a simple relativistic protocol.

  8. Cheat sensitive quantum bit commitment.

    Science.gov (United States)

    Hardy, Lucien; Kent, Adrian

    2004-04-16

    We define cheat sensitive cryptographic protocols between mistrustful parties as protocols which guarantee that, if either cheats, the other has some nonzero probability of detecting the cheating. We describe an unconditionally secure cheat sensitive nonrelativistic bit commitment protocol which uses quantum information to implement a task which is classically impossible; we also describe a simple relativistic protocol.

  9. Parenting--Challenge and Commitment

    Science.gov (United States)

    Luckey, Eleanore Braun

    1973-01-01

    This is a revised version of the National Council on Family Relations Presidential address delivered November 3, 1972, Portland Oregon. This address concerned the new constitution and reorganization of N.C.F.R. and a plea for reexamination of the membership's commitment to family issues. (JC)

  10. 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…

  11. 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…

  12. 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,…

  13. 24-Hour Relativistic Bit Commitment.

    Science.gov (United States)

    Verbanis, Ephanielle; Martin, Anthony; Houlmann, Raphaël; Boso, Gianluca; Bussières, Félix; Zbinden, Hugo

    2016-09-30

    Bit commitment is a fundamental cryptographic primitive in which a party wishes to commit a secret bit to another party. Perfect security between mistrustful parties is unfortunately impossible to achieve through the asynchronous exchange of classical and quantum messages. Perfect security can nonetheless be achieved if each party splits into two agents exchanging classical information at times and locations satisfying strict relativistic constraints. A relativistic multiround protocol to achieve this was previously proposed and used to implement a 2-millisecond commitment time. Much longer durations were initially thought to be insecure, but recent theoretical progress showed that this is not so. In this Letter, we report on the implementation of a 24-hour bit commitment solely based on timed high-speed optical communication and fast data processing, with all agents located within the city of Geneva. This duration is more than 6 orders of magnitude longer than before, and we argue that it could be extended to one year and allow much more flexibility on the locations of the agents. Our implementation offers a practical and viable solution for use in applications such as digital signatures, secure voting and honesty-preserving auctions.

  14. 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.

  15. Committed effective dose from thoron daughters inhalation

    International Nuclear Information System (INIS)

    Campos, M.P.; Pecequilo, B.R.S.

    2000-01-01

    Mankind's interest in natural radiation exposure levels has increased over the past fifty years and it is now recognized that the most significant contributors to human irradiation by natural sources are the short-lived decay products of radon ( 222 Rn) and thoron ( 220 Rn). Despite the thoron short half-life of 55 s, effective dose from inhalation of thoron an its progeny ( 212 Pb and 212 Bi) must be considered, owing to the high thorium background in countries like Brazil, China and India, for example. The indoor committed effective dose was assessed by air sampling at the thorium purification plant and the nuclear materials storage site of the Instituto de Pesquisas Energeticas e Nucleares; Sao Paulo, Brazil. A total of 21 glass fiber filter samples was analyzed by high resolution gamma ray spectrometry in order to obtain the 212 Pb and 212 Bi activities. The equilibrium equivalent concentration (EEC) varied from 0.3 Bq/m 3 to 6.8 Bq/m 3 for the storage site air samples and from 9.9 Bq/m 3 to 249.8 Bq/m 3 for the thorium purification plant air samples. As retention studies indicate a biological half-life of a few hours inhaled thoron progeny in the human lungs, the main fraction of the potential alpha energy (PAEC) deposited is absorbed in the lungs, meaning negligible to the effective dose the contribution of the dose in other times. The committed effective dose due thoron progeny was performed by compartimental analysis following the ICRP 66 lung compartimental model and ICRP 67 lead compartimental model. The values obtained varied from 0.03 mSv/a to 0.67 mSv/a for the storage site air samples and from 0.12 mSv/a to 6.00 mSv/a for the thorium purification plant air samples. (author)

  16. The equivalence principle

    International Nuclear Information System (INIS)

    Smorodinskij, Ya.A.

    1980-01-01

    The prerelativistic history of the equivalence principle (EP) is presented briefly. Its role in history of the general relativity theory (G.R.T.) discovery is elucidated. A modern idea states that the ratio of inert and gravitational masses does not differ from 1 at least up to the 12 sign after comma. Attention is paid to the difference of the gravitational field from electromagnetic one. The difference is as follows, the energy of the gravitational field distributed in space is the source of the field. These fields always interact at superposition. Electromagnetic fields from different sources are put together. On the basis of EP it is established the Sun field interact with the Earth gravitational energy in the same way as with any other one. The latter proves the existence of gravitation of the very gravitational field to a heavy body. A problem on gyroscope movement in the Earth gravitational field is presented as a paradox. The calculation has shown that gyroscope at satellite makes a positive precession, and its axis turns in an angle equal to α during a turn of the satellite round the Earth, but because of the space curvature - into the angle two times larger than α. A resulting turn is equal to 3α. It is shown on the EP basis that the polarization plane in any coordinate system does not turn when the ray of light passes in the gravitational field. Together with the historical value of EP noted is the necessity to take into account the requirements claimed by the EP at description of the physical world

  17. Dose equivalent distributions in the AAEC total body nitrogen facility

    International Nuclear Information System (INIS)

    Allen, B.J.; Bailey, G.M.; McGregor, B.J.

    1985-01-01

    The incident neutron dose equivalent in the AAEC total body nitrogen facility is measured by a calibrated remmeter. Dose equivalent rates and distributions are calculated by Monte Carlo techniques which take account of the secondary neutron flux from the collimator. Experiment and calculation are found to be in satisfactory agreement. The effective dose equivalent per exposure is determined by weighting organ doses, and the potential detriment per exposure is calculated from ICRP risk factors

  18. Logically automorphically equivalent knowledge bases

    OpenAIRE

    Aladova, Elena; Plotkin, Tatjana

    2017-01-01

    Knowledge bases theory provide an important example of the field where applications of universal algebra and algebraic logic look very natural, and their interaction with practical problems arising in computer science might be very productive. In this paper we study the equivalence problem for knowledge bases. Our interest is to find out how the informational equivalence is related to the logical description of knowledge. Studying various equivalences of knowledge bases allows us to compare d...

  19. Changes in commitment to change among leaders in home help services.

    Science.gov (United States)

    Westerberg, Kristina; Tafvelin, Susanne

    2015-07-06

    The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

  20. 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

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

    OpenAIRE

    Ivan Canan; Gilberto de Andrade Martins; Patrícia Oda

    2016-01-01

    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 rela...

  2. Boards: Independent and Committed Directors?

    OpenAIRE

    Christophe Volonté

    2011-01-01

    Regulators, proxy advisors and shareholders are regularly calling for independent directors. However, at the same time, independent directors commonly engage in numerous outside activities potentially reducing their time and commitment with the particular firm. Using Tobin's Q as an approximation of market valuation and controlling for endogeneity, our empirical analysis reveals that neither is independence positively related to firm performance nor are outside activities negatively related t...

  3. 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…

  4. 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.

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

    African Journals Online (AJOL)

    understanding the concept of job insecurity as represented by two core ... commitment as a unidimensional construct based on employees' emotional .... outcomes such as increased job satisfaction, organisational commitment, motivation.

  6. Antecedents and Consequences of Affective Commitment

    NARCIS (Netherlands)

    Bloemer, J.M.M.; Odekerken-Schröder, G.J.

    2003-01-01

    The primary objective of this study is to assess the impact of three psychological antecedents (position involvement, volitional choice and informational complexity) on affective commitment in a financial service setting. Furthermore, this study addresses the consequences of affective commitment on

  7. SAPONIFICATION EQUIVALENT OF DASAMULA TAILA

    OpenAIRE

    Saxena, R. B.

    1994-01-01

    Saponification equivalent values of Dasamula taila are very useful for the technical and analytical work. It gives the mean molecular weight of the glycerides and acids present in Dasamula Taila. Saponification equivalent values of Dasamula taila are reported in different packings.

  8. Saponification equivalent of dasamula taila.

    Science.gov (United States)

    Saxena, R B

    1994-07-01

    Saponification equivalent values of Dasamula taila are very useful for the technical and analytical work. It gives the mean molecular weight of the glycerides and acids present in Dasamula Taila. Saponification equivalent values of Dasamula taila are reported in different packings.

  9. A study on lead equivalent

    International Nuclear Information System (INIS)

    Lin Guanxin

    1991-01-01

    A study on the rules in which the lead equivalent of lead glass changes with the energy of X rays or γ ray is described. The reason of this change is discussed and a new testing method of lead equivalent is suggested

  10. 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.

  11. Estimation of the uranium body radiation and the commitment dose from the results of the radio toxicological analysis of the urine

    International Nuclear Information System (INIS)

    Hirayama, Tomie

    1978-01-01

    The principal way of intake when individuals are accidentally exposed to the uranium compounds is the respiratory one. The deposition and clearance of the inhaled particles are influenced by the chemical, physical and biological characteristics of uranium. Kidney, lung and bones are the principal organs of deposition of absorbed uranium compounds, whose biological half-lives are approximately 6,62 ± 0,9 5 , 72,6 ± 2,2 and 322 ± 6 days respectively. An excretion function for the urinary pat radio toxicological urinalysis. This function is composed by three exponential terms, corresponding to the three organs of deposition. An estimation of the committed dose equivalent was carried out by utilizing: half-lives and the excreted, fraction suggested by I.C.R.F.; the average excreted fraction calculated from experimental data; half-life in the kidney and the fraction y u (1) excreted during the first day, experimentally determined; experimental half-lives in the kidney and lung and y u (1), and finally by utilizing all parameters of the individual, obtaining therefore, through this fifth determination a more reliable value of the committed dose equivalent in function of the particular metabolism of the individual. (author)

  12. 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...

  13. Commitment among Arab Adolescents in Israel.

    Science.gov (United States)

    Ben-Ari, Adital Tirosh; Azaiza, Faisal

    1998-01-01

    Examines 662 Arab adolescents' commitments to their own self-development, family, Arab people, and village along with the order in which these commitments are structured. Reveals that the two prevalent patterns of adolescent commitment, individualistic and collectivistic, demonstrate the adolescents' struggle with these value systems and the…

  14. 24 CFR 200.47 - Firm commitments.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Firm commitments. 200.47 Section 200.47 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Eligibility Requirements for Existing Projects Commitment Applications § 200.47 Firm commitments. A valid firm...

  15. 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...

  16. Determination of dose equivalent with tissue-equivalent proportional counters

    International Nuclear Information System (INIS)

    Dietze, G.; Schuhmacher, H.; Menzel, H.G.

    1989-01-01

    Low pressure tissue-equivalent proportional counters (TEPC) are instruments based on the cavity chamber principle and provide spectral information on the energy loss of single charged particles crossing the cavity. Hence such detectors measure absorbed dose or kerma and are able to provide estimates on radiation quality. During recent years TEPC based instruments have been developed for radiation protection applications in photon and neutron fields. This was mainly based on the expectation that the energy dependence of their dose equivalent response is smaller than that of other instruments in use. Recently, such instruments have been investigated by intercomparison measurements in various neutron and photon fields. Although their principles of measurements are more closely related to the definition of dose equivalent quantities than those of other existing dosemeters, there are distinct differences and limitations with respect to the irradiation geometry and the determination of the quality factor. The application of such instruments for measuring ambient dose equivalent is discussed. (author)

  17. [Experiencing familiar violence: men who commit violence against their mates].

    Science.gov (United States)

    Gomes, Nadirlene Pereira; Diniz, Normélia Maria Freire; Freire, Normélia Maria

    2005-01-01

    The aim of this study was to understand which elements are present on the construction of the identity of men who commit violence against their mates. This qualitative study took as theoretical reference the Social Representations. It was carried out on Calafate community, San Martin, Salvador, BA. Its population was composed by 7 men who committed violence against their mates. Semi-structured interview provided data, which was organized through Bardin's Content Analysis, specifically thematic analysis, in the axis Familiar Relation. The study enabled us to identify elements that interfere on the construction of the identity of men who commit violence against their mates. Its origin is in the familiar relationship, marked by factors as lack of dialogue and physical aggressions.

  18. Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

    Directory of Open Access Journals (Sweden)

    Nildes Raimunda Pitombo Leite

    2014-10-01

    Full Text Available This study compared two different structural models regarding the direct or mediation role satisfaction has in the prediction of commitment bond, in the context of a public and traditional Brazilian organization, the Military Police. A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10,052 surveyed workers. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. Content analysis and structural equation modeling (SEM were used in the analysis process. Evidence was found that satisfaction with relationships is an antecedent of commitment, which mediates its relationships with other variables, such as work and personal characteristics. Understanding the organization’s characteristics and the use of a substantial sample of its employees simultaneously allowed for testing complex structural models and investigating a labor segment that has been neglected by commitment research.

  19. What is correct: equivalent dose or dose equivalent

    International Nuclear Information System (INIS)

    Franic, Z.

    1994-01-01

    In Croatian language some physical quantities in radiation protection dosimetry have not precise names. Consequently, in practice either terms in English or mathematical formulas are used. The situation is even worse since the Croatian language only a limited number of textbooks, reference books and other papers are available. This paper compares the concept of ''dose equivalent'' as outlined in International Commission on Radiological Protection (ICRP) recommendations No. 26 and newest, conceptually different concept of ''equivalent dose'' which is introduced in ICRP 60. It was found out that Croatian terminology is both not uniform and unprecise. For the term ''dose equivalent'' was, under influence of Russian and Serbian languages, often used as term ''equivalent dose'' even from the point of view of ICRP 26 recommendations, which was not justified. Unfortunately, even now, in Croatia the legal unit still ''dose equivalent'' defined as in ICRP 26, but the term used for it is ''equivalent dose''. Therefore, in Croatian legislation a modified set of quantities introduced in ICRP 60, should be incorporated as soon as possible

  20. Commitment to self-rewards

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

    People often overcome self-control problems by promising to reward themselves for accomplishing a task. Such strategies based on self-administered rewards however require the person to believe that she would indeed deny herself the reward if she should fail to achieve the desired outcome. Drawing...... on Koszegi and Rabin's (2006) model of endogenous reference point formation, we show how a rational forward-looking individual can achieve such internal commitment. But our results also demonstrate the limitations of self regulation based on self-rewards....

  1. Commitment to Self-Rewards

    OpenAIRE

    Koch, Alexander K.; Nafziger, Julia

    2009-01-01

    Self-administered rewards are ubiquitous. They serve as incentives for personal accomplish¬ments and are widely recommended as tools for overcoming self-control problems. However, it seems puzzling why self-rewards can work: the prospect of a reward has a motivating force only if the threat of self-denial of the reward after low performance is credible. We explain how a rational forward-looking individual may achieve commitment to self-rewards, by applying Köszegi and Rabin's (2006) model of ...

  2. 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.

  3. The effect of occupational meaningfulness on occupational commitment

    Directory of Open Access Journals (Sweden)

    Itai Ivtzan

    2014-11-01

    Full Text Available Existing research lacks a scholarly consensus on how to define and validly measure ‘meaningful work’ (e.g., Rosso, Dekas & Wrzesniewski, 2010. The following correlational study highlights the value of investigating meaningfulness in the context of occupational commitment. The study hypothesizes that occupational commitment is positively correlated with occupational meaningfulness, where meaningfulness is defined as the extent to which people’s occupations contribute to personal meaning in life. One-hundred and fifty-six full-time office based UK workers completed an online questionnaire including 18 questions measuring levels of occupational commitment (Meyer, Allen & Smith, 1993, in addition to six novel items measuring occupational meaningfulness. The results supported the hypothesis and also showed that the affective sub-type of occupational commitment had the highest correlation with occupational meaningfulness. Such results exhibit the importance of finding meaning at work, as well as the relevance of this to one’s level of commitment to his or her job. This paper argues that individuals should consider OM before choosing to take a specific role, whereas organizations ought to consider the OM of their potential candidates before recruiting them into a role. Possible directions for future research directions are also discussed.

  4. 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.

  5. Organizational commitment and its impact on employees’ individual interactions

    Directory of Open Access Journals (Sweden)

    A.R. Dabir

    2017-01-01

    Full Text Available Organizational commitment is one of the most widely researched topics in the field of organizational behavior. The main objective of this study was to investigate the impact of organizational commitment on individual interactions which was conducted in Municipality of Karaj. To achieve this objective, the data was collected using the Standard questionnaires applying descriptive statistics and inferential statistical methods within the population consisted of 400 employees of Karaj municipality. The present research is a descriptive and co relational study and is of applied type. The results indicated that there is a significant relationship between the dimensions of employees’ individual interaction and organizational commitment in Karaj Municipality. Besides, correlation with other variables of individual engagement and commitment were not verified. At the end, it is suggested to Karaj Municipality that regarding human force as human capital and before recruiting and employment and maintenance, make attempt to identify internal and personality features of them to design required plans in the promotion of organization commitment and drive tomore exploitation.

  6. 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.

  7. 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.

  8. 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)

  9. Canada's commitment to nuclear technology

    International Nuclear Information System (INIS)

    Stewart, Murray J.

    1998-01-01

    This paper gives a broad update on all facets of the Canadian nuclear industry and demonstrates Canada's continuing commitment to nuclear technology. Canada has developed a global leadership position in nuclear technology for power generation, uranium production and isotope supply. This commitment is being further enhanced by successes in international markets with Candu technology, new uranium mine developments in our province of Saskatchewan, and expanding isotope capabilities including the construction of two new production reactors. Korea's economy is benefiting through collaboration with Canada's leading nuclear companies, both in Korea and Canada. These collaborations have the potential to expand considerably with the implementation of the Kyoto Framework Convention on Climate Change and the anticipated increased demand for new nuclear power generation installations in all major global markets. Much has been publicized about the situation surrounding Ontario Hydro Nuclear and its nuclear recovery program. This paper gives the background and highlights the actions within Ontario and Ontario Hydro designed to ensure the long term recovery of all twenty nuclear units in Ontario. The presentation at the conference will bring the audience completely up-to-date on recent events. (author)

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

    Science.gov (United States)

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

    2016-01-01

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

  11. 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).

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

    Science.gov (United States)

    Jones, Janice M

    2003-04-01

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

  13. 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.

  14. The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

    International Nuclear Information System (INIS)

    Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

    2006-01-01

    This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

  15. Evaluation of the effective dose equivalent to tbe public of Pavia after the Chernobyl nuclear accident

    International Nuclear Information System (INIS)

    Altieri, S.; Berzero, A.; Meloni, S.; Rosti, G.; Genova, N.

    1988-01-01

    The Chernobyl radionuclide monitoring campaign in air particulate and foodstuffs was carried out and continued up to June 1987. On the basis of collected data estimates of the collective effective dose equivalent commitment to the public of province of Pavia, by external irradiation or by inhalation, were carried out and are reported in the present paper

  16. 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,…

  17. 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.

  18. Symmetries of dynamically equivalent theories

    Energy Technology Data Exchange (ETDEWEB)

    Gitman, D.M.; Tyutin, I.V. [Sao Paulo Univ., SP (Brazil). Inst. de Fisica; Lebedev Physics Institute, Moscow (Russian Federation)

    2006-03-15

    A natural and very important development of constrained system theory is a detail study of the relation between the constraint structure in the Hamiltonian formulation with specific features of the theory in the Lagrangian formulation, especially the relation between the constraint structure with the symmetries of the Lagrangian action. An important preliminary step in this direction is a strict demonstration, and this is the aim of the present article, that the symmetry structures of the Hamiltonian action and of the Lagrangian action are the same. This proved, it is sufficient to consider the symmetry structure of the Hamiltonian action. The latter problem is, in some sense, simpler because the Hamiltonian action is a first-order action. At the same time, the study of the symmetry of the Hamiltonian action naturally involves Hamiltonian constraints as basic objects. One can see that the Lagrangian and Hamiltonian actions are dynamically equivalent. This is why, in the present article, we consider from the very beginning a more general problem: how the symmetry structures of dynamically equivalent actions are related. First, we present some necessary notions and relations concerning infinitesimal symmetries in general, as well as a strict definition of dynamically equivalent actions. Finally, we demonstrate that there exists an isomorphism between classes of equivalent symmetries of dynamically equivalent actions. (author)

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

    OpenAIRE

    Jain, Ajay Kumar; Giga, Sabir; Cooper, Cary

    2013-01-01

    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, ...

  20. 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.

  1. 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.

  2. 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.

  3. Matching of equivalent field regions

    DEFF Research Database (Denmark)

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

    2005-01-01

    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...... 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...... 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...

  4. 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...

  5. Family Commitment and Work Characteristics among Pharmacists.

    Science.gov (United States)

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

    2015-12-17

    Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse's family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants' mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males ( p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment ( p 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.

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

    African Journals Online (AJOL)

    Information Impact: Journal of Information and Knowledge Management ... Work engagement, organizational commitment and self-efficacy will create a positive ... effective training, counseling, effective communication and leadership skills.

  7. 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.

  8. 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...

  9. Teleparallel equivalent of Lovelock gravity

    Science.gov (United States)

    González, P. A.; Vásquez, Yerko

    2015-12-01

    There is a growing interest in modified gravity theories based on torsion, as these theories exhibit interesting cosmological implications. In this work inspired by the teleparallel formulation of general relativity, we present its extension to Lovelock gravity known as the most natural extension of general relativity in higher-dimensional space-times. First, we review the teleparallel equivalent of general relativity and Gauss-Bonnet gravity, and then we construct the teleparallel equivalent of Lovelock gravity. In order to achieve this goal, we use the vielbein and the connection without imposing the Weitzenböck connection. Then, we extract the teleparallel formulation of the theory by setting the curvature to null.

  10. Attainment of radiation equivalency principle

    International Nuclear Information System (INIS)

    Shmelev, A.N.; Apseh, V.A.

    2004-01-01

    Problems connected with the prospects for long-term development of the nuclear energetics are discussed. Basic principles of the future large-scale nuclear energetics are listed, primary attention is the safety of radioactive waste management of nuclear energetics. The radiation equivalence principle means close of fuel cycle and management of nuclear materials transportation with low losses on spent fuel and waste processing. Two aspects are considered: radiation equivalence in global and local aspects. The necessity of looking for other strategies of fuel cycle management in full-scale nuclear energy on radioactive waste management is supported [ru

  11. Committed, engaged e applied anthropology - Committed, engaged and applied anthropology

    Directory of Open Access Journals (Sweden)

    Antonio Luigi Palmisano

    2014-11-01

    Full Text Available Anthropology has become very popular over the past decades. We have witnessed a proliferation of anthropologists and anthropologies but the theoretical debate and the epistemological reflection of the discipline have come to a full stop. It seems that anthropology has reduced itself to a tekhne among many others, characterizing itself – according to the author – as «Atlantic anthropology», a protocolar anthropology in thrall to the dominating ideologies of the financial markets. The renewed discussion on the concepts of development and cooperation – concepts which have deeply marked the past three decades of social sciences and the current crystallization of anthropology – that is of contemporary economy, represents an opportunity to revivify and deepen the impact of anthropological theory. It is an epistemological and political impact with remarkable social and scientific consequences which is mostly detectable in one of the declinations of anthropology, i.e. applied anthropology, when and if intended as committed anthropology that founds its methodology and its way of being on fieldwork: a continuous dialogue with “alterity” in which the only thinkable “alienity” is represented by the tekhne and by the financial markets which support and promulgate it as omnipresent and almighty verbum.

  12. 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.

  13. The equivalence principle in a quantum world

    DEFF Research Database (Denmark)

    Bjerrum-Bohr, N. Emil J.; Donoghue, John F.; El-Menoufi, Basem Kamal

    2015-01-01

    the energy is small, we now have the tools to address this conflict explicitly. Despite the violation of some classical concepts, the EP continues to provide the core of the quantum gravity framework through the symmetry - general coordinate invariance - that is used to organize the effective field theory......We show how modern methods can be applied to quantum gravity at low energy. We test how quantum corrections challenge the classical framework behind the equivalence principle (EP), for instance through introduction of nonlocality from quantum physics, embodied in the uncertainty principle. When...

  14. 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.

  15. 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...

  16. INPO and the industry: a commitment to excellence

    International Nuclear Information System (INIS)

    Colvin, J.F.

    1985-01-01

    Utilities in the United States have undergone major changes in their attitudes and methods of operating nuclear stations in the 6 yr since the accident at Three Mile Island. These changes reflect a strong commitment by the US utility industry to excellence in nuclear plant operations. Fundamental in this commitment was the formation of the Institute of Nuclear Power Operations (INPO), an organization created by the industry in the United States to serve as a focus and catalyst for these changes. With membership in INPO, nuclear utilities make a commitment to strive for excellence in the construction and operation of their nuclear plants. INPO has programs to help utilities in their efforts to achieve excellence. The most visible are the INPO evaluation programs. By the end of 1985, INPO will have evaluated most operating plants at least four times. Construction project evaluations are also being conducted. Twenty-one construction evaluations will have been conducted by the end of the year. Through each of its programs, INPO seeks to promote excellence and to help those operating and building nuclear plants in their commitment to excellence

  17. 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.

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

    OpenAIRE

    Ismail, Suhaiza

    2015-01-01

    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 re...

  19. Host-country policy – commitment or no-commitment: a theoretical analysis

    NARCIS (Netherlands)

    Mukherjee, A.

    2000-01-01

    This paper develops a model of foreign entry strategy and examines welfare of the host-country under two situations - (i) where host-country government commits to the tax policy, (ii) where host-country government does not commit to the tax policy. It turns out that under the non-committed

  20. 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…

  1. 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…

  2. 7 CFR 3550.70 - Conditional commitments.

    Science.gov (United States)

    2010-01-01

    ..., dealer-contractor, or seller must: (1) Have an adequate ownership interest in the property, as defined in... approval of an affirmative marketing plan. (b) Limitations. Conditional commitments for new or... as bad weather, materials shortages, or marketing difficulties. Conditional commitments may be...

  3. 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…

  4. On Entry Deterrence and Imperfectly Observable Commitment

    DEFF Research Database (Denmark)

    Poulsen, Anders

    2001-01-01

    We analyse a simple entry-deterrence game, where a `Potential Intruder' only imperfectly observes the decision of an `Incumbent' to commit or to not commit to fight any entry by the Potential Intruder. Our game generalises the one studied in Bonanno (1992) by allowing for a richer information tec...

  5. Juvenile Court Commitment Rates: The National Picture.

    Science.gov (United States)

    Sosin, Michael

    There is less geographic variation in the commitment rate of juvenile offenders than is commonly assumed. Apparently, judges across the country develop a similar standard of what percentage of youths they face should be committed. This standard may be similar across the country because it represents broadly shared ideals. However, there is much…

  6. Education on the Internet: Anonymity vs. Commitment.

    Science.gov (United States)

    Dreyfus, Hubert L.

    1998-01-01

    Argues that learning a skill requires the kind of commitment which is undermined by the Press (the Public) and the Internet, citing Soren Kierkegaard's "The Present Age", and states that learning by apprenticeship is impossible in cyberspace. Includes: aesthetic sphere--commitment to the enjoyment of sheer information; ethical…

  7. The Behavioral Expression of Organizational Commitment.

    Science.gov (United States)

    Randall, Donna M.; And Others

    1990-01-01

    Explored within empirical study context complexity of organizational commitment construct and respondent-generated behavioral manifestations of job attitude among plant workers (N=156). Found each commitment dimension related differently to work outcomes and that none of the dimensions was able to predict absenteeism or tardiness. (Author/CM)

  8. 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. 

  9. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    Science.gov (United States)

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

  10. AGENCY CONTRIBUTION IN ACHIEVING TEMPORARY AGENCY WORKERS’ ORGANIZATIONAL COMMITMENT: A STUDY IN ABC (PVT LTD

    Directory of Open Access Journals (Sweden)

    T.G.T.N Perera

    2017-12-01

    Full Text Available Temporary agency workers are coming under non-standard employments, who have temporary attachment to the working organization. With dynamic business environment and flexible work arrangements, temporary agency employments are also emerged in Sri Lanka. Temporary agency workers are dual committed employees. However, with this dual commitment, organizations face issues in achieving temporary agency workers’ commitment due to low attention of agencies to temporary agency workers. Even though the Client organization provides due attention to temporary agency workers, they fail to receive due commitment due to the lack of attention from agency to temporary agency workers. This study was conducted to identify the agency related factors affecting temporary agency workers’ commitment. This was carried out as a cross sectional field study with a sample of 93 workers from temporary agency works in the ABC (pvt ltd. 93 temporary agency workers were selected as sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, Simple ranking, Factor analysis, ANOVA and Independent Sample T-Test technique were performed to analyze data. No of Temporary workers to supervisor (temp to consult ratio is the most influencing factor of temporary agency workers’ commitment in agency context. Job satisfaction, agency support, side bets, interactional justice, lack of alternative employments, procedural justice, distributive justice, reciprocity norm acceptance, socialization, breach of psychological contract, lack of skill transferability are the other factors, which are ordered from most influencing factor to less affecting factor to workers’ organizational commitment . Findings revealed that eleven out of thirteen factors are job related factors, other two are organization related and person related factors. Most client companies provide their attention, while agencies fail to provide

  11. 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.

  12. Population dose commitments due to radioactive releases from nuclear power plant sites in 1975

    International Nuclear Information System (INIS)

    Baker, D.A.; Soldat, J.K.; Watson, E.C.

    1977-10-01

    Population radiation dose commitments were estimated from reported radionuclide releases from commercial power reactors operating during 1975. Fifty-year dose commitments from one year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each site. Results are given in the form of tables giving 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 the 2 to 80-km region 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 750 person-rem to a low of 0.008 person-rem with an arithmetic mean of 34 person-rem

  13. 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.

  14. Investigating the effect of work life quality and social capital on the organizational commitment

    Directory of Open Access Journals (Sweden)

    Mahmood Reza Esmeili

    2014-08-01

    Full Text Available This paper studies the work life quality and social capital on the organizational commitment. The primary objective of this research is to identify the effect of the quality of Work Life and social capital on the organizational commitment. The study has accomplished among 240 out of 900 employees of tax affairs organization in Lorestan province. To achieve our goal, nine hypotheses were examined. There are three questionnaires including the quality of work life, social capital, and the organizational commitment. Using structural equation modeling, the study has confirmed that there was a meaningful relationship between the variables of the quality of work life with social capital and organizational commitment; namely affective, continuous, normative. In addition, there is a meaningful relationship between the variable social capital with organizational commitment including affective, continuous, and normative.

  15. Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Zoran Sušanj

    2012-12-01

    Full Text Available This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated that perceived supervisors active leadership styles are positively linked, and have both, direct and indirect effects on employees' organizational commitment. Perceived passive/avoiding leadership styles do not have any effect on organizational justice, job satisfaction and organizational commitment. Employees' job satisfaction depends directly on the level of organizational justice being perceived by the employees. Job satisfaction also significantly contributes to organizational commitment. Implications of the results concerning job and organizational attitudes are discussed, and suggestions for managing human resources are given.

  16. An examination of the role of perceived support and employee commitment in employee-customer encounters.

    Science.gov (United States)

    Vandenberghe, Christian; Bentein, Kathleen; Michon, Richard; Chebat, Jean-Charles; Tremblay, Michel; Fils, Jean-François

    2007-07-01

    The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a sample of matched employee-customer data (N = 133), hierarchical linear modeling analyses revealed that perceived organizational support had both a unit-level and an employee-level effect on 1 dimension of service quality: helping behavior. Contrary to affective organizational commitment, affective commitment to customers enhanced service quality. The 2 sub-dimensions of continuance commitment to the organization--perceived high sacrifice and perceived lack of alternatives--exerted effects opposite in sign: The former fostered service quality, whereas the latter reduced it. The implications of these findings are discussed within the context of research on employee-customer encounters.

  17. Organizational culture and organizational commitment: Serbian case

    Directory of Open Access Journals (Sweden)

    Mitić Siniša

    2016-01-01

    Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

  18. [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

  19. 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

  20. 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.

  1. The Source Equivalence Acceleration Method

    International Nuclear Information System (INIS)

    Everson, Matthew S.; Forget, Benoit

    2015-01-01

    Highlights: • We present a new acceleration method, the Source Equivalence Acceleration Method. • SEAM forms an equivalent coarse group problem for any spatial method. • Equivalence is also formed across different spatial methods and angular quadratures. • Testing is conducted using OpenMOC and performance is compared with CMFD. • Results show that SEAM is preferable for very expensive transport calculations. - Abstract: Fine-group whole-core reactor analysis remains one of the long sought goals of the reactor physics community. Such a detailed analysis is typically too computationally expensive to be realized on anything except the largest of supercomputers. Recondensation using the Discrete Generalized Multigroup (DGM) method, though, offers a relatively cheap alternative to solving the fine group transport problem. DGM, however, suffered from inconsistencies when applied to high-order spatial methods. While an exact spatial recondensation method was developed and provided full spatial consistency with the fine group problem, this approach substantially increased memory requirements for realistic problems. The method described in this paper, called the Source Equivalence Acceleration Method (SEAM), forms a coarse-group problem which preserves the fine-group problem even when using higher order spatial methods. SEAM allows recondensation to converge to the fine-group solution with minimal memory requirements and little additional overhead. This method also provides for consistency when using different spatial methods and angular quadratures between the coarse group and fine group problems. SEAM was implemented in OpenMOC, a 2D MOC code developed at MIT, and its performance tested against Coarse Mesh Finite Difference (CMFD) acceleration on the C5G7 benchmark problem and on a 361 group version of the problem. For extremely expensive transport calculations, SEAM was able to outperform CMFD, resulting in speed-ups of 20–45 relative to the normal power

  2. Organics.

    Science.gov (United States)

    Chian, Edward S. K.; DeWalle, Foppe B.

    1978-01-01

    Presents water analysis literature for 1978. This review is concerned with organics, and it covers: (1) detergents and surfactants; (2) aliphatic and aromatic hydrocarbons; (3) pesticides and chlorinated hydrocarbons; and (4) naturally occurring organics. A list of 208 references is also presented. (HM)

  3. 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…

  4. 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.

  5. Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study

    Directory of Open Access Journals (Sweden)

    Leticia Gomes Maia

    2015-07-01

    Full Text Available The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were different according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings.

  6. Studying the impact of the organizational commitment on the job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiei

    2014-08-01

    Full Text Available Success of any organization depends on the performance of its employees. Enhancing organizational commitment among employees is an important aspect to perform better. The purpose of this study is to examine the effect of three components of organizational commitment; namely Affective, Continuance and Normative commitment, on employee’s performance. The study is applied among 244 employees of Cooperatives, Labor and Social Welfare department of Markazi Province using a single-stage cluster sampling. The study uses a standard questionnaire for organizational commitment developed by Allen and Meyer and job performance questionnaire developed by Patterson were used to gather data. Structural equations modeling (SEM technique has been used for data analysis. The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. In addition, the study also showed that all three dimensions of organizational commitment, Affective, continuance, and normative commitment, had a positive significant effect on the job performance. From the findings, it has been proved that job performance was strongly associated with employee's commitment.

  7. 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.

  8. Equivalent nozzle in thermomechanical problems

    International Nuclear Information System (INIS)

    Cesari, F.

    1977-01-01

    When analyzing nuclear vessels, it is most important to study the behavior of the nozzle cylinder-cylinder intersection. For the elastic field, this analysis in three dimensions is quite easy using the method of finite elements. The same analysis in the non-linear field becomes difficult for designs in 3-D. It is therefore necessary to resolve a nozzle in two dimensions equivalent to a 3-D nozzle. The purpose of the present work is to find an equivalent nozzle both with a mechanical and thermal load. This has been achieved by the analysis in three dimensions of a nozzle and a nozzle cylinder-sphere intersection, of a different radius. The equivalent nozzle will be a nozzle with a sphere radius in a given ratio to the radius of a cylinder; thus, the maximum equivalent stress is the same in both 2-D and 3-D. The nozzle examined derived from the intersection of a cylindrical vessel of radius R=191.4 mm and thickness T=6.7 mm with a cylindrical nozzle of radius r=24.675 mm and thickness t=1.350 mm, for which the experimental results for an internal pressure load are known. The structure was subdivided into 96 finite, three-dimensional and isoparametric elements with 60 degrees of freedom and 661 total nodes. Both the analysis with a mechanical load as well as the analysis with a thermal load were carried out on this structure according to the Bersafe system. The thermal load consisted of a transient typical of an accident occurring in a sodium-cooled fast reactor, with a peak of the temperature (540 0 C) for the sodium inside the vessel with an insulating argon temperature constant at 525 0 C. The maximum value of the equivalent tension was found in the internal area at the union towards the vessel side. The analysis of the nozzle in 2-D consists in schematizing the structure as a cylinder-sphere intersection, where the sphere has a given relation to the

  9. 21 CFR 26.9 - Equivalence determination.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Equivalence determination. 26.9 Section 26.9 Food... Specific Sector Provisions for Pharmaceutical Good Manufacturing Practices § 26.9 Equivalence determination... document insufficient evidence of equivalence, lack of opportunity to assess equivalence or a determination...

  10. Information Leakage from Logically Equivalent Frames

    Science.gov (United States)

    Sher, Shlomi; McKenzie, Craig R. M.

    2006-01-01

    Framing effects are said to occur when equivalent frames lead to different choices. However, the equivalence in question has been incompletely conceptualized. In a new normative analysis of framing effects, we complete the conceptualization by introducing the notion of information equivalence. Information equivalence obtains when no…

  11. Wijsman Orlicz Asymptotically Ideal -Statistical Equivalent Sequences

    Directory of Open Access Journals (Sweden)

    Bipan Hazarika

    2013-01-01

    in Wijsman sense and present some definitions which are the natural combination of the definition of asymptotic equivalence, statistical equivalent, -statistical equivalent sequences in Wijsman sense. Finally, we introduce the notion of Cesaro Orlicz asymptotically -equivalent sequences in Wijsman sense and establish their relationship with other classes.

  12. 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.

  13. Getting to Zero: Goal Commitment to Reduce Blood Stream Infections.

    Science.gov (United States)

    McAlearney, Ann Scheck; Hefner, Jennifer L

    2016-08-01

    While preventing health care-associated infections (HAIs) can save lives and reduce health care costs, efforts designed to eliminate HAIs have had mixed results. Variability in contextual factors such as work culture and management practices has been suggested as a potential explanation for inconsistent results across organizations and interventions. We examine goal-setting as a factor contributing to program outcomes in eight hospitals focused on preventing central line-associated bloodstream infections (CLABSIs). We conducted qualitative case studies to compare higher- and lower-performing hospitals, and explored differences in contextual factors that might contribute to performance variation. We present a goal commitment framework that characterizes factors associated with successful CLABSI program outcomes. Across 194 key informant interviews, internal and external moderators and characteristics of the goal itself differentiated actors' goal commitment at higher- versus lower-performing hospitals. Our findings have implications for organizations struggling to prevent HAIs, as well as informing the broader goal commitment literature. © The Author(s) 2015.

  14. 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.

  15. Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers. Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios

    OpenAIRE

    Li, Yongzhan

    2013-01-01

    Organizational commitment is widely considered in the management and behavioral science literature as a key factor in the relationship between organizations and individuals (Mirza, Redzuan, Hamsan, & Shahrimin, 2012). According to Meyer and Allen (1991), organizational commitment comprises three types of commitment: affective, continuance and normative commitment.As a consequence, organizational commitment has been found to be predicted by quite a few of organizational variables. Of all the i...

  16. The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Masoomeh Saadati

    2016-04-01

    Full Text Available Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale, and organizational commitment (Meyer and Allen questionnaire and job satisfaction (Saneie scale were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively. Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment. Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.

  17. Measurement equivalence of patient safety climate in Chinese hospitals: can we compare across physicians and nurses?

    Science.gov (United States)

    Zhu, Junya

    2018-06-11

    Self-report instruments have been widely used to better understand variations in patient safety climate between physicians and nurses. Research is needed to determine whether differences in patient safety climate reflect true differences in the underlying concepts. This is known as measurement equivalence, which is a prerequisite for meaningful group comparisons. This study aims to examine the degree of measurement equivalence of the responses to a patient safety climate survey of Chinese hospitals and to demonstrate how the measurement equivalence method can be applied to self-report climate surveys for patient safety research. Using data from the Chinese Hospital Survey of Patient Safety Climate from six Chinese hospitals in 2011, we constructed two groups: physicians and nurses (346 per group). We used multiple-group confirmatory factor analyses to examine progressively more stringent restrictions for measurement equivalence. We identified weak factorial equivalence across the two groups. Strong factorial equivalence was found for Organizational Learning, Unit Management Support for Safety, Adequacy of Safety Arrangements, Institutional Commitment to Safety, Error Reporting and Teamwork. Strong factorial equivalence, however, was not found for Safety System, Communication and Peer Support and Staffing. Nevertheless, further analyses suggested that nonequivalence did not meaningfully affect the conclusions regarding physician-nurse differences in patient safety climate. Our results provide evidence of at least partial equivalence of the survey responses between nurses and physicians, supporting mean comparisons of its constructs between the two groups. The measurement equivalence approach is essential to ensure that conclusions about group differences are valid.

  18. Syncrude's commitment to Aboriginal development

    International Nuclear Information System (INIS)

    Loader, R. K.

    1999-01-01

    Syncrude's program designed to maintain good relations with Aboriginal communities in all areas where Syncrude operation impact upon Aboriginal peoples and their traditional ways of life are described. The program extends from employment through education to business and community development, the preservation of traditional lifestyles, and the protection of the environment. As examples, some 13 per cent of Syncrude's workforce is made up of Aboriginal people, at an average annual salary of $58,000. The company offers $ 2,000 each, specifically to Aboriginal persons, wanting to further their education particularly in disciplines related to oil sands. A five-year $ 500,000 program has been established by Syncrude at the University of Alberta specifically for Aboriginal people to pursue careers in engineering, medicine , education and business. Other career programs are also offered through Keyano College, Athabasca University and the Northern Alberta Development Council, and there is a strong commitment by the company to encouraging adults to go back to school and for kids to stay in school. Last year the company spent $ 54 million with Aboriginal-owned and operated businesses; the company also support several programs to foster the appreciation of Aboriginal culture not only in Alberta but throughout the country. Environment is the fifth and final element of the Aboriginal Development Program. It involves consultation and working with local communities on environmental matters involving issues ranging from land reclamation to emission reduction. Some six million dollars are spent annually on reclaiming land and reintroducing native animal and plant species wherever possible. An outstanding example of this is the Wood Bison Trail on 210 hectares of reclaimed land managed by the Fort McKay First Nations. It is readily acknowledged that dealing with Aboriginal concerns has not been an easy road to travel and that there are still many things to do. Nevertheless, there

  19. Collective dose commitments from nuclear power programmes

    International Nuclear Information System (INIS)

    Beninson, D.

    1977-01-01

    The concepts of collective dose and collective dose commitment are discussed, particularly regarding their use to compare the relative importance of the exposure from several radiation sources and to predict future annual doses from a continuing practice. The collective dose commitment contributions from occupational exposure and population exposure due to the different components of the nuclear power fuel cycle are evaluated. A special discussion is devoted to exposures delivered over a very long time by released radionuclides of long half-lives and to the use of the incomplete collective dose commitment. The maximum future annual ''per caput'' doses from present and projected nuclear power programmes are estimated

  20. Does Group-Level Commitment Predict Employee Well-Being?

    DEFF Research Database (Denmark)

    Clausen, Thomas; Christensen, Karl Bang; Nielsen, Karina

    2015-01-01

    OBJECTIVE: To investigate the links between group-level affective organizational commitment (AOC) and individual-level psychological well-being, self-reported sickness absence, and sleep disturbances. METHODS: A total of 5085 care workers from 301 workgroups in the Danish eldercare services parti...... disturbances (T2) were partially mediated by individual-level AOC (T1). CONCLUSIONS: Group-level AOC is an important predictor of employee well-being in contemporary health care organizations.......OBJECTIVE: To investigate the links between group-level affective organizational commitment (AOC) and individual-level psychological well-being, self-reported sickness absence, and sleep disturbances. METHODS: A total of 5085 care workers from 301 workgroups in the Danish eldercare services...

  1. 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.

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

    DEFF Research Database (Denmark)

    Madsen, Christian Uhrenholdt; Hasle, Peter

    2017-01-01

    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...... of the ‘traditional’ approach to work environment management and the logic of commitment as the human resource informed approach. Through a side-by-side comparison of key characteristics, we analyze the two ideal types as instantiations of institutional orders on the societal level with the compliance logic being...... 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....

  3. 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.

  4. 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.

  5. 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.

  6. THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

    Directory of Open Access Journals (Sweden)

    CENGİZ DEMİR

    2013-06-01

    Full Text Available Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This study composed of two main parts. The first part consists of theoretical framework which explains organizational culture and commitment’s relationship. The second part is devoted to empirical analysis. Survey study was made in this part which held on 189 employees in the province of İzmir.

  7. An Examination of Human Resource Management Practices’ Influence on Organizational Commitment and Entrenchment

    Directory of Open Access Journals (Sweden)

    Alba Couto Falcão Scheible

    2013-01-01

    Full Text Available This study sought to understand how the employee perceptions of human resource management practices influence both organizational affective commitment and entrenchment. It represents advancement towardsdiscriminant validity of such linkages that develop between individuals and the organizations they work for. A survey of 307 participants was conducted in an Information Technology company in Brazil. It was found that affective commitment has a strong and positive relationship with perceptions of HRM practices, while entrenchment is also related, but in a very weak fashion. Training and development practices showed better fit with the expected results of such practices in the organization studied, strongly affecting commitment, but not enhancing entrenchment. Even if not generalizable, these results strengthen the research stream that defends that commitment and entrenchment are separate constructs.

  8. Mixed field dose equivalent measuring instruments

    International Nuclear Information System (INIS)

    Brackenbush, L.W.; McDonald, J.C.; Endres, G.W.R.; Quam, W.

    1985-01-01

    In the past, separate instruments have been used to monitor dose equivalent from neutrons and gamma rays. It has been demonstrated that it is now possible to measure simultaneously neutron and gamma dose with a single instrument, the tissue equivalent proportional counter (TEPC). With appropriate algorithms dose equivalent can also be determined from the TEPC. A simple ''pocket rem meter'' for measuring neutron dose equivalent has already been developed. Improved algorithms for determining dose equivalent for mixed fields are presented. (author)

  9. Organizations

    DEFF Research Database (Denmark)

    Hatch, Mary Jo

    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......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...... 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....

  10. The Impact of Corporate Social Responsibility Perception on The Job Satisfaction and Organizational Commitment

    OpenAIRE

    Mehmet Arcan TUZCU

    2014-01-01

    Corporate social responsibility activities influence the stakeholders in the first place, hence the employees, one of the vital stakeholders of the organizations. Social responsibility activities can have a direct effect on the job satisfaction and organizational commitment of employees. This paper investigates the employees’ perception on corporate social responsibility, and examines the effect of this perception on organizational commitment and job satisfaction. Hence, the individual factor...

  11. Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

    OpenAIRE

    Zoran Sušanj; Ana Jakopec

    2012-01-01

    This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding) leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated th...

  12. Derived equivalences for group rings

    CERN Document Server

    König, Steffen

    1998-01-01

    A self-contained introduction is given to J. Rickard's Morita theory for derived module categories and its recent applications in representation theory of finite groups. In particular, Broué's conjecture is discussed, giving a structural explanation for relations between the p-modular character table of a finite group and that of its "p-local structure". The book is addressed to researchers or graduate students and can serve as material for a seminar. It surveys the current state of the field, and it also provides a "user's guide" to derived equivalences and tilting complexes. Results and proofs are presented in the generality needed for group theoretic applications.

  13. Green Suppliers Network Supply Chain Commitment Form

    Science.gov (United States)

    Online form to show your company desires to be a Green Suppliers Network supply chain. Expresses an intent to: commit to engage at least five suppliers to complete an assessment process within a 12-month period and more.

  14. Organisational commitment and responses to planned ...

    African Journals Online (AJOL)

    Southern African Business Review Volume 15 Number 3 2011 ... This type of change is said to address surface-level issues and avoids threats to deep- .... instrumentality, and commitment to the organisation based on moral attachment by.

  15. Identification of Determinants of Organizational Commitment and ...

    African Journals Online (AJOL)

    commitment. In this setting, factors such as the loyalty employees feel are based on a .... Organizational structure characteristics like size span of control, .... working environment (ii) Tools and equipment (iii) Working methods (iv) Security.

  16. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    and work experience with job satisfaction. ... were more likely to perceive the appraisal as unfair and inappropriate (Desai and ... Working freedom, salary and fringe benefits are the major factors ..... Men, women and attitudinal commitment:.

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

    African Journals Online (AJOL)

    Work engagement, organizational commitment and self-efficacy will create a positive attitude in records ... counseling, effective communication and leadership skills. This study therefore ...... self-efficacy and self-esteem: Toward theoretical and ...

  18. 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.

  19. Gauging the Commitment of Clandestine Group Members

    National Research Council Canada - National Science Library

    Downs, Doneda D

    2006-01-01

    .... Until a few years ago, most research on individual commitment and organizational cohesion has been based primarily on questionnaires and open observations on groups that desire to be understood...

  20. Third age university, social and institucional commitment

    Directory of Open Access Journals (Sweden)

    Flora Moritz da Silva

    2017-12-01

    Full Text Available This article brings reflections on the social commitment of permanent education programs for the elderly, at the universities, in the face of their institutional commitment to the plans. It was possible to rescue the responsibility concepts, social commitment and identify the elderly in the university, within the federal legislation, through bibliographical and documentary research. There was a survey of permanent education programs with at least 20 years, in 2016. It was carried out for the elderly in the 63 Brazilian Federal, and Public Universities and 17 cases were found. Thus, nine Pro-Rectors of Extension and a Unit Director accepted to participate in interviews by Skype or telephone, in the second semester of 2016, fulfilling the objective of describing the university authorities’ vision on the type of institutional support for such programs’ operation. Although it is possible to realize their relevance to the environment and the university, the institutional commitment is still far short of what is necessary.

  1. 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…

  2. 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...

  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. Interactions of Reduced Deforestation and the Carbon Market: The Role of Market Regulations and Future Commitments

    OpenAIRE

    Anger, Niels; Dixon, Alistair; Livengood, Erich

    2009-01-01

    Reducing emissions from deforestation and degradation (REDD) has been proposed as a potentially inexpensive and plentiful source of emission abatement to supplement other longterm climate policies. However, critics doubt that REDD credits are environmentally equivalent to domestic emission reductions, and suggest an excess supply may disrupt carbon markets. In this context, we investigate the economic implications of emissions market regulations and future emissions reduction commitments, as ...

  5. COMMITMENT A Psychological Tie and Moral Value

    Science.gov (United States)

    2017-04-01

    Research When I think of commitment, it is a feeling and an action with a strong moral component. However, as I began researching commitment it became...characteristics of “being committed” must be independent of behavior. One mechanism of doing this is through the analysis of bargaining and side bets .27...Becker uses Schelling’s example of bargaining to buy a house to explain side bets . In this scenario, you offer $16,000, but the seller counters with

  6. Quantum bit commitment with misaligned reference frames

    International Nuclear Information System (INIS)

    Harrow, Aram; Oliveira, Roberto; Terhal, Barbara M.

    2006-01-01

    Suppose that Alice and Bob define their coordinate axes differently, and the change of reference frame between them is given by a probability distribution μ over SO(3). We show that this uncertainty of reference frame is of no use for bit commitment when μ is uniformly distributed over a (sub)group of SO(3), but other choices of μ can give rise to a partially or even arbitrarily secure bit commitment

  7. 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.

  8. Meaningful work, work engagement and organisational commitment

    Directory of Open Access Journals (Sweden)

    Madelyn Geldenhuys

    2014-03-01

    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.

  9. 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.

  10. 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.

  11. 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.

  12. Editorial: New operational dose equivalent quantities

    International Nuclear Information System (INIS)

    Harvey, J.R.

    1985-01-01

    The ICRU Report 39 entitled ''Determination of Dose Equivalents Resulting from External Radiation Sources'' is briefly discussed. Four new operational dose equivalent quantities have been recommended in ICRU 39. The 'ambient dose equivalent' and the 'directional dose equivalent' are applicable to environmental monitoring and the 'individual dose equivalent, penetrating' and the 'individual dose equivalent, superficial' are applicable to individual monitoring. The quantities should meet the needs of day-to-day operational practice, while being acceptable to those concerned with metrological precision, and at the same time be used to give effective control consistent with current perceptions of the risks associated with exposure to ionizing radiations. (U.K.)

  13. 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…

  14. 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…

  15. 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.

  16. Foreword: Biomonitoring Equivalents special issue.

    Science.gov (United States)

    Meek, M E; Sonawane, B; Becker, R A

    2008-08-01

    The challenge of interpreting results of biomonitoring for environmental chemicals in humans is highlighted in this Foreword to the Biomonitoring Equivalents (BEs) special issue of Regulatory Toxicology and Pharmacology. There is a pressing need to develop risk-based tools in order to empower scientists and health professionals to interpret and communicate the significance of human biomonitoring data. The BE approach, which integrates dosimetry and risk assessment methods, represents an important advancement on the path toward achieving this objective. The articles in this issue, developed as a result of an expert panel meeting, present guidelines for derivation of BEs, guidelines for communication using BEs and several case studies illustrating application of the BE approach for specific substances.

  17. Radiological equivalent of chemical pollutants

    International Nuclear Information System (INIS)

    Medina, V.O.

    1982-01-01

    The development of the peaceful uses of nuclear energy has caused continued effort toward public safety through radiation health protection measures and nuclear management practices. However, concern has not been focused on the development specifically in the operation of chemical pestrochemical industries as well as other industrial processes brought about by technological advancements. This article presents the comparison of the risk of radiation and chemicals. The methods used for comparing the risks of late effects of radiation and chemicals are considered at three levels. (a) as a frame of reference to give an impression of resolving power of biological tests; (b) as methods to quantify risks; (c) as instruments for an epidemiological survey of human populations. There are marked dissimilarities between chemicals and radiation and efforts to interpret chemical activity may not be achieved. Applicability of the concept of rad equivalence has many restrictions and as pointed out this approach is not an established one. (RTD)

  18. Tissue equivalence in neutron dosimetry

    International Nuclear Information System (INIS)

    Nutton, D.H.; Harris, S.J.

    1980-01-01

    A brief review is presented of the essential features of neutron tissue equivalence for radiotherapy and gives the results of a computation of relative absorbed dose for 14 MeV neutrons, using various tissue models. It is concluded that for the Bragg-Gray equation for ionometric dosimetry it is not sufficient to define the value of W to high accuracy and that it is essential that, for dosimetric measurements to be applicable to real body tissue to an accuracy of better than several per cent, a correction to the total absorbed dose must be made according to the test and tissue atomic composition, although variations in patient anatomy and other radiotherapy parameters will often limit the benefits of such detailed dosimetry. (U.K.)

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

    International Nuclear Information System (INIS)

    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 - 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

  20. The Structural Model of Psychological Contract Violation, Organizational Commitment, Turnover, Job Satisfaction and Deviant Behaviors

    Directory of Open Access Journals (Sweden)

    M. Golparvar

    2014-12-01

    Full Text Available This research was conducted with the purpose of studying the structural model of the relationships of psychological contract violation with organizational commitment, turnover, job satisfaction and deviant behaviors. Research method was correlation and the statistical population were male employees of an industrial company in Shiraz city, from among which 300 employees were selected using convenience sampling. Assessment instruments consisted of Psychological Contract Violation Questionnaire (Tekleab etal, 2005, Organizational Commitment Questionnaire (Speier & Vankatesh, 2002, Job Satisfaction Questionnaire (Spector, 1985, Turnover Questionnaire (Tekleab etal, 2005 and Deviant Behavior Questionnaire (Bennett & Robinson, 2000. Data was analyzed using Pearson’s correlation coefficient, structure equation modeling (SEM and mediation analysis. Findings showed that psychological contract violation explained 7.1 percent of organizational commitment variance, organizational commitment and job satisfaction explained 16.7 percent of turnover variance, organizational commitment explained 20.3 percent of job satisfaction variance and turnover explained 4.3 percent of deviant behavior variance. Mediation analysis showed that organizational commitment played the complete mediator variable in the relation of psychological contract violation with job satisfaction and job satisfaction was the partial mediator variable in the relation of organizational commitment with turnover. Finally with regard to the limitation of generalization of current research results it is suggested to industrial organizations that they should not violate their obligations to employees in anyway.

  1. Population dose commitments due to radioactive releases from nuclear power plant sites in 1982. Volume 4

    International Nuclear Information System (INIS)

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

    1986-06-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1982. 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 51 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 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 commitments from both liquid and airborne pathways ranged from a high of 30 person-rem to a low of 0.007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 130 person-rem for the 100 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 6 x 10 -7 mrem to a high of 0.06 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

  2. Population dose commitments due to radioactive releases from nuclear-power-plant sites in 1978

    International Nuclear Information System (INIS)

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

    1982-06-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1978. 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 200 person-rem to a low of 0.0004 person-rem with an arithmetic mean of 14 person-rem. The total population dose for allsites was estimated at 660 person-rem for the 93 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 3 x 10 -6 mrem to a high of 0.08 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

  3. 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.

  4. Population dose commitments due to radioactive releases from nuclear power plant sites in 1986

    International Nuclear Information System (INIS)

    Baker, D.A.

    1989-10-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1986. 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 66 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 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 31 person-rem to a low of 0.0007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.7 person-rem. The total population dose for all sites was estimated at 110 person-rem for the 140 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 2 x 10 -6 mrem to a high of 0.02 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. 12 refs

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

    International Nuclear Information System (INIS)

    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 -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

  6. Population dose commitments due to radioactive releases from nuclear power plant sites in 1985

    International Nuclear Information System (INIS)

    Baker, D.A.

    1988-08-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commericial power reactors operating during 1985. 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 61 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 73 person-rem to a low of 0.011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 200 person-rem for the 110 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 5 /times/ 10/sup /minus/6/ mrem to a high of 0.02 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

  7. 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.

  8. 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...

  9. Investigation of Equivalent Circuit for PEMFC Assessment

    International Nuclear Information System (INIS)

    Myong, Kwang Jae

    2011-01-01

    Chemical reactions occurring in a PEMFC are dominated by the physical conditions and interface properties, and the reactions are expressed in terms of impedance. The performance of a PEMFC can be simply diagnosed by examining the impedance because impedance characteristics can be expressed by an equivalent electrical circuit. In this study, the characteristics of a PEMFC are assessed using the AC impedance and various equivalent circuits such as a simple equivalent circuit, equivalent circuit with a CPE, equivalent circuit with two RCs, and equivalent circuit with two CPEs. It was found in this study that the characteristics of a PEMFC could be assessed using impedance and an equivalent circuit, and the accuracy was highest for an equivalent circuit with two CPEs

  10. Evaluation of effective dose equivalent from environmental gamma rays

    International Nuclear Information System (INIS)

    Saito, K.; Tsutsumi, M.; Moriuchi, S.; Petoussi, N.; Zankl, M.; Veit, R.; Jacob, P.; Drexler, G.

    1991-01-01

    Organ doses and effective dose equivalents for environmental gamma rays were calculated using human phantoms and Monte Carlo methods accounting rigorously the environmental gamma ray fields. It was suggested that body weight is the dominant factor to determine organ doses. The weight function expressing organ doses was introduced. Using this function, the variation in organ doses due to several physical factors were investigated. A detector having gamma-ray response similar to that of human bodies has been developed using a NaI(Tl) scintillator. (author)

  11. Verification of an effective dose equivalent model for neutrons

    International Nuclear Information System (INIS)

    Tanner, J.E.; Piper, R.K.; Leonowich, J.A.; Faust, L.G.

    1992-01-01

    Since the effective dose equivalent, based on the weighted sum of organ dose equivalents, is not a directly measurable quantity, it must be estimated with the assistance of computer modelling techniques and a knowledge of the incident radiation field. Although extreme accuracy is not necessary for radiation protection purposes, a few well chosen measurements are required to confirm the theoretical models. Neutron doses and dose equivalents were measured in a RANDO phantom at specific locations using thermoluminescence dosemeters, etched track dosemeters, and a 1.27 cm (1/2 in) tissue-equivalent proportional counter. The phantom was exposed to a bare and a D 2 O-moderated 252 Cf neutron source at the Pacific Northwest Laboratory's Low Scatter Facility. The Monte Carlo code MCNP with the MIRD-V mathematical phantom was used to model the human body and to calculate the organ doses and dose equivalents. The experimental methods are described and the results of the measurements are compared with the calculations. (author)

  12. Verification of an effective dose equivalent model for neutrons

    International Nuclear Information System (INIS)

    Tanner, J.E.; Piper, R.K.; Leonowich, J.A.; Faust, L.G.

    1991-10-01

    Since the effective dose equivalent, based on the weighted sum of organ dose equivalents, is not a directly measurable quantity, it must be estimated with the assistance of computer modeling techniques and a knowledge of the radiation field. Although extreme accuracy is not necessary for radiation protection purposes, a few well-chosen measurements are required to confirm the theoretical models. Neutron measurements were performed in a RANDO phantom using thermoluminescent dosemeters, track etch dosemeters, and a 1/2-in. (1.27-cm) tissue equivalent proportional counter in order to estimate neutron doses and dose equivalents within the phantom at specific locations. The phantom was exposed to bare and D 2 O-moderated 252 Cf neutrons at the Pacific Northwest Laboratory's Low Scatter Facility. The Monte Carlo code MCNP with the MIRD-V mathematical phantom was used to model the human body and calculate organ doses and dose equivalents. The experimental methods are described and the results of the measurements are compared to the calculations. 8 refs., 3 figs., 3 tabs

  13. Does smoking cannabis affect work commitment?

    Science.gov (United States)

    Hyggen, Christer

    2012-07-01

      This study aimed to examine the associations between cannabis use and work commitment.   We used a 25-year panel survey initiated in 1985 with follow-ups in 1987, 1989, 1993, 2003 and 2010. Registered data from a range of public registers were matched with individual responses for the entire period.   The panel survey was a nation-wide study set in Norway.   A total of 1997 respondents born between 1965 and 1968 were included in the panel.   Work involvement scale (WIS) was used to assess work commitment. Involvement with cannabis was based on self-reported smoking of cannabis within the last 12 months and exposure to cannabis through friends. This information was categorized into 'abstaining', 'exposed', 'experimented' and 'involved'. Control measures included socio-economic background, mental health (HSCL-10), education, work satisfaction, unemployment, receipt of social assistance, consumption of alcohol, alcohol-related problems and use of other illicit drugs.   The level of work commitment was associated with involvement with cannabis. In 1993, when the respondents were in their mid-20s, those who were involved or had experimented with cannabis displayed lower levels of work commitment than those who were abstaining or merely exposed to cannabis through friends (P labour market experiences, mental health and family characteristics (P Norway the use of cannabis is associated with a reduction in work commitment among adults. © 2012 The Author, Addiction © 2012 Society for the Study of Addiction.

  14. Some spectral equivalences between Schroedinger operators

    International Nuclear Information System (INIS)

    Dunning, C; Hibberd, K E; Links, J

    2008-01-01

    Spectral equivalences of the quasi-exactly solvable sectors of two classes of Schroedinger operators are established, using Gaudin-type Bethe ansatz equations. In some instances the results can be extended leading to full isospectrality. In this manner we obtain equivalences between PT-symmetric problems and Hermitian problems. We also find equivalences between some classes of Hermitian operators

  15. The definition of the individual dose equivalent

    International Nuclear Information System (INIS)

    Ehrlich, Margarete

    1986-01-01

    A brief note examines the choice of the present definition of the individual dose equivalent, the new operational dosimetry quantity for external exposure. The consequences of the use of the individual dose equivalent and the danger facing the individual dose equivalent, as currently defined, are briefly discussed. (UK)

  16. 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.

  17. 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

  18. 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.

  19. Locked on course: Hydro-Quebec's commitment to mega-projects

    International Nuclear Information System (INIS)

    Maxwell, J.; Briscoe, F.; Suzuki, Tatsujiro; Lee, J.; Stewart, A.

    1997-01-01

    Large organizations often escalate their commitments to mega-project development, even after evidence becomes available of adverse environmental consequences or lack of economic feasibility. This escalation of commitment transcends both sectorial and national boundaries. Preeminent examples include controversial nuclear projects in the US, hydroelectric projects like the Three Gorges Dam in China, and transport projects like the Chunnel and the Concorde. In this article, the authors examine the experience of Hydro-Quebec with the Great Whale Project. They argue that Hydro-Quebec escalated its commitment even after serious questions emerged about its environmental impacts and economic feasibility, because of (1) its earlier success with large projects, (2) its engineering culture''s norms for consistency, and (3) its role in the government''s desire for economic and cultural autonomy. Finally, they discuss the changes that are necessary to break commitments to such projects

  20. 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.

  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. 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…

  3. Perceived Sacrifice and Few Alternatives Commitments: The Motivational Underpinnings of Continuance Commitment's Subdimensions

    Science.gov (United States)

    Vandenberghe, Christian; Panaccio, Alexandra

    2012-01-01

    Using work on self-concepts and Conservation of Resources theory, the present research examined the motivational underpinnings of continuance commitment's subcomponents of perceived sacrifice and few alternatives. Study 1 (N=208) found job scope to be positively related to perceived sacrifice commitment, and negatively related to few alternatives…

  4. Romantic Relationship Commitment and Its Linkages with Commitment to Parents and Friends during Adolescence

    Science.gov (United States)

    De Goede, Irene H. A.; Branje, Susan; van Duin, Jet; VanderValk, Inge E.; Meeus, Wim

    2012-01-01

    This five-wave longitudinal study examines linkages between adolescents' perceptions of romantic relationship commitment and the development of adolescents' perceptions of commitment to parents and friends. A total of 218 early-to-middle adolescents (39.0 percent boys) and 185 middle-to-late adolescents (30.8 percent boys) participated.…

  5. 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

  6. 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.

  7. 28 CFR 522.11 - Civil contempt commitments.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Civil contempt commitments. 522.11..., CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.11 Civil contempt commitments. Inmates can come into Bureau custody for civil contempt commitments in two ways: (a) The U.S...

  8. 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.

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

    Directory of Open Access Journals (Sweden)

    Pawan Kumar

    2016-01-01

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

  10. 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 Organizational commitment and intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization.

  11. 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.

  12. Job and career influences on the career commitment of health care executives: the mediating effect of job satisfaction.

    Science.gov (United States)

    Myrtle, Robert; Chen, Duan-Rung; Liu, Caroline; Fahey, Daniel

    2011-01-01

    While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction. In total, 2,799 questionnaires were mailed out to members of the American College of Healthcare Executives (ACHE). The responses received were 643 (22.9 percent) and after eliminating retirees or students, a sample of 456 respondents currently employed in the health care industry was obtained. Path analysis was conducted to test the hypothetical relationships between work situation, career experiences and career commitment. It was found that job satisfaction mediated the influences of job tenure and career pattern on career commitment. Job satisfaction partially mediated the influences of perceived job security and one's satisfaction with career on career commitment. Both of these measures had a direct influence on career commitment. Career experience such as sector change was also positively associated with career commitment. While the research offers some insights into the factors affecting the career commitment of health care executives, the sample was limited to respondents who were members of the American College of Healthcare Executives, and thus may not represent the views of all managers in the health care sector. To retain high-valued health care workers it is important that an organization has a work environment that enhances their commitment to their occupation as well as their careers. This study clarifies the influence of job satisfaction on the career commitment of health care managers during a very dynamic period.

  13. 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.

  14. 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.

  15. 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.

  16. 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.

  17. 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.

  18. [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.

  19. New Commitment Options: Compatibility with Emissions Trading

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2006-07-01

    This paper considers different options for quantitative greenhouse gas emission commitments from the standpoint of their technical compatibility with emissions trading. These are dynamic targets, binding targets with price caps, non-binding targets, sector-wide targets/mechanisms, action targets, allowances and endowments, and long-term permits. This paper considers these options from the standpoint of their compatibility with emissions trading.

  20. 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

  1. Race, Commitment to Deviance, and Spoiled Identity

    Science.gov (United States)

    Harris, Anthony R.

    1976-01-01

    Data generated by 234 young black and white inmates in 1971 challenge the assumption that spoiled identity is a necessary, socially invariant outcome of deviant commitment and self-definition. For blacks, the relationship between criminal self-typing and stability and esteem is negative but inconsequential; for whites, the relationship is negative…

  2. 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.

  3. Factors Predicting Faculty Commitment to the University.

    Science.gov (United States)

    Fjortoft, Nancy

    This paper examines the effect of faculty rank, satisfaction with salary, working conditions, institutional reputation, perceived influence on institutional policies, participation in meetings, and perceived governance on organizational commitment (at both the departmental and institutional level) using a representative sample of 4,925 faculty.…

  4. 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'...

  5. Children's Developing Commitments to Joint Goals

    Science.gov (United States)

    Hamann, Katharina; Warneken, Felix; Tomasello, Michael

    2012-01-01

    This study investigated young children's commitment to a joint goal by assessing whether peers in collaborative activities continue to collaborate until all received their rewards. Forty-eight 2.5- and 3.5-year-old children worked on an apparatus dyadically. One child got access to her reward early. For the partner to benefit as well, this child…

  6. 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...

  7. 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…

  8. 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…

  9. 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...

  10. Organizational Justice and Commitment in Interscholastic Sports

    Science.gov (United States)

    Whisenant, Warren

    2005-01-01

    The purpose of this study was to determine the effect of three organizational justice dimensions on the commitment of high school student athletes (N = 480) to continue playing a referent sport. The athletes were asked to complete an instrument designed to assess their perceived levels of justice displayed by their coaches in three justice…

  11. Non-linear Capital Taxation Without Commitment

    OpenAIRE

    Emmanuel Farhi; Christopher Sleet; Iván Werning; Sevin Yeltekin

    2012-01-01

    We study efficient non-linear taxation of labour and capital in a dynamic Mirrleesian model incorporating political economy constraints. Policies are chosen sequentially over time, without commitment. Our main result is that the marginal tax on capital income is progressive, in the sense that richer agents face higher marginal tax rates. Copyright , Oxford University Press.

  12. An Analysis of Organisational Commitment by Academic ...

    African Journals Online (AJOL)

    The aim of this study was to investigate organisational commitment in the era of the new psychological contract, or the psychological environment created by an economic down turn in Zimbabwe. The psychological contract that exists between employees and organisations is brittle due to many organisational changes ...

  13. 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

  14. Affective Commitment among Student Affairs Professionals

    Science.gov (United States)

    Boehman, Joseph

    2007-01-01

    Student affairs professionals in the United States were surveyed to determine the predictive value of overall job satisfaction, organizational support, organizational politics, and work/nonwork interaction on affective organizational commitment. Results indicate that a supportive work environment leads to increased affective attachment to the…

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

    African Journals Online (AJOL)

    This study investigated personal factors affecting organizational commitment among records management personnel in the state universities in Nigeria. Simple cluster sampling with equal allocation method was used to select 180 records management personnel from the study population. A five item organizational ...

  16. Population dose commitments due to radioactive releases from nuclear power plant sites in 1987

    International Nuclear Information System (INIS)

    Baker, D.A.

    1990-08-01

    Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1987. 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 70 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 reach 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 site average individual dose commitment from all pathways ranged from a low of 2 x 10 -6 mrem to a high of 0.009 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. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year). 2 refs., 2 figs., 7 tabs

  17. 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

  18. Entitlement attitude in the workplace and its relationship to job satisfaction and organizational commitment

    Directory of Open Access Journals (Sweden)

    Sonya Asenova Dragova-Koleva

    2017-05-01

    Full Text Available Background This article is focused on the entitlement attitude in an organizational context. Its purpose was to examine the relationship of entitlement and its 3 components (active, passive and revengefulness with job satisfaction and organizational commitment. Participants and procedure Two independent studies were conducted to examine the discussed relationships. In study 1 and study 2 there participated respectively 110 and 95 full-time employees from both genders working in public and private organizations. The 30-item Bulgarian version of the Entitlement Questionnaire was used. Job satisfaction measurement included employees’ affective response to their overall job and to various aspects of their job. The three aspects of organizational commitment (affective, instrumental and normative were measured. Results Active entitlement had a positive effect on satisfaction with results, satisfaction with supervisor, pay satisfaction and overall job satisfaction. It was not related to organizational commitment. Passive entitlement had a positive effect on satisfaction with tasks, but it correlated negatively with pay satisfaction. Higher level of passive entitlement predicted instrumental commitment. Revengefulness was negatively related to task satisfaction, satisfaction with supervisor and overall satisfaction, and had a negative effect on affective commitment. Conclusions Different forms of entitlement have a diverse influence on the various aspects of job satisfaction and components of organizational commitment. Active and passive types of entitlement are more adaptive, whereas revengefulness is a maladaptive and dysfunctional attitude.

  19. 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.

  20. 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, pcommitment (rs=0.37, pcommitment (rs=0.14, porganizational 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.

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. Commitment tracking in the licensing renewal process: A perspective

    International Nuclear Information System (INIS)

    Gurican, Gregory M.; Breslauer, Stephen K.

    1991-01-01

    The NRC's proposed 10 CFR 54 defines 'Current licensing basis' as inclusive of all licensee commitments. During the last five years, the regulatory commitment tracking group (RCTG) has been developing guidance for member utilities to track such commitments. The RCTG guidance for commitment tracking assists utilities in developing a system to store and maintain commitments related to the CLB. But a majority believe it unlikely that any one commitment tracking system will capture all commitments contained in the proposed definition of a 'Current Licencing Basis'. For future renewal applications the NRC proposes that utilities must identify and compile all licensing basis commitments. In addition, utilities 'shall maintain...(them) in an auditable and retrievable form'. Some utilities are already compiling and tracking licensing basis commitments; others are not. (author)

  6. 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.

  7. 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...

  8. Equivalent Simplification Method of Micro-Grid

    OpenAIRE

    Cai Changchun; Cao Xiangqin

    2013-01-01

    The paper concentrates on the equivalent simplification method for the micro-grid system connection into distributed network. The equivalent simplification method proposed for interaction study between micro-grid and distributed network. Micro-grid network, composite load, gas turbine synchronous generation, wind generation are equivalent simplification and parallel connect into the point of common coupling. A micro-grid system is built and three phase and single phase grounded faults are per...

  9. Equivalences of real submanifolds in complex space.

    OpenAIRE

    ZAITSEV, DMITRI

    2001-01-01

    PUBLISHED We show that for any real-analytic submanifold M in CN there is a proper real-analytic subvariety V contained in M such that for any p ? M \\ V , any real-analytic submanifold M? in CN, and any p? ? M?, the germs of the submanifolds M and M? at p and p? respectively are formally equivalent if and only if they are biholomorphically equivalent. More general results for k-equivalences are also stated and proved.

  10. Relations of equivalence of conditioned radioactive waste

    International Nuclear Information System (INIS)

    Kumer, L.; Szeless, A.; Oszuszky, F.

    1982-01-01

    A compensation for the wastes remaining with the operator of a waste management center, to be given by the agent having caused the waste, may be assured by effecting a financial valuation (equivalence) of wastes. Technically and logically, this equivalence between wastes (or specifically between different waste categories) and financial valuation has been established as reasonable. In this paper, the possibility of establishing such equivalences are developed, and their suitability for waste management concepts is quantitatively expressed

  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...... of processes between BPP and TCSP, not only are the two equivalences different, but one (locality) is decidable whereas the other (pomsets) is not. The decidability result for locality is proved by a reduction to the reachability problem for Petri nets....

  12. Equivalence in Bilingual Lexicography: Criticism and Suggestions*

    Directory of Open Access Journals (Sweden)

    Herbert Ernst Wiegand

    2011-10-01

    Full Text Available

    Abstract: A reminder of general problems in the formation of terminology, as illustrated by theGerman Äquivalence (Eng. equivalence and äquivalent (Eng. equivalent, is followed by a critical discussionof the concept of equivalence in contrastive lexicology. It is shown that especially the conceptof partial equivalence is contradictory in its different manifestations. Consequently attemptsare made to give a more precise indication of the concept of equivalence in the metalexicography,with regard to the domain of the nominal lexicon. The problems of especially the metalexicographicconcept of partial equivalence as well as that of divergence are fundamentally expounded.In conclusion the direction is indicated to find more appropriate metalexicographic versions of theconcept of equivalence.

    Keywords: EQUIVALENCE, LEXICOGRAPHIC EQUIVALENT, PARTIAL EQUIVALENCE,CONGRUENCE, DIVERGENCE, CONVERGENCE, POLYDIVERGENCE, SYNTAGM-EQUIVALENCE,ZERO EQUIVALENCE, CORRESPONDENCE

    Abstrakt: Äquivalenz in der zweisprachigen Lexikographie: Kritik und Vorschläge.Nachdem an allgemeine Probleme der Begriffsbildung am Beispiel von dt. Äquivalenzund dt. äquivalent erinnert wurde, wird zunächst auf Äquivalenzbegriffe in der kontrastiven Lexikologiekritisch eingegangen. Es wird gezeigt, dass insbesondere der Begriff der partiellen Äquivalenzin seinen verschiedenen Ausprägungen widersprüchlich ist. Sodann werden Präzisierungenzu den Äquivalenzbegriffen in der Metalexikographie versucht, die sich auf den Bereich der Nennlexikbeziehen. Insbesondere der metalexikographische Begriff der partiellen Äquivalenz sowie derder Divergenz werden grundsätzlich problematisiert. In welche Richtung man gehen kann, umangemessenere metalexikographische Fassungen des Äquivalenzbegriffs zu finden, wird abschließendangedeutet.

    Stichwörter: ÄQUIVALENZ, LEXIKOGRAPHISCHES ÄQUIVALENT, PARTIELLE ÄQUIVALENZ,KONGRUENZ, DIVERGENZ, KONVERGENZ, POLYDIVERGENZ

  13. Uncertainties in Organ Burdens Estimated from PAS

    International Nuclear Information System (INIS)

    La Bone, T.R.

    2004-01-01

    To calculate committed effective dose equivalent, one needs to know the quantity of the radionuclide in all significantly irradiated organs (the organ burden) as a function of time following the intake. There are two major sources of uncertainty in an organ burden estimated from personal air sampling (PAS) data: (1) The uncertainty in going from the exposure measured with the PAS to the quantity of aerosol inhaled by the individual, and (2) The uncertainty in going from the intake to the organ burdens at any given time, taking into consideration the biological variability of the biokinetic models from person to person (interperson variability) and in one person over time (intra-person variability). We have been using biokinetic modeling methods developed by researchers at the University of Florida to explore the impact of inter-person variability on the uncertainty of organ burdens estimated from PAS data. These initial studies suggest that the uncertainties are so large that PAS might be considered to be a qualitative (rather than quantitative) technique. These results indicate that more studies should be performed to properly classify the reliability and usefulness of using PAS monitoring data to estimate organ burdens, organ dose, and ultimately CEDE

  14. Biomonitoring Equivalents for interpretation of urinary fluoride.

    Science.gov (United States)

    Aylward, L L; Hays, S M; Vezina, A; Deveau, M; St-Amand, A; Nong, A

    2015-06-01

    Exposure to fluoride is widespread due to its natural occurrence in the environment and addition to drinking water and dental products for the prevention of dental caries. The potential health risks of excess fluoride exposure include aesthetically unacceptable dental fluorosis (tooth mottling) and increased skeletal fragility. Numerous organizations have conducted risk assessments and set guidance values to represent maximum recommended exposure levels as well as recommended adequate intake levels based on potential public health benefits of fluoride exposure. Biomonitoring Equivalents (BEs) are estimates of the average biomarker concentrations corresponding to such exposure guidance values. The literature on daily urinary fluoride excretion rates as a function of daily fluoride exposure was reviewed and BE values corresponding to the available US and Canadian exposure guidance values were derived for fluoride in urine. The derived BE values range from 1.1 to 2.1mg/L (1.2-2.5μg/g creatinine). Concentrations of fluoride in single urinary spot samples from individuals, even under exposure conditions consistent with the exposure guidance values, may vary from the predicted average concentrations by several-fold due to within- and across-individual variation in urinary flow and creatinine excretion rates and due to the rapid elimination kinetics of fluoride. Thus, the BE values are most appropriately applied to screen population central tendency estimates for biomarker concentrations rather than interpretation of individual spot sample concentrations. Copyright © 2015. Published by Elsevier Inc.

  15. 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

    Background 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. Objective This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. Methods and materials 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 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 (pcommitted to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human 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. PMID:29117271

  16. 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

  17. 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 (pcommitted to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human 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.

  18. Exploring the differential impact of individual and organizational factors on organizational commitment of physicians and nurses.

    Science.gov (United States)

    Miedaner, Felix; Kuntz, Ludwig; Enke, Christian; Roth, Bernhard; Nitzsche, Anika

    2018-03-15

    individual and organizational levels have to be considered to enhance an employee's commitment to his or her organization. Regarding occupational differences in antecedent-commitment relationships, more specific management actions should be undertaken to correspond to different needs and aspirations of nurses and physicians. German Clinical Trials Register ( DRKS00004589 , date of trial registration: 15.05.2013).

  19. 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.

  20. Model to estimate radiation dose commitments to the world population from the atmospheric release of radionuclides (LWBR development program)

    International Nuclear Information System (INIS)

    Rider, J.L.; Beal, S.K.

    1978-02-01

    The equations developed for use in the LWBR environmental statement to estimate the dose commitment over a given time interval to a given organ of the population in the entire region affected by the atmospheric releases of a radionuclide are presented and may be used for any assessment of dose commitments in these regions. These equations define the dose commitments to the world resulting from a released radionuclide and each of its daughters and the sum of these dose commitments provides the total dose commitment accrued from the release of a given radionuclide. If more than one radionuclide is released from a facility, then the sum of the dose commitments from each released nuclide and from each daughter of each released nuclide is the total dose commitment to the world from that facility. Furthermore, if more than one facility is considered as part of an industry, then the sum of the dose commitments from the individual facilities represents the total world dose commitment associated with that industry. The actual solutions to these equations are carried out by the AIRWAY computer program. The writing of this computer program entailed defining in detail the specific representations of the various parameters such as scavenging coefficients, resuspension factors, deposition velocities, dose commitment conversion factors, and food uptake factors, in addition to providing specific numerical values for these types of parameters. The program permits the examination of more than one released nuclide at a time and performs the necessary summing to obtain the total dose commitment to the world accrued from the specified releases

  1. 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

  2. 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.

  3. STRUCTURAL MODEL OF ORGANIZATIONAL CULTURE DIMENSION AND CONTINGENCY LEADERSHIP STYLE IN SHAPING ORGANIZATIONAL TRUST AND COMMITMENT OF PRIVATE UNIVERSITY LECTURERS IN MALANG CITY

    OpenAIRE

    Alifiulahtin Utaminingsih

    2017-01-01

    This research was based on fenomenon of decreasing lecturer ‘s organizational commitment is a crucial matter for the management of human resources. Leadeaship style will affect the level of employee trust and commitment of the organization and induce certain outcome in work with theory and empiric reviewed from outcome prior studies. This research was aimed analyze the effect of leadership style and organizational culture on organizational trust and organizational commitment. This studies use...

  4. Intelligence, democracy, and international environmental commitment.

    Science.gov (United States)

    Obydenkova, Anastassia; Salahodjaev, Raufhon

    2016-05-01

    This paper investigates the determinants of nations' commitment to environmental protection at the international level by focusing on the role of national intelligence and the level of democracy. The national intelligence is measured by nation's IQ scores. The findings based on a sample of 152 nations provide strong evidence that intelligence has statistically significant impact on ratification of international environmental agreements, and the countries with IQ 10-points above global average are 23% more likely to sign multilateral environmental agreements than others. The findings also demonstrate that it is the combination of high-level of intelligence of nations and democracy, that likely result in international environmental commitments. Copyright © 2016 Elsevier Inc. All rights reserved.

  5. Regulation of Murine Natural Killer Cell Commitment

    Directory of Open Access Journals (Sweden)

    Nicholas D Huntington

    2013-01-01

    Full Text Available NK cells can derive from the same precursors as B and T cells, however to achieve lineage specificity, several transcription factors need to be activated or annulled. While a few important transcription factors have identified for NK genesis the mechanisms of how this is achieved is far from resolved. Adding to the complexity of this, NK cells are found and potentially develop in diverse locations in vivo and it remains to be addressed if a common NK cell precursor seeds diverse niches and how transcription factors may differentially regulate NK cell commitment in distinct microenvironments. Here we will summarise some recent findings in NK cell commitment and discuss how a NK cell transcriptional network might be organised, while addressing some misconceptions and anomalies along the way.

  6. Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals.

    Science.gov (United States)

    Zheng, Junwei; Wu, Guangdong

    2018-02-15

    Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

  7. Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

    Science.gov (United States)

    2018-01-01

    Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility. PMID:29462860

  8. 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.

  9. Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

    Directory of Open Access Journals (Sweden)

    Junwei Zheng

    2018-02-01

    Full Text Available Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

  10. 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.

  11. Canada's national report on actions to meet commitments under the United Nations Framework Convention on Climate Change

    International Nuclear Information System (INIS)

    1993-09-01

    Current actions by Canadian governments, non-governmental organizations, communities, and the private sector to meet domestic and international climate change commitments are reviewed. The possible impacts of climate change on Canada are discussed and Canadian greenhouse gas emissions are assessed in terms of factors such as climate, geography, land use, economic structure, and energy production and consumption. Canada's draft National Action Strategy on Global Warming provides a framework for actions to limit greenhouse gas emissions. Measures already taken include those aimed at increasing energy efficiency and energy conservation or encouraging a switch to less carbon-intensive energy sources. Other measures include information and education initiatives, regulation, research and development, and economic instruments. Actions have already been taken in the transportation, electricity generation, residential/commercial, resource/manufacturing industry, and waste management sectors. Canada is also involved in international studies and agreements to limit global greenhouse gas emissions. Four tools are used to assess progress in limiting emissions: emission inventories, climate change indicators, an emissions outlook, and case studies. The emissions outlook presented shows that energy-related greenhouse gas emissions will increase 10.6% from 1990 to 2000, reaching the equivalent of 538.2 megatonnes of CO 2 . A case study shows that current and planned measures to limit greenhouse gas emissions associated with space heating requirements in new single-family homes will reduce emissions in this area 18% from what they would otherwise be in the year 2000. 58 refs., 44 figs., 21 tabs

  12. Kantianism and Its Commitment to Non Naturalism

    OpenAIRE

    Frazier, Joseph

    2016-01-01

    Kantian ethics has a strong following amongst the philosophical community when it comes to morality and ethics. Many Kantians, including Christine Korsgaard, subscribe to the view that Kantianism is opposed to Non-Naturalism. This view, while understandable, is incorrect. In fact, the Kantian approach to ethics has a strong commitment to Non-Naturalism in its metaphysical construction. The purpose of this paper is to prove this dependence by showing the inferences and concepts of Kantianism...

  13. Requirements as Goals and Commitments Too

    Science.gov (United States)

    Chopra, Amit K.; Mylopoulos, John; Dalpiaz, Fabiano; Giorgini, Paolo; Singh, Munindar P.

    In traditional software engineering research and practice, requirements are classified either as functional or non-functional. Functional requirements consist of all functions the system-to-be ought to support, and have been modeled in terms of box-and-arrow diagrams in the spirit of SADT. Non-functional requirements include desired software qualities for the system-to-be and have been described either in natural language or in terms of metrics. This orthodoxy was challenged in the mid-90 s by a host of proposals that had a common theme: all requirements are initially stakeholder goals and ought to be elicited, modeled and analyzed as such. Through systematic processes, these goals can be refined into specifications of functions the system-to-be needs to deliver, while actions assigned to external actors need to be executed. This view is dominating Requirements Engineering (RE) research and is beginning to have an impact on RE practice. We propose a next step along this line of research, by adopting the concept of conditional commitment as companion concept to that of goal. Goals are intentional entities that capture the needs and wants of stakeholders. Commitments, on the other hand, are social concepts that define the willingness and capability of an actor A to fulfill a predicate ϕ for the benefit of actor B, provided B (in return) fulfills predicate ψ for the benefit of actor A. In our conceptualization, goals are mapped to collections of commitments rather than functions, qualities, or actor assignments. We motivate the importance of the concept of commitment for RE through examples and discussion. We also contrast our proposal with state-of-the-art requirements modeling and analysis frameworks, such as KAOS, MAP, i * and Tropos.

  14. Generation Y: Arbeitsbezogene Erwartungen und affektives Commitment

    OpenAIRE

    Giry, Nathalie

    2016-01-01

    Die Erwartungen der Generation Y zu kennen, ist wichtig für Unternehmen, die Leistungsträger aus dieser Generation langfristig binden wollen. Die affektive Bindung der Generation Y gegenüber einer Organisation, der Zusammenhang zwischen der Erfüllung arbeitsbezogener Erwartungen und affektivem Commitment sowie der Fluktuationsneigung der Generation Y werden empirisch überprüft. Die Generation Y hat hohe Erwartungen an Unternehmenswerte und Unternehmenskultur. Es wurden Zusammenhänge zwischen ...

  15. Factors influencing job satisfaction and organizational commitment.

    Science.gov (United States)

    Watson, Liana M

    2008-01-01

    To assess the relationship between intrinsic and extrinsic motivational factors influencing job satisfaction and the perspective of frontline medical imaging staff in acute care health care facilities in the United States. The sample consisted of 359 registered radiologic technologists who were working as staff technologists in acute care health care facilities in the United States. The results of the study suggest that satisfaction with intrinsic and extrinsic motivators influences overall satisfaction with the work environment and job and commitment to the employer.

  16. Limited Commitment Models of the Labour Market

    OpenAIRE

    Jonathan Thomas; Tim Worrall

    2007-01-01

    We present an overview of models of long-term self-enforcing labour con- tracts in which risk-sharing is the dominant motive for contractual solutions. A base model is developed which is sufficiently general to encompass the two-agent problem central to most of the literature, including variable hours. We consider two-sided limited commitment and look at its implications for aggregate labour market variables. We consider the implications for empirical testing and the available empirical evide...

  17. Optimal Taxation in a Limited Commitment Economy

    OpenAIRE

    Yena Park

    2012-01-01

    This article studies optimal Ramsey taxation when risk sharing in private insurance markets is imperfect due to limited enforcement. In a limited commitment economy, there are externalities associated with capital and labour because individuals do not take into account that their labour and saving decisions affect aggregate labour and capital supply and wages, and thus the value of autarky. Therefore, a Ramsey government has an additional goal, which is to internalize these externalities of l...

  18. 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.…

  19. Employee Commitment and Well-Being: A Critical Review, Theoretical Framework and Research Agenda

    Science.gov (United States)

    Meyer, John P.; Maltin, Elyse R.

    2010-01-01

    Although a great deal is known about the implications of employee commitment for organizations, less attention has been paid to its ramifications for employees themselves. Previous research has been unsystematic and the findings have sometimes been inconsistent. The most consistent findings pertain to the positive links between affective…

  20. 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…

  1. Linking Motivation and Commitment through Learning Activities in the Volunteer Sector.

    Science.gov (United States)

    Serafino, Allan

    2001-01-01

    Volunteer motivation and commitment are linked through learning about the organization, the job, and oneself. Volunteer managers should (1) identity volunteer motivations and establish conditions to support them; (2) identify learning activities appropriate for motivations and learning styles; (3) ensure congruence between volunteer learning and…

  2. Psychological Contracts and Their Implications for Commitment: A Feature-Based Approach

    Science.gov (United States)

    McInnis, Kate J.; Meyer, John P.; Feldman, Susan

    2009-01-01

    Two studies were conducted to examine the link between employee perceptions of the psychological contract and their affective and normative commitments to the organization. The authors adapt a new approach to the study of psychological contracts by developing a generalizable measure of "contract features" (e.g., scope; time frame). In Study 1…

  3. On becoming (un)committed: A taxonomy and test of newcomer on-boarding scenarios

    NARCIS (Netherlands)

    Solinger, O.N.; van Olffen, W.; Roe, R.A.; Hofmans, J.

    2013-01-01

    How 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 we extract

  4. 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

  5. On becoming (un)committed : Toward a taxonomy and test of newcomer on-boarding scenarios

    NARCIS (Netherlands)

    Solinger, O.N.; van Olffen, W.; Roe, R.; Hofmans, J.

    2013-01-01

    How 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 we extract

  6. 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'…

  7. 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…

  8. Equivalent drawbead performance in deep drawing simulations

    NARCIS (Netherlands)

    Meinders, Vincent T.; Geijselaers, Hubertus J.M.; Huetink, Han

    1999-01-01

    Drawbeads are applied in the deep drawing process to improve the control of the material flow during the forming operation. In simulations of the deep drawing process these drawbeads can be replaced by an equivalent drawbead model. In this paper the usage of an equivalent drawbead model in the

  9. On uncertainties in definition of dose equivalent

    International Nuclear Information System (INIS)

    Oda, Keiji

    1995-01-01

    The author has entertained always the doubt that in a neutron field, if the measured value of the absorbed dose with a tissue equivalent ionization chamber is 1.02±0.01 mGy, may the dose equivalent be taken as 10.2±0.1 mSv. Should it be 10.2 or 11, but the author considers it is 10 or 20. Even if effort is exerted for the precision measurement of absorbed dose, if the coefficient being multiplied to it is not precise, it is meaningless. [Absorbed dose] x [Radiation quality fctor] = [Dose equivalent] seems peculiar. How accurately can dose equivalent be evaluated ? The descriptions related to uncertainties in the publications of ICRU and ICRP are introduced, which are related to radiation quality factor, the accuracy of measuring dose equivalent and so on. Dose equivalent shows the criterion for the degree of risk, or it is considered only as a controlling quantity. The description in the ICRU report 1973 related to dose equivalent and its unit is cited. It was concluded that dose equivalent can be considered only as the absorbed dose being multiplied by a dimensionless factor. The author presented the questions. (K.I.)

  10. Orientifold Planar Equivalence: The Chiral Condensate

    DEFF Research Database (Denmark)

    Armoni, Adi; Lucini, Biagio; Patella, Agostino

    2008-01-01

    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...

  11. 7 CFR 1005.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1005.54 Section 1005.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1005.54 Equivalent price. See § 1000.54. Uniform Prices ...

  12. 7 CFR 1126.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1126.54 Section 1126.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1126.54 Equivalent price. See § 1000.54. Producer Price Differential ...

  13. 7 CFR 1001.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1001.54 Section 1001.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1001.54 Equivalent price. See § 1000.54. Producer Price Differential ...

  14. 7 CFR 1032.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1032.54 Section 1032.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1032.54 Equivalent price. See § 1000.54. Producer Price Differential ...

  15. 7 CFR 1124.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1124.54 Section 1124.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Regulating Handling Class Prices § 1124.54 Equivalent price. See § 1000.54. Producer Price Differential ...

  16. 7 CFR 1030.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1030.54 Section 1030.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1030.54 Equivalent price. See § 1000.54. ...

  17. 7 CFR 1033.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1033.54 Section 1033.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1033.54 Equivalent price. See § 1000.54. Producer Price Differential ...

  18. 7 CFR 1131.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1131.54 Section 1131.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1131.54 Equivalent price. See § 1000.54. Uniform Prices ...

  19. 7 CFR 1006.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1006.54 Section 1006.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1006.54 Equivalent price. See § 1000.54. Uniform Prices ...

  20. 7 CFR 1007.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1007.54 Section 1007.54 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Handling Class Prices § 1007.54 Equivalent price. See § 1000.54. Uniform Prices ...

  1. 7 CFR 1000.54 - Equivalent price.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 9 2010-01-01 2009-01-01 true Equivalent price. 1000.54 Section 1000.54 Agriculture... Prices § 1000.54 Equivalent price. If for any reason a price or pricing constituent required for computing the prices described in § 1000.50 is not available, the market administrator shall use a price or...

  2. Finding small equivalent decision trees is hard

    NARCIS (Netherlands)

    Zantema, H.; Bodlaender, H.L.

    2000-01-01

    Two decision trees are called decision equivalent if they represent the same function, i.e., they yield the same result for every possible input. We prove that given a decision tree and a number, to decide if there is a decision equivalent decision tree of size at most that number is NPcomplete. As

  3. 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 ...

  4. EQUIVALENT MODELS IN COVARIANCE STRUCTURE-ANALYSIS

    NARCIS (Netherlands)

    LUIJBEN, TCW

    1991-01-01

    Defining equivalent models as those that reproduce the same set of covariance matrices, necessary and sufficient conditions are stated for the local equivalence of two expanded identified models M1 and M2 when fitting the more restricted model M0. Assuming several regularity conditions, the rank

  5. Professional Commitment and Professional Marginalism in Teachers

    Directory of Open Access Journals (Sweden)

    Kalashnikov A.I.

    2017-11-01

    Full Text Available The article reviews teachers' attitudes towards the teaching profession which can be expressed both in professional commitment and in professional marginalism. The dominance of professional marginalism could affect destructively the students as well as the teacher’s personality, hence the issues related to the content of personal position of a marginal and the rate of marginalism among teachers. It was suggested that marginalism could be revealed in the study of professional commitment. The study involved 81 teachers of Sverdlovsk secondary schools aged 21—60 years with work experience ranging from 1 month to 39 years. The Professional Commitment Questionnaire was used as the study technique. The results showed that negative emotional attitude towards the profession and reluctance to leave the profession were grouped as a separate factor. The dispersion factor was 12,5%. The factor loadings ranged from 0.42 to 0.84. The study proved that professional marginalism in teachers includes dissatisfaction with work, feelings of resentment against profession and an unwillingness to leave the profession.

  6. Impact of committed individuals on vaccination behavior

    Science.gov (United States)

    Liu, Xiao-Tao; Wu, Zhi-Xi; Zhang, Lianzhong

    2012-11-01

    We study how the presence of committed vaccinators, a small fraction of individuals who consistently hold the vaccinating strategy and are immune to influence, impact the vaccination dynamics in well-mixed and spatially structured populations. For this purpose, we develop an epidemiological game-theoretic model of a flu-like vaccination by integrating an epidemiological process into a simple agent-based model of adaptive learning, where individuals (except for those committed ones) use anecdotal evidence to estimate costs and benefits of vaccination. We show that the committed vaccinators, acting as “steadfast role models” in the populations, can efficiently avoid the clustering of susceptible individuals and stimulate other imitators to take vaccination, hence contributing to the promotion of vaccine uptake. We substantiate our findings by making comparative studies of our model on a full lattice and on a randomly diluted one. Our work is expected to provide valuable information for decision-making and design more effective disease-control strategy.

  7. 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.

  8. 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.

  9. 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...

  10. 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

  11. Assess the Relationship between Workplace Spirituality and Organizational Commitment of Administrative Staff of Zahedan University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    2015-07-01

    Full Text Available Introduction: One of the hidden factors, however, influences the behavior of employees, their commitment to the organization and their jobs. Thus, identifying factors affecting the organizational commitment is an important task of managers that in this study, the role of workplace spirituality in its occurrence are discussed. Methods: The present study was conducted to assess the relationship between workplace spirituality and organizational commitment. This is a descriptive - correlation study that 151 Administrative Staff of Zahedan University of Medical Sciences was selected by random sampling method in December. The study instruments included workplace spirituality Questionnaire (Milliman et al. 2003 and organizational commitment (Linz, 2003. The scores were analyzed using the Spearman correlation coefficient and multiple regression by Software SPSS17. Results: between workplace spirituality and its three components (meaningful work, a sense of solidarity and alignment values there was a significant positive correlation with the organizational commitment staff (p<0/01. Also, all three components of spirituality at work ability to predict organizational commitment staff (p<0/05. Conclusion: With the development of workplace spirituality, meaningful work, a sense of solidarity and alignment values in organizations, Can be accepted that organizational commitment of employees increases.

  12. 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

  13. 48 CFR 1501.602-3 - Ratification of unauthorized commitments.

    Science.gov (United States)

    2010-10-01

    ... to present its claim to the General Accounting Office in accordance with the instructions contained... commitments, whether oral or written and without regard to dollar value. Examples of unauthorized commitments...

  14. 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

    2016-07-01

    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 andn 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.Keywords: Participation in Budgeting, Reinforcement Contingency, Organizational Commitment, Service Sector

  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. 78 FR 67360 - Ambient Air Monitoring Reference and Equivalent Methods: Designation of Five New Equivalent Methods

    Science.gov (United States)

    2013-11-12

    ... Methods: Designation of Five New Equivalent Methods AGENCY: Office of Research and Development; Environmental Protection Agency (EPA). ACTION: Notice of the designation of five new equivalent methods for...) has designated, in accordance with 40 CFR Part 53, five new equivalent methods, one for measuring...

  17. 77 FR 60985 - Ambient Air Monitoring Reference and Equivalent Methods: Designation of Three New Equivalent Methods

    Science.gov (United States)

    2012-10-05

    ... Methods: Designation of Three New Equivalent Methods AGENCY: Environmental Protection Agency. ACTION: Notice of the designation of three new equivalent methods for monitoring ambient air quality. SUMMARY... equivalent methods, one for measuring concentrations of PM 2.5 , one for measuring concentrations of PM 10...

  18. 28 CFR 522.14 - Inmates serving civil contempt commitments.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmates serving civil contempt... ADMISSION, CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.14 Inmates serving civil contempt commitments. We treat inmates serving civil contempt commitments in...

  19. 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…

  20. Örgütsel Güvenin Örgütsel Bağlılık Üzerine Etkisi: Tekstil Sektörü Çalışanlarına Yönelik Bir Araştırma(The Impact of Organizational Trust on Organizational Commitment: A Study of Employees in the Textile Industry

    Directory of Open Access Journals (Sweden)

    Yavuz DEMİREL

    2008-01-01

    Full Text Available The key objective of this research is to demonstrate the impact of organizational trust on organizational commitment. Accordingly, a research was conducted in the firm A, a textile industry enterprise in Istanbul. In the research, organizational trust has been examined in terms of the trust toward organization and manager; organizational commitment was has been examined in terms of affective commitment, continuity commitment and normative commitment. Within this framework, the effect of organizational trust on organizational commitment is established, exposing the relationship between the dimensions of organizational trust and the dimensions of organizational commitment. The findings reveal that the trust toward organization and manager have a positive effect on emotional commitment and continuity commitment and there exists a positive and moderately meaningful relationship between them; whereas there is no significant relationship between the trust --toward organization and manager-- and the normative commitment.