Saberes da docência na educação profissional e tecnológica: um estudo sobre o olhar dos professores The teacher knowledge base concerning Technological and Vocational Education (TVE: an exploration into the teacher's viewpoints

Directory of Open Access Journals (Sweden)

José Ângelo Gariglio

2012-03-01

Full Text Available Tendo como referência a histórica desregulamentação da docência na Educação Profissional e Tecnológica, além de uma restrita produção científica sobre a matéria, fazemos uma discussão inicial sobre os saberes mobilizados pelos docentes da EP, analisando, a partir das representações dos sujeitos docentes de diversas instituições, os saberes acionados e demandados nas suas atividades educativas e as concepções de formação profissional subjacentes a tais saberes. Autores como Gauthier, Tardif, Lessard, Oliveira e Peterossi ancoram nossas análises, que apontam para a necessidade de se avançar o debate tanto sobre o modelo quanto sobre o lócus da formação desses professores, dando atenção às suas especificidades. Aponta-se para a urgência de definição de políticas de Estado na área: regulamentação do exercício da docência na EP, estratégias de profissionalização, definição de carreiras, salários e avaliação.Having as its reference the historical teaching de-regulation in technological and vocational education, along with a restricted (rare or scarce scientific publication on the matter, we carry out an initial discussion concerning the knowledge base mobilized by the TVE teachers. We do this by means of an analysis of: 1 presentations by teachers from several TVE institutions; 2 the knowledge base activated and/or called into demand by these educational activities. Authors like Gauthier, Tardif, Lessard, Oliveira and Peterossi, strengthen (by way of a theoretical base our analysis, while at the same time making it clear that a debate needs to be launched, as much for the sake of defining the model, as for defining the locus (focal point in the training that TVE teachers receive. Attention needs to be given to the specificities encountered in providing training for teachers training in this field. The urgent need for the state to define its policies in this area, is also pointed out. For example, there is

CLEMENTINE HIRES MOSAIC

Data.gov (United States)

National Aeronautics and Space Administration — This CD contains portions of the Clementine HiRes Lunar Mosaic, a geometrically controlled, calibrated mosaic compiled from non-uniformity corrected, 750 nanometer...

The Hi-Ring DCN Architecture

DEFF Research Database (Denmark)

Galili, Michael; Kamchevska, Valerija; Ding, Yunhong

2016-01-01

We will review recent work on the proposed hierarchical ring-based architecture (HiRing) proposed for data center networks. We will discuss the architecture and initial demonstrations of optical switching performance and time-domain synchronization......We will review recent work on the proposed hierarchical ring-based architecture (HiRing) proposed for data center networks. We will discuss the architecture and initial demonstrations of optical switching performance and time-domain synchronization...

Service public television assessing. Comparison among the BBC and TVE / Valoración del servicio público de televisión. Comparación

Directory of Open Access Journals (Sweden)

Dra. Mercedes Medina; mmedina@unav.es

2009-01-01

Full Text Available Competition in the television market has grown in the last decades and specially, with the digital switch off and the new channels. As a consequence, the legitimization of the public television channels has become an argument of discussion. In this paper, we will assess the public service fulfilment of two television corporations, BBC and TVE, in four specific aspects: audience service; diversity; technological improvement and social responsibility. The comparison will help to rise some practical suggestions in order to get a better public service.La competencia en el ámbito de la televisión ha aumentado en las últimas décadas y en mayor medida recientemente en el nuevo entorno competitivo provocado por la implantación de la televisión digital. Como consecuencia, la legitimidad de las televisiones públicas es cuestionada por los competidores. En el presente artículo se valorará el cumplimiento de servicio público de los canales públicos. En concreto se analizarán variables relativas al servicio que presta a las audiencias; la diversidad de la oferta; el impulso tecnológico y la responsabilidad social corporativa. Con el fin de aportar conclusiones de orden práctico, se utilizará el método comparativo entre TVE y la BBC.

Work for Hire for Nonacademic Creators.

Science.gov (United States)

Herrington, TyAnna K.

1999-01-01

Examines the Work for Hire Doctrine and its importance to technical communication instructors who prepare students to create intellectual products in workplace settings. Explains how the Doctrine operates in practice, charts the progressive legal treatment of work for hire through case law, and notes the developing trend in the courts to support a…

Cops for Hire

DEFF Research Database (Denmark)

Tepe, Markus; Vanhuysse, Pieter

2013-01-01

especially attractive for conservative parties. Testing these electioneering and partisanship hypotheses in the German states between 1992 and 2010, we find that socio-economic variables such as population density strongly determine police employment. But incumbents also hire more police officers before...

Hiring: take your time but not too much

Science.gov (United States)

Usher, Linda

2010-08-01

People are any company's greatest asset. Without a great team no company would be able to conceive of a product or service. It would not be able to design or develop a product or service. It could not possibly market or sell that product or service. How a company goes about hiring its talent is one of the most critical components to developing a great team, to having low attrition, and to having a high level of employee faith in management. Far too often I have seen companies when tasked with filling requisitions not take the time to consider, or layout and execute their priorities in hiring. It's a pretty safe assumption that if one doesn't feel they have enough time to be careful and thorough in their hiring approach in order to get the right person the first time - they probably won't have enough time to replace someone they would not have hired had they done it right in the first place! The flip side of this is the problem of letting too much time pass in the process and therefore losing opportunities to hire great people. This paper will point out many mistakes I have seen made in hiring approaches so that hopefully, different strategies can be adopted to avoid those mistakes in the future.

Enacting Social Justice Leadership through Teacher Hiring

Science.gov (United States)

Laura, Crystal T.

2018-01-01

Drawn from a compendium of multiple cases, this single-subject qualitative study offers a nuanced depiction of the ways school principals advocate for social justice through teacher hiring. The hiring experiences of one Hispanic female high school principal was used to explore: (a) the principal's approach to school personnel administration to…

Health matters in hiring and retaining personnel

NARCIS (Netherlands)

Houtman, I.L.D.

2014-01-01

Health is the most important issue when an employer is deciding whether to hire a worker, according to a new study from the Netherlands. The research looked at the results of a ‘vignette’ study on employer preferences when hiring or retaining personnel. It also showed that when an employer is

The Civil Defense Acquisition Workforce: Enhancing Recruitment Through Hiring Flexibilities

Science.gov (United States)

2016-11-22

20 Other Aspects of Acquisition Workforce Improvement ................................................................ 21 Pay Flexibilities...a subset of civilian acquisition hires (external hires) and may contain some counting discrepancies . These limitations might be partially...potential discrepancies with department-level guidance. DOD has taken steps to encourage better use of hiring flexibilities department-wide. The USD(AT&L

Female Hires and the Success of Start-up Firms

OpenAIRE

Weber, Andrea; Zulehner, Christine

2009-01-01

In this paper we investigate the relationship between females among the first hires of start-up companies and business success. Our results show that firms with female first hires have a higher share of female workers at the end of the first year after entry. Further, we find that firms with female first hires are more successful and stay longer in the market. We conclude that our results support the hypothesis that gender-diversity in leading positions is an advantage for start-up firms.

The Principle of Hiring the Best Available Academics

Science.gov (United States)

Dilger, Alexander

2009-01-01

Purpose: Higher education, including research, depends crucially on the people involved, their talents and human capital. Therefore, a university can improve or at least maintain its standing by hiring only the best available academics. Hiring the absolute best may be too expensive for most and is impossible for all. However, it is not too…

"No-hire" clauses in healthcare sector contracts: their use and enforceability.

Science.gov (United States)

Basanta, W Eugene

2006-01-01

In today's healthcare industry, many hospitals utilize outside agencies for both business and clinical functions. This Article acknowledges the prevalence of outsourcing contract labor in the healthcare arena and focuses on the restrictive provisions included in these employment contracts, particularly "no-hire" clauses. No-hire clauses are often included in contracts between healthcare providers and professional groups that provide clinical service employees to the provider, such as a medical practice group providing physicians to a hospital or an agency providing nurses to a nursing home. These clauses usually provide that the healthcare provider may not directly hire an employee provided by the professional group, nor may it contract with another professional group that later hires the employee. The purpose of a no-hire clause is two-fold: to protect the professional group's investment of time and moneyfor recruiting, training, and establishing the employee's clinical practice, and to give the professional group leverage to retain its employees. While noncompete clauses in employment contracts have traditionally been the subject of litigation, no-hire clauses raise distinct legal issues. Case law provides conflicting views as to the enforceability of these provisions. Some courts find no-hire clauses to be per se illegal restrictions on trade, while others will permit them when they are reasonable within a specific context. The author proposes that a multifactor test be applied on a case-by-case basis to determine the reasonableness of the no-hire provision in a given employment contract and suggests drafting improvements to facilitate enforcement.

Hires and Losses Tracking System

Data.gov (United States)

Social Security Administration — This database contains data about the hires and losses of employees for the Office of Systems-those who join or leave the Office of Systems and those who transfer...

Best Practices in Hiring: Addressing Unconscious Bias

Science.gov (United States)

Simpson, Caroline E.

2012-01-01

Research has shown that implementing certain hiring practices will increase diversity in the workplace while enhancing academic quality. All of these practices rely on addressing the issue of 'unconscious bias.' A brief overview of unconscious bias--what it is, how it works, and simple measures to counter it--will be presented. Successful strategies, actions, and recommendations for implementing best recruiting and hiring practices, which have been proven to enhance academic excellence by ensuring a deep and diverse applicant pool, will also be presented.

For-hire cost/ earnings survey

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — Nearly 1.6 million passengers fished aboard for-hire recreational fishing vessels during 2011 in the Northeast United States (ME - NC). While the National Marine...

Inequalities, Preferences and Rankings in US Sports Coach Hiring Networks

OpenAIRE

Wei, Huanshen; Jason; Zhang; Lee, Dongwon

2017-01-01

Hiring a head coach of a college sports team is vital which will definitely have a great influence on the later development of the team. However, a lot of attention has been focused on each coach's individual features. A systematic and quantitative analysis of the whole coach hiring market is lacking. In a coach hiring network, the coaches are actually voting with their feet. It is interesting to analyze what factors are affecting the "footprint" left by those head coaches. In this paper, we ...

Streamlining the Hiring Process

Science.gov (United States)

DePrater, Karen

2011-01-01

Historically, education employees have been hired after a process that consists of these steps: Determining the need for a position, posting the vacancy, paper-screening applications, an interview with a panel or committee, background check, reference calling, and finally the selection of a candidate. This is a very time-consuming and costly…

5 CFR 330.504 - Special restrictions after appointment under Part-time Direct Hire Program.

Science.gov (United States)

2010-01-01

... under Part-time Direct Hire Program. 330.504 Section 330.504 Administrative Personnel OFFICE OF... To Protect Competitive Principles § 330.504 Special restrictions after appointment under Part-time Direct Hire Program. (a) A person hired under the Part-time Direct Hire Program may not be changed to...

Sex Typing of Jobs in Hiring: Evidence from Japan

Science.gov (United States)

Mun, Eunmi

2010-01-01

Using unique data on employers' pre-hire preferences, this article examines the effect of sex typing on the gender gap in offered wages and training. Previous studies using post-hire data have not been able to focus directly on the effects of employer behavior, distinct from employee preferences. By analyzing gender-designated job requisitions for…

The recruitment, selection, hiring and adaptation of employees

OpenAIRE

Rajdlová, Jana

2010-01-01

This master's thesis examines and assesses the process of recruitment, selection, hiring and adaptation of employees in the holding ROSS. The thesis is divided into two main parts - the theoretical part and the practical part. The theoretical part describes in general perspective the process of recruitment, selection, hiring and adaptation of employees. The practical part analyses these processes in the holding ROSS and based on the identified findings suggests appropriate changes to improve ...

Last hired, first fired? Black-white unemployment and the business cycle.

Science.gov (United States)

Couch, Kenneth A; Fairlie, Robert

2010-02-01

Studies have tested the claim that blacks are the last hired during periods of economic growth and the first fired in recessions by examining the movement of relative unemployment rates over the business cycle. Any conclusion drawn from this type of analysis must be viewed as tentative because cyclical movements in the underlying transitions into and out of unemployment are not examined. Using Current Population Survey data matched across adjacent months from 1989-2004, this article provides the first detailed examination of labor market transitions for prime-age black and white men to test the last hired, first fired hypothesis. Considerable evidence is presented that blacks are the first fired as the business cycle weakens. However no evidence is found that blacks are the last hired. Instead, blacks appear to be initially hired from the ranks of the unemployed early in the business cycle and later are drawn from nonparticipation. The narrowing of the racial unemployment gap near the peak of the business cycle is driven by a reduction in the rate of job loss for blacks rather than increases in hiring.

Angel for Hire

OpenAIRE

Flynn, Mary K

2011-01-01

Angel For Hire explores the implications of signing away one’s bodily rights to bear a stranger’s child. As Angel, a surrogate mother, nears the end of her pregnancy, a complication emerges. Angel faces the possibility of a contract-mandated c-section against her wishes. Also unfolding is the story of a pioneering Michigan-based attorney, Noel Keane. Keane wrote the first surrogacy contract in 1976, a time when the concept of a “surrogate mother” seemed outrageous. That contract lau...

46 CFR 25.45-2 - Cooking systems on vessels carrying passengers for hire.

Science.gov (United States)

2010-10-01

... 46 Shipping 1 2010-10-01 2010-10-01 false Cooking systems on vessels carrying passengers for hire... REQUIREMENTS Cooking, Heating, and Lighting Systems § 25.45-2 Cooking systems on vessels carrying passengers for hire. (a) No fuel may be used in any cooking system on any vessel carrying passengers for hire...

Employers’ Perspectives on Hiring and Accommodating Workers With Mental Illness

Directory of Open Access Journals (Sweden)

Janki Shankar

2014-08-01

Full Text Available Many individuals with mental illness want to return to work and stay in employment. Yet, there is little research that has examined the perspectives of employers on hiring and accommodating these workers and the kinds of supports employers need to facilitate their reintegration into the workforce. The aim of the current research was to explore the challenges employers face and the support they need to hire and accommodate workers with mental illness (WWMI. A qualitative research design guided by a grounded theory approach was used. In-depth interviews were conducted with 28 employers selected from a wide range of industries in and around Edmonton, Canada. The employers were a mix of frontline managers, disability consultants, and human resource managers who had direct experience with hiring and supervising WWMI. Data were analyzed using the principles of grounded theory. The findings highlight several challenges that employers face when dealing with mental health issues of workers in the workplace. These challenges can act as barriers to hiring and accommodating WWMI.

Report: Improvements Needed by EPA to Reduce Risk in Employee Hiring Process

Science.gov (United States)

Report #15-P-0253, August 3, 2015. Without verification of prior employment or references, the potential exists that the EPA will not hire the best possible staff, or will hire an employee based on false statements.

41 CFR 102-33.130 - If we hire CAS, what are our management responsibilities?

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false If we hire CAS, what are our management responsibilities? 102-33.130 Section 102-33.130 Public Contracts and Property... § 102-33.130 If we hire CAS, what are our management responsibilities? If you hire CAS, you are...

Why Are Black Employers More Likely Than White Employers To Hire Blacks? Discussion Paper.

Science.gov (United States)

Stoll, Michael A.; Raphael, Steven; Holzer, Harry J.

This study investigated why black employers tend to hire blacks at higher rates than do white employers and examined individual steps in the hiring process, the role of the hiring agent's race, and the degree to which variation in black application rates related to differences in observable characteristics, such as an establishment's physical…

5 CFR 5001.102 - Prohibited financial interests in for-hire transportation companies.

Science.gov (United States)

2010-01-01

...-hire transportation companies. 5001.102 Section 5001.102 Administrative Personnel INTERSTATE COMMERCE COMMISSION SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE INTERSTATE COMMERCE COMMISSION § 5001.102 Prohibited financial interests in for-hire transportation companies. (a) General prohibition...

The History of Labour Hire in Namibia: A Lesson for South Africa ...

African Journals Online (AJOL)

Labour hire, the practice of hiring out employees to clients by a labour broker, ... of Namibia's history since the early 1900s in the form of the contract labour system. ... true employment relationship; job security; automatic termination; proposed ...

A Study of Science Education Positions, Search Process, and Hiring Practices

Science.gov (United States)

Barrow, Lloyd H.; Germann, Paul J.

2006-01-01

The purpose of this study was to analyze science education searches and hiring practices for faculty positions listed in The Chronicle of Higher Education for an academic year. Chairs of searches completed a survey about successful and unsuccessful searches. Over 70% of searches were successful in hiring new science education faculty with 33%…

Comment on ``Academic Specialties in U.S. Are Shifting: Hiring of Women Geoscientists Is Stagnating''

Science.gov (United States)

Steinmetz, John C.

2004-02-01

The analysis of hiring trends of women by Holmes et al. (Eos, 28 October 2003, p. 457) is a useful contribution to our understanding of employment practices in the geosciences. While their findings indicate that ``state geological surveys hired the lowest proportion of women with Ph.D.s in the geosciences; only 8% of hires in the last 10 years were female,'' some explanation for this observation is necessary lest state surveys be seen as less than anxious to hire women.

Technician Hiring in the Air National Guard: A Timeline Study

Science.gov (United States)

2017-06-01

probability, convenience type. SECTION 2: CASE STUDY RESULTS AND DISCUSSION The research conducted for this paper identifies several major themes...hiring timelines. As with the Wings’ responses, some of the HQs indicated they do not track the re- quested data or provided qualitative data not...Wing and state leadership. The A1 sub-council of the MSG/CCs’ Council must form a group of subject matter experts in ANG hiring (with re- gional

The Use of Leadership Standards in the Hiring Practices of Effective Principals

Science.gov (United States)

Strange, Martha A.; Hensley, Melissa A.; Kracht, Ritchie E.

2013-01-01

This is a problem based learning project focusing on superintendent use of ISSLC standards in hiring practices for human resource management. Research notes student achievement is affected by effective leadership of principals. School district superintendents charged with hiring effective principals must determine the best candidate for that…

Competing for jobs: labor queues and gender sorting in the hiring process.

Science.gov (United States)

Fernandez, Roberto M; Mors, Marie Louise

2008-12-01

While much research has documented the pattern and extent of sex segregation of workers once they are employed, few studies have addressed the pre-hire mechanisms that are posited to produce sex segregation in employment. While the notion of a labor queue-the rank order of the set of people that employers choose among-plays a prominent role in pre-hire accounts of job sex sorting mechanisms, few studies have examined the ways in which job candidates are sorted into labor queues. In this paper, we explore the mechanisms by which labor queues contribute to the gendering of jobs by studying the hiring process for all jobs at a call center. Being placed in a queue has a clear gendering effect on the hiring process: the sex distribution of applicants who are matched to queues and those who are rejected at this phase diverge, and among those assigned to queues, women are prevalent in queues for low pay, low status jobs. The screening process also contributes to the gendering of the population of hires at this firm. Females are more prevalent among hires than they are among candidates at initial queue assignment. Among high status jobs, however, males are more prevalent than females. Moreover, there are important wage implications associated with matching to queues. While there are large between-queue sex differences in the paid wages associated with allocation to queues, once allocated to queues the wage differences between male and female candidates are nil. Consequently, the roots of gender wage inequality in this setting lie in the initial sorting of candidates to labor queues.

A Competency-Based Approach to Hiring School Counselors, Psychologists and Social Workers

Science.gov (United States)

O'Hara, Dennis P.; Probst, Carolyn J.

2016-01-01

Hiring decisions offer an immense opportunity for school leaders to influence the trajectory of their organizations in the immediate and long-term. However, very few school administrators have appropriate training, if any at all, in how to select the best candidates. Effective hiring for school counselors, psychologists, and social workers…

A Systematic Review of the Benefits of Hiring People with Disabilities.

Science.gov (United States)

Lindsay, Sally; Cagliostro, Elaine; Albarico, Mikhaela; Mortaji, Neda; Karon, Leora

2018-02-01

Purpose We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Methods Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017. We selected articles for inclusion that were peer-reviewed publications, had a sample involving people with disabilities, conducted an empirical study with at least one outcome focusing on the benefits of hiring people with disabilities, and focused on competitive employment. Two reviewers independently applied the inclusion criteria, extracted the data, and rated the study quality. Results Of the 6176 studies identified in our search, 39 articles met our inclusion criteria. Findings show that benefits of hiring people with disabilities included improvements in profitability (e.g., profits and cost-effectiveness, turnover and retention, reliability and punctuality, employee loyalty, company image), competitive advantage (e.g., diverse customers, customer loyalty and satisfaction, innovation, productivity, work ethic, safety), inclusive work culture, and ability awareness. Secondary benefits for people with disabilities included improved quality of life and income, enhanced self-confidence, expanded social network, and a sense of community. Conclusions There are several benefits to hiring people with disabilities. Further research is needed to explore how benefits may vary by type of disability, industry, and job type.

An Assessment of Hiring Practices for Head Football Coaches at the "Power 5" NCAA Division I FBS Level

Science.gov (United States)

Saunders, Zachery S.

2017-01-01

This study examines the hiring practices for head football coaches at the NCAA Division I Football Bowl Subdivison (FBS) "Power 5" level. The research assesses the hiring practices used by athletic departments and evaluates various components of the hiring process that are utilized when hiring a head football coach. Additionally, this…

The Hi-Ring architecture for datacentre networks

DEFF Research Database (Denmark)

Galili, Michael; Kamchevska, Valerija; Ding, Yunhong

2016-01-01

This paper summarizes recent work on a hierarchical ring-based network architecture (Hi-Ring) for datacentre and short-range applications. The architecture allows leveraging benefits of optical switching technologies while maintaining a high level of connection granularity. We discuss results...

Hiring for smarts.

Science.gov (United States)

Menkes, Justin

2005-11-01

Yes, it's nice when a leader is charismatic and confident. And a great resume can tell you a lot about a person's knowledge and experience. But such assets are no substitute for sheer business intelligence, and they reveal very little about a leader's ability to consistently reach the "right" answer. How can hiring managers flag individuals with such smarts? Historically, the only reliable measure of brainpower has been the standard IQ test, which is rarely used in business settings because of the specific subjects it tests for-math, reading, and spatial reasoning-and because of its multiple-choice format. Despite its shortcomings, the standard IQ test is still a better predictor of managerial success than any other assessment tool companies currently use, Justin Menkes argues. It's true that there isn't a version of IQ testing that applies to the corporate world, but in rejecting IQ tests altogether, hiring managers have thwarted their own attempts to identify true business stars. The author defines the specific subjects that make up "executive intelligence"-namely, accomplishing tasks, working with people, and judging oneself. He describes how to formulate questions to test job candidates for their mastery of these subjects, offering several examples based on real situations. Knowledge questions, such as those used in standard behavioral interviews, require people to recite what they have learned or experienced; intelligence questions call for individuals to demonstrate their abilities. Therefore, the questions in an executive intelligence test shouldn't require specific industry expertise or experience; any knowledge they call for must be rudimentary and common to all executives. And the questions should not be designed to ask whether the candidate has a particular skill; they should be configured so that the candidate will have to demonstrate that skill in the course of answering them.

The Case for Hiring “Outlier” Employees

DEFF Research Database (Denmark)

Austin, Robert D.; Sonne, Thorkil

2014-01-01

The article considers the case for hiring outlier employees, or people with autism, and the value they bring to companies and role in establishing workplace environments that enable individual value creation, in bringing out exceptional abilities, or in creating performance management systems....

The newly hired hospital staff nurse's professionalism, satisfaction and alienation.

Science.gov (United States)

Ahmadi, K S; Speedling, E J; Kuhn-Weissman, G

1987-01-01

In a previously reported panel study [Speedling et al. (1981). Int. J. Nurs. Stud. 18, 217-225], 180 Registered Nurses, three-quarters new graduates, were given questionnaires at time of hire and a year later. Using the panel study data, relationships among bureaucratic-professional role conception, actual situation and role discrepancy, and importance of job factors, job satisfaction and alienation, as well as age and length of stay at termination for time of hire only, are explored in this follow-up report. Mean bureaucratic actual situation (t = -5.18, P less than 0.001), bureaucratic role discrepancy (t = -2.77, P less than 0.01) and alienation (t = -2.36, P less than 0.05) increased, while professional actual situation (t = 3.39, P less than 0.01) and importance of job factors (t = 2.33, P less than 0.05) decreased during this first year of employment. In correlational analysis, at the time of hiring relationships were found between numerous variables, including: bureaucratic role conception with alienation (r = 0.17, P less than 0.05); bureaucratic actual situation with alienation (r = 0.19, P less than 0.05); professional role conception with alienation (r = -0.20, P less than 0.05) and with job satisfaction (r = -0.35, P less than 0.001); professional actual situation with job satisfaction (r = -0.19, P less than 0.05); and professional role discrepancy with job satisfaction (r = 0.23, P less than 0.01). A year after hiring, many relationships were found, including professional actual situation with job satisfaction (r = 0.26, P less than 0.05) and alienation with job satisfaction (r = -0.33, P less than 0.01). In stepwise regression analysis, age accounted for 8% of the variance in the importance of job factors (P less than 0.05), professional role conception for 28% of the variance in job satisfaction (P less than 0.001) at time of hire. A year after hiring, alienation and job satisfaction accounted for 12% of the variance in each other (P less than 0

5 CFR 9901.514 - Non-citizen hiring.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Non-citizen hiring. 9901.514 Section 9901.514 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS... PERSONNEL SYSTEM (NSPS) Staffing and Employment External Recruitment and Internal Placement § 9901.514 Non...

Hiring, Developing, and Organizing Individual Employees for New Product Development versus Product-related Service Innovation

DEFF Research Database (Denmark)

Knudsen, Mette Præst; Schleimer, Stephanie

should be hired. For the latter case, these employees’ individual careers must be developed internally once hired. The paper therefore carries important implication for the innovation management literature and related human resource practices at different organizational levels.......This study examines how manufacturing firms should organize their human resources by maximizing the value of individual employees for different forms of innovations. In particular, it examines the hiring, developing, and structural organization of human resources for optimizing different innovation...... the value of human resource hiring and developing practices for new product development success; organizations will find it more beneficial to invest predominantly in employees with the highest possible educational level, whilst for product-related service innovations; employees with more general skills...

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers' Core Self-Evaluations.

Science.gov (United States)

Fasbender, Ulrike; Wang, Mo

2016-01-01

Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers' core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers' core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

Special considerations for hiring an office manager.

Science.gov (United States)

Sachs Hills, Laura

2004-01-01

Medical practice office managers come in many varieties. They can be hired from the outside or promoted from within. They can have a great deal of experience working in medical practices or practically none. Which type of office manager is the best choice for your practice? This article will help you decide. It describes three types of office managers and considers the pros and cons of each. It explores the characteristics, advantages, and disadvantages of lay administrators hired from the outside, office managers promoted from the ranks, and "super-aides" who are asked to manage while doing their old jobs. This article also offers a list of 10 characteristics to look for in office manager candidates, as well as six areas of overall responsibility for your office manager. Finally, it includes a quick checklist of 20 required duties of typical medical practice office managers that can help you shape your office manager's job description.

Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

OpenAIRE

Nasurdin Aizzat Mohd.; Ahmad Noor Hazlina; Ling Tan Cheng

2015-01-01

This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

Negligent Hiring and Retaining of Sexually Abusive Teachers.

Science.gov (United States)

Regotti, Terri L.

1992-01-01

Explores negligent hiring, supervision, and retention of teachers who sexually abuse students. Examines the issue of defamation and suggests school policy that will work toward eradication of sexual abuse of students by teachers. (33 references) (MLF)

Experiences of postdocs and principal investigators in physics education research postdoc hiring

Directory of Open Access Journals (Sweden)

Alexis V. Knaub

2018-06-01

Full Text Available Postdoc positions, intended to be advanced or continued research training in a field, are a part of the physics education research (PER enterprise yet little is known about them. PER postdocs differ from their traditional physics counterparts in that they may have different education and research experiences. This study examined the types of postdoc positions available as well as what hiring is like. To determine the types of postdoc positions available, we used the advertisements posted in PERJobs blog. To learn more about hiring practices, interviews were conducted with both principal investigators (PIs and current and former postdocs. Results show that many PER postdoc positions have been available since 2008, with many of these advertisements indicating that the PI will consider hiring someone with a physics or a PER or science, technology, engineering, or mathematics education background. The interviews indicate that there is no typical way for hiring PER postdocs. Some aspects that PIs consider include the background of the candidates and how well the candidates fit in with the group. Postdocs likewise consider whether they like the research group when accepting offers. For both, having ties to the PER community is important for hiring. Overall, PIs and postdocs have been satisfied. Postdocs who were originally in traditional physics have felt that being a PER postdoc has allowed them to transition to PER. In giving advice, both PIs and postdocs reiterate the importance of connecting to the community, evaluating the postdoc position as a stepping stone in the career trajectory, and holistically considering candidates.

Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

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Nasurdin Aizzat Mohd.

2015-01-01

Full Text Available This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

Hiring a Pest Management Professional for Bed Bugs

Science.gov (United States)

If you hire someone to treat your bed bug infestation, make sure they use Integrated Pest Management (IPM) techniques, check credentials, and know they may need multiple visits, to take apart furniture, and to use vacuums, heat, and pesticides.

THE HIDDEN ECONOMY OF SLAVERY: COMMERCIAL AND INDUSTRIAL HIRING IN PENNSYLVANIA, NEW JERSEY AND DELAWARE, 1728-1800

Directory of Open Access Journals (Sweden)

Michael V. Kennedy

2003-01-01

Full Text Available Industrial and commercial businesses in the Mid-Atlantic region depended on a controllable workforce of slaves during the eighteenth century. A significant percentage of these slaves were hired from private citizens who regularly profited from the exchange. Because of the almost continuous movement of slaves across township, county and colony borders due to hiring-out practices, slaves in tax and census lists were routinely under-reported. The use of business accounts listing hires and labor done by slaves reveals the extent and importance of slave hiring and additional numbers of slaves owned in the region that were otherwise invisible.

The Role of New Hire Orientation Programs

Science.gov (United States)

Dunn, Steven; Jasinski, Dale

2009-01-01

A vital component of a firm's human resource management is its new hire orientation (NHO) program. The authors' review of extant literature suggests that NHO programs can be organized based on a reconceptualization of human capital. Using their typology, a firm can organize the role and scope of its NHO program, assign responsibility for the…

Hi-Res scan mode in clinical MDCT systems: Experimental assessment of spatial resolution performance.

Science.gov (United States)

Cruz-Bastida, Juan P; Gomez-Cardona, Daniel; Li, Ke; Sun, Heyi; Hsieh, Jiang; Szczykutowicz, Timothy P; Chen, Guang-Hong

2016-05-01

The introduction of a High-Resolution (Hi-Res) scan mode and another associated option that combines Hi-Res mode with the so-called High Definition (HD) reconstruction kernels (referred to as a Hi-Res/HD mode in this paper) in some multi-detector CT (MDCT) systems offers new opportunities to increase spatial resolution for some clinical applications that demand high spatial resolution. The purpose of this work was to quantify the in-plane spatial resolution along both the radial direction and tangential direction for the Hi-Res and Hi-Res/HD scan modes at different off-center positions. A technique was introduced and validated to address the signal saturation problem encountered in the attempt to quantify spatial resolution for the Hi-Res and Hi-Res/HD scan modes. Using the proposed method, the modulation transfer functions (MTFs) of a 64-slice MDCT system (Discovery CT750 HD, GE Healthcare) equipped with both Hi-Res and Hi-Res/HD modes were measured using a metal bead at nine different off-centered positions (0-16 cm with a step size of 2 cm); at each position, both conventional scans and Hi-Res scans were performed. For each type of scan and position, 80 repeated acquisitions were performed to reduce noise induced uncertainties in the MTF measurements. A total of 15 reconstruction kernels, including eight conventional kernels and seven HD kernels, were used to reconstruct CT images of the bead. An ex vivo animal study consisting of a bone fracture model was performed to corroborate the MTF results, as the detection of this high-contrast and high frequency task is predominantly determined by spatial resolution. Images of this animal model generated by different scan modes and reconstruction kernels were qualitatively compared with the MTF results. At the centered position, the use of Hi-Res mode resulted in a slight improvement in the MTF; each HD kernel generated higher spatial resolution than its counterpart conventional kernel. However, the MTF along the

THE HISTORY OF LABOUR HIRE IN NAMIBIA: A LESSON FOR SOUTH AFRICA

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Anri Botes

2013-04-01

Full Text Available Labour hire, the practice of hiring out employees to clients by a labour broker, has been a part of Namibia’s history since the early 1900s in the form of the contract labour system. This form of employment was characterized by inhumanity and unfair labour practices. These employees were subjected to harsh working conditions, inhumane living conditions and influx control. The contract labour system continued until 1977, when it was abolished by the General Law Amendment Proclamation of 1977. It was during the 1990s that the hiring out of employees returned in the form of labour hire. It continued in this form without being regulated until it was banned in the Namibian Labour Act of 2007. In 2009 Africa Personnel Services, Namibia’s largest labour broker, brought a case before the court against the Namibian Government in an attempt to have the ban nullified on grounds of unconstitutionality. It argued that the ban infringed on its right to carry on any trade or business of its choice as contained in section 21(1(j of the Constitution of the Republic of Namibia. APS triumphed. It was not until April 2012 that new legislation was promulgated in order to officially lift the ban and to regulate labour hire in its current form. This new legislation came into force in August 2012. Various very important provisions are contained in the Labour Amendment Act 2 of 2012 concerning labour brokers. Part IV of the Employment Services Act 8 of 2011, containing provisions for the regulation of labour brokers as juristic persons per se, was also introduced and came into force in September 2012. The aim of this note is to serve as a lesson to the South African government as to what could happen if labour brokers continue without legislation properly addressing the pitfalls associated with labour brokers. Also, it could serve as an example as to how the employees of a labour broker should be protected. In this regard the history of labour hire and the current

The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

NARCIS (Netherlands)

Hassink, W.H.J.|info:eu-repo/dai/nl/090437411; Russo, G.|info:eu-repo/dai/nl/124883206

This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the “glass door”. The glass door consists of an absolute and a relative

CEO Appointments and the Loss of Firm-specific Knowledge - Putting Integrity Back into Hiring Decisions

DEFF Research Database (Denmark)

Rost, Katja; Salomo, Søren

2008-01-01

that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest......A rarely studied trend in corporate governance is the increasing tendency to fill CEO openings through external hires rather than through internal promotions: Kevin J. Murphy and Ján Zábojník (2004) show that the proportion of outside hires has doubled and their pay premium almost quadrupled over...

Meta-analysis of field experiments shows no change in racial discrimination in hiring over time.

Science.gov (United States)

Quillian, Lincoln; Pager, Devah; Hexel, Ole; Midtbøen, Arnfinn H

2017-10-10

This study investigates change over time in the level of hiring discrimination in US labor markets. We perform a meta-analysis of every available field experiment of hiring discrimination against African Americans or Latinos ( n = 28). Together, these studies represent 55,842 applications submitted for 26,326 positions. We focus on trends since 1989 ( n = 24 studies), when field experiments became more common and improved methodologically. Since 1989, whites receive on average 36% more callbacks than African Americans, and 24% more callbacks than Latinos. We observe no change in the level of hiring discrimination against African Americans over the past 25 years, although we find modest evidence of a decline in discrimination against Latinos. Accounting for applicant education, applicant gender, study method, occupational groups, and local labor market conditions does little to alter this result. Contrary to claims of declining discrimination in American society, our estimates suggest that levels of discrimination remain largely unchanged, at least at the point of hire.

Middle classes: theoretical principles, contemporary working out, regarding the hired workers

Directory of Open Access Journals (Sweden)

Vyacheslav Nikolaevich Bobkov

2014-06-01

Full Text Available The article deals with the problems of defining middle classes. Theoretical principles of social and class structures, including middle classes, are examined. The criteria of reckoning some hired workers as middle classes worked out on the basis of normative methodology (normative criteria are submitted, the most important of them being educational qualifications, occupation, personal income and provision of housing. Methods of statistical and sociologic analysing data are applied. The results of analysing the conformity of the hired workers to the normative criteria of representing middle classes are produced. It is determined that today heads of organizations and their subdivisions as well as certified top and middle management specialists representing middle classes comprise only 2-3 per cent of the total number of the hired workers. It should be noted that there are practically no-one among them who has got a family with two and more children. The low level of wages is the main reason for that. In addition there are some other reasons, too. The results of the research could find application in the state social and economic policy

The Cartoon quality in Internet. Clan TVE, Neox Kidz and Boing: entertainment platforms for young audiences

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Inmaculada Sánchez-Labella Martín

2016-05-01

Full Text Available With the advancement of technology, Internet it has become the primary means for audiovisual consumption while presenting a critical situation around the debate the quality of the content. With the emergence of DTT (Digital Terrestrial Television in Spain television networks, public and private, they have created new thematics channels focused on content for children. At the same time, with the rise of new electronic devices such as tablets and smartphones, they have moved such content to the network by creating of platforms whose programs are aimed childhood. The non-linearity and immediacy in consumption make the Internet becomes an active mean giving autonomy and freedom to access a multitude of content regardless of time and the device. In this situation the child consumers is the audience that worries both parents and educational institutions. Restless, therefore, that children do not find programs adjusted to their age. The quality concept harbors no concrete definition because of the multitude of factors and perspectives that influence it. This paper, and based on different measurement criteria set by countries like Argentina, Chile, Spain, France, Italy, Japan, Sweden, the University of Pennsylvania (USA or the ACTF (Australian Children´s Television Foundation poses as main objective to analyze the online platforms Clan RTVE, Neox Kidz and Boing of television TVE, Antena 3 and Telecinco, respectively, because they are considered spaces with audiovisual material created for children. With the intention of demonstrating that they are presented as quality environments for children who access them it will conduct a qualitative methodology. Using the content analysis technique to each of the animated titles we can say that the cartoons, as outlined above, are quality entertainment programs.

Negligent Hiring and Employer Liability in the Selection of Employees.

Science.gov (United States)

Howard, Sharon Swenson

1988-01-01

Reviews some theories of employer liability: (1) negligent hiring; (2) negligent entrustment; and (3) respondent superior. Applicable cases focusing on the investigation of prospective employees and the emerging constitutional implications are discussed. (MLF)

Male clients' behaviours with and perspectives about their last male escort encounter: comparing repeat versus first-time hires.

Science.gov (United States)

Wolff, Margaret M; Grov, Christian; Smith, Michael D; Koken, Juline A; Parsons, Jeffrey T

2014-01-01

Research on men who have sex with men suggests that condomless anal intercourse occurs more frequently in established sexual relationships. While comparable data regarding male-for-male escorting is unavailable, research implies that many clients seek emotional as well as physical connections with the men they hire. In 2012, 495 male clients, recruited via daddysreviews.com completed an online survey about their last hiring experience. Most participants were from the USA (85.7%), the UK and Canada (3.2% each). In total, 75% of encounters involved an escort hired for the first time; 25% were with a previously hired escort ('repeat encounter'). The client's age, lifetime number of escorts hired and number hired in the past year were positively associated with the last encounter being a repeat encounter. Cuddling, sharing a meal, drinking alcohol, taking a walk, watching a show and shopping were also positively associated with repeat encounters. Conversely, none of the sexual behaviours were significantly associated with repeat encounters. Repeat encounters were significantly more likely to include non-sexual behaviours alongside sexual activities, but no more likely to involve condomless anal intercourse. Moreover, clients' knowledge of escorts' HIV status was not significantly associated with engaging in condomless anal intercourse with repeat encounters.

Use of ePortfolios in K-12 teacher hiring in North Carolina: Perspectives of School Principals

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Abdou Ndoye

2012-09-01

Full Text Available This study explored the perceptions of principals involved in the hiring process of K–12 teachers in 11 counties in southeastern North Carolina. Forty-nine principals responded to a survey on ePortfolio use in the hiring process: the pros and cons, desirable artifacts, stage of use, preferred delivery method, and improvements that can increase their usage. We examined each of these questions and whether certain factors (prior use, technology skills, and years as a hiring agent predict principals’ ePortfolio use. Our findings suggest that ePortfolios provide improved and current information about teacher candidates that is easily accessible and organized. Collectively, this allows principals to assess teacher candidates’ suitability for employment. Although there are problems associated with ePortfolio use during hiring, which are detailed below, the results suggest that principals most frequently use ePortfolios during the interview process, prefer delivery via a website address, and that prior use is the best predictor of future ePortfolio use.

Health Care Organizations and Policy Leadership: Perspectives on Nonsmoker-Only Hiring Policies.

Science.gov (United States)

McDaniel, Patricia A; Malone, Ruth E

2018-02-01

To explore employers' decisions to base hiring policies on tobacco or nicotine use and community perspectives on such policies, and analyze the implications for organizational identity, community engagement, and health promotion. From 2013 to 2016, 11 executives from six health care organizations and one non-health-care organization with nonsmoker-only hiring policies were interviewed about why and how their policies were created and implemented, concerns about the policies, and perceptions of employee and public reactions. Focus groups were conducted with community members (n = 51) who lived in or near cities where participating employers were based, exploring participants' opinions about why an employer would stop hiring smokers and their support (or not) for such a policy. Most employers excluded from employment those using all forms of nicotine. Several explained their adoption of the policy as a natural extension of a smoke-free campus and as consistent with their identity as health care organizations. They regarded the policy as promoting health. No employer mentioned engaging in a community dialogue before adopting the policy or reported efforts to track the policy's impact on rejected applicants. Community members understood the cost-saving appeal of such policies, but most opposed them. They made few exceptions for health care organizations. Policy decisions undertaken by health care organizations have influence beyond their immediate setting and may establish precedents that others follow. Nonsmoker-only hiring policies may fit with a health care organization's institutional identity but may not be congruent with community values or promote public health.

Hiring a Gay Man, Taking a Risk?: A Lab Experiment on Employment Discrimination and Risk Aversion.

Science.gov (United States)

Baert, Stijn

2018-01-01

We investigate risk aversion as a driver of labor market discrimination against homosexual men. We show that more hiring discrimination by more risk-averse employers is consistent with taste-based and statistical discrimination. To test this hypothesis we conduct a scenario experiment in which experimental employers take a fictitious hiring decision concerning a heterosexual or homosexual male job candidate. In addition, participants are surveyed on their risk aversion and other characteristics that might correlate with this risk aversion. Analysis of the (post-)experimental data confirms our hypothesis. The likelihood of a beneficial hiring decision for homosexual male candidates decreases by 31.7% when employers are a standard deviation more risk-averse.

Pluralismo informativo y medios públicos. La involución de TVE en el contexto del cambio político (2012-2013

Directory of Open Access Journals (Sweden)

ML Humanes

2015-04-01

Full Text Available Introducción: Se describe y analizan las políticas adoptadas en España con respecto al modelo de gobierno de TVE tras ganar el Partido Popular las elecciones de 2011. Se abordan las reformas y sus implicaciones para los Servicios Informativos de Televisión Española, así como las consecuencias en la información y el nivel de pluralismo. Metodología: Se ha realizado un análisis de contenido sobre dos muestras de tres semanas del primer trimestre delos años 2012 y 2013 (1294 unidades de análisis. Resultados y conclusiones: La regubernamentalización de los órganos de gestión de RTVE ha incrementado la banalización de los contenidos de la televisión pública, en detrimento de los grandes temas de actualidad. Se advierte una reducción de los puntos de vista y del número de fuentes en la información laboral. Asimismo, esta regubernamentalización se acompaña de un predominio del periodismo interpretativo sobre el descriptivo, con un incremento del tono positivo en las informaciones de carácter económico.

Hiring Quality Teachers: The Devil Is in the Details

Science.gov (United States)

Whitworth, Jerry; Deering, Thomas; Jones, Steve; Hardy, Sam

2016-01-01

Persistent and consistent criticism of our nation's educational system has increased pressure on school districts and teacher education programs to improve the quality of teachers in our public schools. While there is research regarding the characteristics of effective teachers, the difficulty is often in identifying and hiring those teacher…

Law School Faculty Hiring under Title VII: How a Judge Might Decide a Disparate Impact Case.

Science.gov (United States)

Redlich, Norman

1991-01-01

A judicial opinion concerning law school violations of Title VII of the Civil Rights Act of 1964 in faculty hiring is presented. The case concerns a black candidate rejected for an entry-level tenure-track position. Issues cited include the law school's mission and stated reasons for not hiring the candidate. (MSE)

Implicit and explicit interethnic attitudes and ethnic discrimination in hiring

NARCIS (Netherlands)

Blommaert, E.C.C.A.; Tubergen, F.A. van; Coenders, M.T.A.

2012-01-01

We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour

Factors related to employers' intent to hire, retain and accommodate cancer survivors: the Singapore perspective.

Science.gov (United States)

Mak, Angela Ka Ying; Ho, Shirley S; Kim, Hyo Jung

2014-12-01

Despite the growing importance of cancer and return-to-work issues in occupational rehabilitation literature in the last decade, academic discussion is largely limited to survivors' perspectives and some exploratory studies from the employer side. This paper applies two classic theoretical models-Theory of Planned Behavior and Social Cognitive Theory-and key measures from previous studies to identify explicit relationships that explain employer factors to hire and retain cancer survivors. Data were collected from online surveys with senior management executives and senior human resource specialists from various organizations in Singapore, with a total of 145 responses. The 72-item survey instrument included a series of independent variables: (1) Attitudes toward cancer and cancer survivors; (2) Employers' efficacy; (3) Perceived moral obligation; (4) Employers' experience; (5) Outcome expectations; (6) Employment situation; (7) Social norms; and (8) Incentives, and dependent variables: (a) Employers' intention to hire cancer survivors; and (b) Employers' intention to retain cancer survivors. Regression analyses showed that the top three factors related to employers' intention to retain cancer survivors are perceived moral obligations (β = .39, p employment situation (β = .17, p Employers' efficacy was associated with intention to hire (β = .22, p employer and an employee when it comes to retaining cancer survivors and government incentives for hiring cancer survivors in the workforce. The present study provided an avenue to implement the proposed model-a potential study framework for the management of cancer survivors at work. Findings revealed that different messages should be tailored to employers toward hiring and retention issues and provided useful guidelines for employer education materials.

Obesity Discrimination in the workplace: "You're Hired"

OpenAIRE

Flint, Stuart W; Codreanu, Sonia C; Gomoiu, Amalia; Čadek, Martin; Ivić, Vanja; Zomer, Colene; Walton, Peter

2015-01-01

The purpose of this study is to first identify whether obese people are discriminated against when hiring employees. Employees of workforces that vary due to the physical demand of their job, will rate hypothetical applicants on their suitability for employment using Likert-type responses to a range of questions. Applicants’ curriculum vitae will be manipulated by weight status and gender. Implicit and explicit attitud...

Leadership Analysis in K-12 Case Study: Superintendent's Hiring Dilemma

Science.gov (United States)

Alsobaie, Mohammed Fahad

2016-01-01

This paper will seek to analyze of the case "Superintendent's Hiring Dilemma" by Hoy and Tarter (2004) using multiple leadership perspectives. The last section of this analysis of the case study will provide the most effective leadership recommendations for the key players.

Astronauts For Hire The Emergence of a Commercial Astronaut Corps

CERN Document Server

Seedhouse, Erik

2012-01-01

The spaceflight industry is being revolutionized. It is no longer the sole preserve of professional astronauts working on government-funded manned spaceflight programs. As private companies are being encouraged to build and operate launch vehicles, and even spacecraft that can be hired on a contract basis, a new breed of astronauts is coming into being. Astronauts for Hire describes how this commercial astronaut corps will be selected and trained. It provides a unique insight into the kinds of missions and tasks that the astronauts will be involved in, from suborbital science missions to commercial trips to low Earth orbit. The book also describes the new fleet of commercial spaceships being developed - reusable rocket-propelled vehicles that will offer quick, routine, and affordable access to the edge of space. The author also explores the possibility of private enterprise establishing interplanetary spaceports, lunar bases, and outposts on the surface of Mars.

Hiring and screening practices of agencies supplying paid caregivers to older adults.

Science.gov (United States)

Lindquist, Lee A; Cameron, Kenzie A; Messerges-Bernstein, Joanne; Friesema, Elisha; Zickuhr, Lisa; Baker, David W; Wolf, Michael

2012-07-01

To assess what screening practices agencies use in hiring caregivers and how caregiver competency is measured before assigning responsibilities in caring for older adults. One-to-one phone interviews in which interviewers posed as prospective clients seeking a caregiver for an older adult relative. Cross-sectional cohort of agencies supplying paid caregivers to older adults in Illinois, California, Florida, Colorado, Arizona, Wisconsin, and Indiana. Four hundred sixty-two home care agencies were contacted, of which 84 were no longer in service, 165 offered only nursing care, and 33 were excluded; 180 agencies completed interviews. Agencies were surveyed about their hiring methods, screening measures, training practices, skill competencies assessments, and supervision. Two coders qualitatively analyzed open-ended responses. To recruit caregivers, agencies primarily used print and Internet (e.g., Craigslist.com) advertising (n = 69, 39.2%) and word-of-mouth referrals (n = 49, 27.8%). In hiring, agencies required prior "life experiences" (n = 121, 68.8%) few of which (n = 33, 27.2%) were specific to caregiving. Screening measures included federal criminal background checks (n = 96, 55.8%) and drug testing (n = 56, 31.8%). Agencies stated that the paid caregiver could perform skills, such as medication reminding (n = 169, 96.0%). Skill competency was assessed according to caregiver self-report (n = 103, 58.5%), testing (n = 62, 35.2%), and client feedback (n = 62, 35.2%). General caregiver training length ranged from 0 to 7 days. Supervision ranged from none to weekly and included home visits, telephone calls, and caregivers visiting the central office. Using an agency to hire paid caregivers may give older adults and their families a false sense of security regarding the background and skill set of the caregiver. © 2012, Copyright the Authors Journal compilation © 2012, The American Geriatrics Society.

Downside Seen in Rush to Hire School-Based Police

Science.gov (United States)

Shah, Nirvi

2013-01-01

With nightmare visions of a gunman stalking school halls, districts often rush to hire police officers to patrol their campuses after news of a school shooting. Critics of that impulsive response, which has been in high gear nationwide since the Sandy Hook Elementary School shootings in December, acknowledge the concern for student and staff…

Hacia una contextualización histórico-cultural de "Brigada Central" (TVE 1:1989): leyendo la transición democrática en España en el drama televisivo de calidad y el género policiaco

OpenAIRE

González de Garay Domínguez, Beatriz

2012-01-01

Este artículo supone una aproximación al contexto histórico y cultural de la serie de televisión española Brigada Central (TVE 1: 1989). Los tres objetivos fundamentales de este trabajo son, en primer lugar, analizar la serie dentro de los patrones definidos para el drama televisivo de calidad (Thompson, 1996); en segundo, examinar la representación de la policía en el imaginario social de la época e insertar la serie dentro de la producción histórica del género policíaco en la televisión esp...

75 FR 27157 - Improving the Federal Recruitment and Hiring Process

Science.gov (United States)

2010-05-14

... applicants, hiring managers, and human resource professionals with information to improve the recruitment and... all segments of our society. Human resource offices must provide critical support for these efforts... coordination with the OMB and in consultation with other agencies, shall develop a public human resources...

2009 Decennial Socio-Economic Survey of the Gulf For-Hire Sector

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — This survey collected data to generate a comprehensive review of the economic and policy status of the recreational for-hire sector in the U.S. Gulf of Mexico,...

Gender and class housework inequalities in the era of outsourcing hiring domestic work in Spain.

Science.gov (United States)

Gonalons-Pons, Pilar

2015-07-01

Many households regularly outsource unpaid domestic labor by purchasing services and products to help with cleaning, cooking, ironing, and other chores. Despite the prevalence of this practice, scholars know little about how it affects inequalities in the time spent on housework. Drawing on data on 3540 dual-earner households in Spain, this article examines the relationship between hiring domestic work and both the within-household gender gap in housework and the class gap in housework among women. I find that women who hire do about 30min less housework per day than non-hiring women, but in relation to their partners these women continue to do the same share of housework. Using counterfactual analysis, I find that the absence of paid domestic work is associated with a 20% decline in the class gap in housework among Spanish women. Copyright © 2015 Elsevier Inc. All rights reserved.

HIRING TRANSFORMATIONAL LEADERS IN EDUCATION: LESSONS LEARNED FROM STRUCTURED EMPLOYMENT INTERVIEWS

Directory of Open Access Journals (Sweden)

Denver Jade Fowler

2016-09-01

Full Text Available In the educational setting, hiring transformational leaders is essential to a schools’ success or failure. In this study, we examine Confucianism and country influence on structured employment interviews from both Western (United States and Eastern cultures (Taiwan. Eastern cultures have certain values not prevalent in Western cultures that may reduce the use of transformational leadership questions in job interviews. Eastern cultures have higher levels of uncertainty avoidance, collectivism, and power distance. We examined questions asked in actual job interviews in Taiwan and the United States (N = 178. Additionally, we examined the three dimensions of interview structure including evaluation standardization, question sophistication, and questioning consistency. We found that the number of questions about transformational leadership were less common in Taiwan, with its lower selection ratios, and when question sophistication and consistency were higher. In the United States, we found that the number of questions about transformational leadership increased with selection ratio, question sophistication, and question consistency, but not in Taiwan. The results of this study have important implications to all workplace settings around the globe where it may be argued that it is advantageous to hire transformational leaders to improve any organization. However, the results of this study may have particular importance to the educational setting, in both China and the United States, and globally, where the need to attract and hire transformational leaders can be vital to a schools’ success (or failure.

Using Employer Hiring Behavior to Test the Educational Signaling Hypothesis

NARCIS (Netherlands)

Albrecht, J.W.; van Ours, J.C.

2001-01-01

This paper presents a test of the educational signaling hypothesis.If employers use education as a signal in the hiring process, they will rely more on education when less is otherwise known about applicants.We nd that employers are more likely to lower educational standards when an informal, more

The cost of a "bad hire:" how search firms can help.

Science.gov (United States)

O'Connor, S J

1991-10-01

What's the key to competitive advantage and total quality management? O'Connor believes it's hiring top-quality people that are a "good fit" with your organization, and he tells how a search firm can help you do just that.

Practices influenced by policy? An exploration of newly hired science teachers at sites in South Africa and the United States

Science.gov (United States)

Navy, S. L.; Luft, J. A.; Toerien, R.; Hewson, P. W.

2018-05-01

In many parts of the world, newly hired science teachers' practices are developing in a complex policy environment. However, little is known about how newly hired science teachers' practices are enacted throughout a cycle of instruction and how these practices can be influenced by macro-, meso-, and micro-policies. Knowing how policies impact practice can result in better policies or better support for certain policies in order to enhance the instruction of newly hired teachers. This comparative study investigated how 12 newly hired science teachers at sites in South Africa (SA) and the United States (US) progressed through an instructional cycle of planning, teaching, and reflection. The qualitative data were analysed through beginning teacher competency frameworks, the cycle of instruction, and institutional theory. Data analysis revealed prevailing areas of practice and connections to levels of policy within the instructional cycle phases. There were some differences between the SA and US teachers and among first-, second-, and third-year teachers. More importantly, this study indicates that newly hired teachers are susceptible to micro-policies and are progressively developing their practice. It also shows the importance of meso-level connectors. It suggests that teacher educators and policy makers must consider how to prepare and support newly hired science teachers to achieve the shared global visions of science teaching.

the structure of labour market and demand for hired labour for oil

African Journals Online (AJOL)

DEPT OF AGRICULTURAL ENGINEERING

Descriptive statistics and the ordinary least square regres- sion techniques have been ... Keywords: structure of labour, hired labour, oil palm production, demand elasticities ...... Migration and Envi- ... to the International Labour Organization,.

Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities

Science.gov (United States)

Erickson, William A.; von Schrader, Sarah; Bruyère, M.; VanLooy, Sara A.; Matteson, S.

2014-01-01

Purpose: To determine what disability-inclusive policies and practices employers have in place and examine the relationship between these practices and the actual recruitment and hiring of persons with disabilities. Method: A survey 675 of human resources professionals who were members of the Society for Human Resource Management. Results: After…

Hiring retirees: impact of age norms and stereotypes

OpenAIRE

Karspinska, K.; Henkens, K.; Schippers, J.

2013-01-01

Purpose – This study aims to investigate the role of managers in the re-employment of early retirees and focuses on the effect of managers' age norms and stereotypes on managers' employment decisions. Design/methodology/approach – A combination of a factorial study and a survey was conducted. First, information on the age norms and stereotypes was collected. Secondly, profiles of hypothetical retired job applicants were presented to the employers, who were asked to make a specific hiring deci...

The Role of Automatic Obesity Stereotypes in Real Hiring Discrimination

Science.gov (United States)

Agerstrom, Jens; Rooth, Dan-Olof

2011-01-01

This study examined whether automatic stereotypes captured by the implicit association test (IAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credentials but differed with respect to the applicant's…

The risky business of hiring stars.

Science.gov (United States)

Groysberg, Boris; Nanda, Ashish; Nohria, Nitin

2004-05-01

With the battle for the best and brightest people heating up again, you're most likely out there looking for first-rate talent in the ranks of your competitors. Chances are, you're sold on the idea of recruiting from outside your organization, since developing people within the firm takes time and money. But the authors, who have tracked the careers of high-flying CEOs, researchers, software developers, and leading professionals, argue that top performers quickly fade after leaving one company for another. To study this phenomenon in greater detail, the authors analyzed the ups and downs of more than 1,000 star stock analysts, a well-defined group for which there are abundant data. The results were striking. After a star moves, not only does her performance plunge, but so does the effectiveness of the group she joins--and the market value of her new company. Moreover, transplanted stars don't stay with their new organizations for long, despite the astronomical salaries firms pay to lure them from rivals. Most companies that hire stars overlook the fact that an executive's performance is not entirely transferable because his personal competencies inevitably include company-specific skills. When the star leaves the old company for the new, he cannot take with him many of the resources that contributed to his achievements. As a result, he is unable to repeat his performance in another company--at least not until he learns to work the new system, which could take years. The authors conclude that companies cannot gain a competitive advantage or successfully grow by hiring stars from outside. Instead, they should focus on cultivating talent from within and do everything possible to retain the stars they create. Firms shouldn't fight the star wars, because winning could be the worst thing that happens to them.

Figuring out whether they can be trusted: older widows' intentions relative to hired non-professional home-care helpers.

Science.gov (United States)

Porter, Eileen J; Lasiter, Sue; Poston, Emily

2005-01-01

The purpose of this phenomenological study was to describe the experience of older women relative to trusting hired non-professional home-care helpers. Open-ended interviews were done about the home-care experience with 25 women over three years, and 14 women (age 80-93) shared data about hiring and trusting helpers. The women perceived risks to personal safety that adversely influenced willingness to seek new helpers. After hiring a helper, the women were still trying to discern whether the helper could be trusted. Primary-care providers should enable older women to recognize and reduce the risk of having helpers and to monitor helpers' behavior, as well as assessing the psychosocial status of women who have such helpers.

2009 Decennial Socio-Economic Survey of the S. Atlantic For-Hire Sector

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — This survey collected data to provide a current perspective on the for-hire fishing sectors of Florida (east coast), Georgia, South and North Carolina. One important...

Training, Degrees, and Credentials in the Hiring of School Psychologists

Science.gov (United States)

O'donnell, Patrick S.; Dunlap, Linda L.

2014-01-01

A national sample of 246 Directors of Pupil Personnel Services and Directors of Special Education were surveyed to assess the importance they place on training, degrees, and credentials in the hiring of school psychologists. High, but varying, levels of importance were found for the content knowledge and skill areas in the National Association of…

Random or referral hiring: When social connections matter

OpenAIRE

Nicodemo, Catia; Nicolini, Rosella

2012-01-01

This study investigates the existence of hiring criteria associated with the degree of social connections between skill and low-skill workers. We provide evidence about to what extent managers rely on their social connections in recruiting low-skill workers rather than on random matching. As one unique feature we follow an approach for a posted wage setting that reflects the main features of the Spanish labor market. By working with sub-samples of high and low-skill workers we are able to ass...

Tsunami vertical-evacuation planning in the U.S. Pacific Northwest as a geospatial, multi-criteria decision problem

Science.gov (United States)

Wood, Nathan; Jones, Jeanne; Schelling, John; Schmidtlein, Mathew

2014-01-01

Tsunami vertical-evacuation (TVE) refuges can be effective risk-reduction options for coastal communities with local tsunami threats but no accessible high ground for evacuations. Deciding where to locate TVE refuges is a complex risk-management question, given the potential for conflicting stakeholder priorities and multiple, suitable sites. We use the coastal community of Ocean Shores (Washington, USA) and the local tsunami threat posed by Cascadia subduction zone earthquakes as a case study to explore the use of geospatial, multi-criteria decision analysis for framing the locational problem of TVE siting. We demonstrate a mixed-methods approach that uses potential TVE sites identified at community workshops, geospatial analysis to model changes in pedestrian evacuation times for TVE options, and statistical analysis to develop metrics for comparing population tradeoffs and to examine influences in decision making. Results demonstrate that no one TVE site can save all at-risk individuals in the community and each site provides varying benefits to residents, employees, customers at local stores, tourists at public venues, children at schools, and other vulnerable populations. The benefit of some proposed sites varies depending on whether or not nearby bridges will be functioning after the preceding earthquake. Relative rankings of the TVE sites are fairly stable under various criteria-weighting scenarios but do vary considerably when comparing strategies to exclusively protect tourists or residents. The proposed geospatial framework can serve as an analytical foundation for future TVE siting discussions.

Promoting Equal Access of Girls/Women to Technical and Vocational Education.

Science.gov (United States)

Mishra, Arun; Khanna, Pinki; Shrivastava, Nalini

Despite United Nations' efforts, inequality of access for girls and women to technical and vocational education (TVE) persists in India. Challenges of the 21st century with regard to ensuring equal access of girls and women to TVE include: increasing the participation of girls (especially rural girls) in TVE; overcoming gender bias and…

National Profiles in Technical and Vocational Education in Asia and the Pacific: Indonesia.

Science.gov (United States)

United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

This technical and vocational education (TVE) profile on Indonesia is one in a series of profiles of UNESCO member countries. It is intended to be a handy reference on TVE systems, staff development, technical cooperation, and information networking. A two-page overview lists TVE goals, outlines the structure and governance, and lists the six…

the structure of labour market and demand for hired labour for oil

African Journals Online (AJOL)

DEPT OF AGRICULTURAL ENGINEERING

Keywords: structure of labour, hired labour, oil palm production, demand ... age and sex of labour or employment status (i.e. ..... Work which by its nature or circumstances in which it is carried out is likely to harm the health, safety or morals of.

Learning needs of Nursing students in technical vocational education.

Science.gov (United States)

de Góes, Fernanda dos Santos Nogueira; Côrrea, Adriana Katia; de Camargo, Rosângela Andrade Aukar; Hara, Cristina Yuri Nakata

2015-01-01

Identify learning needs of students of Technical Vocational Education (TVE) in Nursing. Qualitative study conducted in a city of São Paulo state. The subjects were students, teachers and coordinators of TVE and students of the bachelor degree who have had contact with TVE. Data collection was performed by questionnaire socioeconomic and cultural circles about the learning needs. For data analysis we used the content analysis. It was found that students have difficulties contents not related to nursing as portuguese and mathematics, as well as introductory courses in the course of TVE which possibly may interfere negatively in learning specific content of nursing and the quality of health care. It is necessary to rethink the content taught and ways to teach from basic education, as well as the training of teachers who now works in the TVE.

Analysis of Differences in the Motivation of the Owner-Managers and Hired Managers of Regional Enterprises

Directory of Open Access Journals (Sweden)

Anna Valentinovna Mukhacheva

2017-06-01

Full Text Available The article deals with the differences in the motivation of owner-managers and hired managers. The purpose of the article is to identify the signs of the differences and similarities in the motivation of hired managers and owner-managers on the basis of the analysis of the results of the study of these issues by other authors, as well as with the help of our research. The hypothesis of the study consists in the assumption that the motivational profile of owner-managers differs from the motivational profile of hired managers in greater riskiness and thrift. The research methodology involves conducting a sociological survey of 100 managers of small and medium-sized enterprises in Kemerovo, half of which are employed and the other half are business owners. Questioning was carried out by several methods: oral, by e-mail, in writing through the Center for Business Support and through other means. The data we processed in the SPSS Statistic program. The results of the study unexpectedly have rejected a basic hypothesis: the average data for the degree of risk and thrift of hired managers is highly competitive with the received indices of owner-managers. There is the only difference in the distribution of characteristics. The level of riskiness and thrift of the hired managers tends to the be average among them and has a slight variation in the estimates, while the owner-managers much differ from each other on these parameters, have a large variation in the values of indicators, show a lot of the diametrically opposed estimates. The study of the motives of of owner-managers activity allows to the authorities to develop recommendations on the improvement of the existing and new programmes for the support of small and medium-sized business; on the formation of executive candidate pool. It also can contribute to revealing the categories of population with expressed entrepreneurial and managerial motivational profiles at a stage of professional education

Effects of Thymus vulgaris ethanolic extract on chronic toxoplasmosis in a mouse model.

Science.gov (United States)

Eraky, Maysa Ahmad; El-Fakahany, Amany Farouk; El-Sayed, Nagwa Mostafa; Abou-Ouf, Eman Abdel-Rahman; Yaseen, Doaa Ibrahim

2016-07-01

The current work was undertaken to investigate the potential effectiveness of Thymus vulgaris ethanolic extract (TVE) against Toxoplasma gondii infection in chronic experimental toxoplasmosis. To evaluate prophylactic effects, mice received 500 mg/kg TVE for 5 days before they were infected by an avirulent Me49 T. gondii strain. To investigate the therapeutic effects of the extract postinfection, daily treatment with TVE was initiated at 6 weeks postinfection and continued for 10 days. The following groups of animals were used as controls: uninfected/non-treated, infected/non-treated, and infected/treated with a combination of pyrimethamine and sulfadiazine. Brain cyst count and histopathological changes using H&E and Feulgen stains were used to evaluate the efficacy of TVE. The mean number of brain cysts was significantly decreased by 24 % in mice treated prophylactically with TVE. TVE also significantly reduced the mean number of brain cysts when administered to animals already chronically infected with T. gondii. The effect of TVE was comparable to that of treatment with a mixture of sulfadiazine and pyrimethamine (46 and 51 % reduction, respectively). Moreover, considerable amelioration of the pathological lesions in the brain and retina was observed. The results demonstrate the potential efficacy of T. vulgaris as a new natural therapeutic and prophylactic agent for use in the treatment of chronic toxoplasmosis.

Citizen Perceptions of Procedural Fairness and the Moderating Roles of 'Belief in a Just World' and 'Public Service Motivation' in Public Hiring

DEFF Research Database (Denmark)

Pedersen, Mogens Jin; Stritch, Justin Michael; Taggart, Gabel

2017-01-01

rate the procedural fairness of a hiring situation much lower when the situation appears to be influenced by an applicant's social contacts. However, citizens who report stronger ‘belief in a just world’ have less concern with a hiring process marked by advocacy, whereas citizens with higher levels......This article expands our knowledge of how variation in public administrative processes affects citizen perceptions of procedural fairness (CPPF). Focusing on a specific administrative process—the selection and hiring process—we use a survey experimental design among 823 US citizens and examine...... the effect of a public hiring process involving the appearance of advocacy from an applicant's social contacts on CPPF. Moreover, we theoretically and empirically examine the moderating effects of two psychological constructs: ‘belief in a just world’ and ‘public service motivation’. We find that citizens...

Conformity under uncertainty: reliance on gender stereotypes in online hiring decisions.

Science.gov (United States)

Uhlmann, Eric Luis; Silberzahn, Raphael

2014-02-01

We apply Bentley et al.'s theoretical framework to better understand gender discrimination in online labor markets. Although such settings are designed to encourage employer behavior in the northwest corner of Homo economicus, actual online hiring decisions tend to drift southeast into a "confirmation bias plus weak feedback loops" pattern of discrimination based on inaccurate social stereotypes.

Social bias within the institution of hired domestic care: global interactions and migration

Czech Academy of Sciences Publication Activity Database

Uhde, Zuzana

2016-01-01

Roč. 16, č. 4 (2016), s. 684-709 ISSN 1519-6089 R&D Projects: GA ČR GA15-07898S Institutional support: RVO:68378025 Keywords : Hired domestic care * Recognition * Global interactions Subject RIV: AO - Sociology, Demography

Old and Unemployable? How Age-Based Stereotypes Affect Willingness to Hire Job Candidates.

Science.gov (United States)

Abrams, Dominic; Swift, Hannah J; Drury, Lisbeth

2016-03-01

Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age-diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low-status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age-positive selection procedures and ways to reduce the impact of implicit age biases are discussed.

Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

Science.gov (United States)

Swift, Hannah J.; Drury, Lisbeth

2016-01-01

Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed. PMID:27635102

20 Suggestions for Improving the Departmental Procedures for Hiring Teachers of Sociology.

Science.gov (United States)

Ewens, Bill

Twenty suggestions are given to help university sociology departments develop procedures for hiring good teachers in the field. The first five ideas are about publicizing the position and initial screening of applications. Jobs should be announced in professional journals and at graduate departments with good reputations. Standardized forms should…

Increasing compliance with low tidal volume ventilation in the ICU with two nudge-based interventions: evaluation through intervention time-series analyses.

Science.gov (United States)

Bourdeaux, Christopher P; Thomas, Matthew Jc; Gould, Timothy H; Malhotra, Gaurav; Jarvstad, Andreas; Jones, Timothy; Gilchrist, Iain D

2016-05-26

Low tidal volume (TVe) ventilation improves outcomes for ventilated patients, and the majority of clinicians state they implement it. Unfortunately, most patients never receive low TVes. 'Nudges' influence decision-making with subtle cognitive mechanisms and are effective in many contexts. There have been few studies examining their impact on clinical decision-making. We investigated the impact of 2 interventions designed using principles from behavioural science on the deployment of low TVe ventilation in the intensive care unit (ICU). University Hospitals Bristol, a tertiary, mixed medical and surgical ICU with 20 beds, admitting over 1300 patients per year. Data were collected from 2144 consecutive patients receiving controlled mechanical ventilation for more than 1 hour between October 2010 and September 2014. Patients on controlled mechanical ventilation for more than 20 hours were included in the final analysis. (1) Default ventilator settings were adjusted to comply with low TVe targets from the initiation of ventilation unless actively changed by a clinician. (2) A large dashboard was deployed displaying TVes in the format mL/kg ideal body weight (IBW) with alerts when TVes were excessive. TVe in mL/kg IBW. TVe was significantly lower in the defaults group. In the dashboard intervention, TVe fell more quickly and by a greater amount after a TVe of 8 mL/kg IBW was breached when compared with controls. This effect improved in each subsequent year for 3 years. This study has demonstrated that adjustment of default ventilator settings and a dashboard with alerts for excessive TVe can significantly influence clinical decision-making. This offers a promising strategy to improve compliance with low TVe ventilation, and suggests that using insights from behavioural science has potential to improve the translation of evidence into practice. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please

Bifunctional activity of deoxyhypusine synthase/hydroxylase from Trichomonas vaginalis.

Science.gov (United States)

Quintas-Granados, Laura Itzel; Carvajal Gamez, Bertha Isabel; Villalpando, Jose Luis; Ortega-Lopez, Jaime; Arroyo, Rossana; Azuara-Liceaga, Elisa; Álvarez-Sánchez, María Elizbeth

2016-04-01

The Trichomonas vaginalis genome analysis suggested the presence of a putative deoxyhypusine synthase (TvDHS) that catalyzes the posttranslational modification of eIF-5A. Herein, we expressed and purified the recombinant TvDHS (rTvDHS) protein (43 kDa) and the recombinant TveIF-5A (rTveIF-5A) precursor protein (46 kDa). A 41 kDa band of the native TvDHS was recognized by western blot analysis in T. vaginalis total protein extract by a mouse polyclonal anti-rTvDHS antibody. The enzymatic activity of rTvDHS was determined by in vitro rTveIF-5A precursor modification. The modification reaction was performed by using ((3)H)-spermidine, and the biochemical analysis showed that rTvDHS exhibited Km value of 0.6 μM. The rTvDHS activity was inhibited by the spermidine analog, N″-guanyl-1,7-diamino-heptane (GC7). Native gel electrophoresis analysis showed two bands corresponding to an rTvDHS-rTveIF-5A complex and an intermediate form of rTveIF-5A. The two forms were subsequently separated by ion exchange chromatography to identify the hypusine residue by MS/MS analysis. Moreover, mutations in TvDHS showed that the putative HE motif present in this enzyme is involved in the hydroxylation of TveIF-5A. We observed that only hypusine-containing TveIF-5A was bound to an RNA hairpin ERE structure from the cox-2 gene, which contains the AAAUGUCACAC consensus sequence. Interestingly, 2DE-WB assays, using parasites that were grown in DAB-culture conditions and transferred to exogenous putrescine, showed the new isoform of TveIF-5A. In summary, our results indicate that T. vaginalis contains an active TvDHS capable of modifying the precursor TveIF-5A protein, which subsequently exhibits RNA binding activity. Copyright © 2015. Published by Elsevier B.V.

Context Matters: Principals' Sensemaking of Teacher Hiring and On-the-Job Performance

Science.gov (United States)

Ingle, Kyle; Rutledge, Stacey; Bishop, Jennifer

2011-01-01

Purpose: School principals make sense of multiple messages, policies, and contexts within their school environments. The purpose of this paper is to examine specifically how school leaders make sense of hiring and subjective evaluation of on-the-job teacher performance. Design/methodology/approach: This qualitative study drew from 42 interviews…

The Division of PA Teacher Certification and Its Impact on Teacher Hiring

Science.gov (United States)

Vaughn, Ann Marie G.

2017-01-01

In 2008, the Pennsylvania Department of Education enacted Chapter 49-2 which divided the certified grade spans of Elementary Teachers. This dissertation addresses the question of how the change of PA Teacher Certifications, known as Chapter 49-2, has affected the selecting, interviewing, and hiring process for administrators. A problem was…

Employers' Perceptions, Attitudes, and Policies on Hiring of Graduates of Online Dietetic Education

Science.gov (United States)

Dehpahlavan, Jaleh

2013-01-01

This qualitative explorative study explored dietetic employers' perceptions, attitudes, and policies regarding hiring of online dietetic graduates; how their perceptions were formed; and factors contributing to their development. Higher educational institutions and learners have embraced online education, evidenced by increased online program…

Trends in family labour, hired labour and contract work on french fieldcrop farms: the role of agricultural policies

OpenAIRE

Dupraz, Pierre; Latruffe, Laure

2010-01-01

This article analyses the factors driving the evolution of on-farm labour use, including own family labour, hired labour and contract work, in French fieldcrop farms during 1990-2007. Particular attention is given to the level and type of agricultural support. The increase in the farm labour force over the years is due to increases in hired labour and contract work which are complements for each other rather than substitutes, and complement for family labour. Crop area payments and Single Far...

Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

DEFF Research Database (Denmark)

Jahn, Elke; Wagner, Thomas

2008-01-01

To reduce equilibrium unemployment targeted hiring subsidies and profiling techniques for long-term unemployed are often recommended. To analyze the effects of these two instruments, our model combines two search methods: the public employment service and random search, jobseekers choose between...... an active and a passive search strategy, while labour market policy has two options available. First, only the long-term unemployed placed by the public employment service are subsidized. Second, the subsidy is paid for each match with a long-term unemployed irrespective of the search method used. We show...

Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

DEFF Research Database (Denmark)

Jahn, Elke; Wagner, Thomas

To reduce equilibrium unemployment targeted hiring subsidies and profilin techniques for long-term unemployed are often recommended. To analyze the effects of these two instruments, our model combines two search methods: the public employment serviceand random search, jobseekers choose between...... an active and a passive search strategy, while labour market policy has two options available. First, only the long-term unemployed placed by the public employment service are subsidized. Second, the subsidy is paid for each match with a long-term unemployed irrespective of the search method used. We show...

Characteristics valued by the pharmacy practice community when hiring a recently graduated pharmacist.

Science.gov (United States)

Thompson, David C; Nuffer, Wesley; Brown, Kristen

2012-11-12

To determine those characteristics that are most valued by members of the pharmacy practice community when hiring a new pharmacist. A survey instrument describing 20 characteristics that a pharmacy graduate may possess was created and sent to pharmacists licensed in Colorado. Respondents were asked to select and prioritize the top 5 characteristics considered most important in hiring a new graduate pharmacist. Responses were segregated by practice (retail vs. institutional) and/or by pharmacist role (manager vs. staff). Three hundred eighteen survey instruments were received. Having good/strong communication skills was the characteristic ranked highest by all groups. Professional behavior and being adaptable were also ranked highly. The characteristics of using the literature and punctuality ranked low overall. Differences were identified in how the groups valued some characteristics. Characteristics preferred in a new pharmacist varied depending on practice site and the managerial responsibilities of the potential employer. Some characteristics, such as communication skills and professional behavior, were considered of high value by all pharmacist groups.

Swedish Collective Agreements and Employers’ Willingness to Hire and Retain Older Workers in Employment

Directory of Open Access Journals (Sweden)

Carin Ulander-Wänman

2016-06-01

Full Text Available Demographic change is transforming the EU population structure for the coming decades. One challenge that society faces is to preserve social welfare when elderly persons comprise a larger proportion of the total population. Allowing people to work beyond the current retirement age may help slow the growth of the maintenance burden for welfare costs, and creating situations where larger numbers of older employees can work longer and complete more working hours can improve conditions for preserving and developing welfare. However, a prolonged working life presupposes several conditions; one of these is that legal regulation of the labor market must support employers’ willingness to hire and retain older workers in employment. This article explores employers’ attitudes toward regulations in Swedish collective agreements—regulations which are of particular importance if employers are to increase hiring and retention of older workers in employment.

Cranial Nerve Dysfunction Associated with Cavernous Dural Arteriovenous Fistulas After Transvenous Embolization with Onyx

Energy Technology Data Exchange (ETDEWEB)

Li, Chuanhui; Wang, Yang; Li, Youxiang; Jiang, Chuhan; Wu, Zhongxue; Yang, Xinjian, E-mail: yang-xj@163.net [Capital Medical University, Beijing Neurosurgical Institute and Beijing Tiantan Hospital (China)

2015-10-15

PurposeCranial nerve dysfunction (CND) is not uncommon in patients with cavernous dural arteriovenous fistulas (cDAVFs), and may represent an initial manifestation or a complication after endovascular treatment. This study evaluated the outcome of CND associated with cDAVFs after transvenous embolization (TVE) using Onyx.Materials and MethodsForty-one patients with cDAVFs were treated with TVE in our department between April 2009 and October 2013. For each patient, clinical and radiologic records were retrospectively reviewed and evaluated, with an emphasis placed on evaluating the outcomes of the pre-existing cDAVF-induced CND and the TVE-induced CND.ResultsOf the 41 cases, 25 had a history of preoperative CND. Postoperatively, gradual remission to complete recovery (CR) within 8 months was observed in 17 of these cases, transient aggravation in 7, and significant improvement to be better than preoperative function but no CR in 1. All aggravation of CND occurred immediately or within 1 day after TVE and resolved completely within 5 months. Nine patients developed new CND after TVE. New CND occurred during the perioperative period in 8 cases, but all cases resolved completely within 15 days–6 months. Delayed CND was observed in 3 cases with a time lag of 3–25 months after TVE. Two of these completely resolved within 20 days–1 month and the remaining case significantly improved.ConclusionBoth the pre-existing cDAVF-induced CND and the TVE-induced new or aggravated CND completely resolved in almost all cases after embolization with Onyx.

Public Incentives for Hiring and Training Employees: An Employer's Guide. Workforce Brief #8.

Science.gov (United States)

Bergman, Terri

The six sections of this brief provide the following information: (1) the types of public incentives available to employers for hiring and training of employees, including increasing economic activity and increasing labor market supply; (2) federally operated incentive programs (Welfare-to-Work Tax Credit, Work Opportunity Tax Credit, Employee…

More Female Manager Hires through More Female Managers? Evidence from Germany

OpenAIRE

Bossler, Mario; Mosthaf, Alexander; Schank, Thorsten

2016-01-01

Women are heavily underrepresented in management positions. This paper investigates if there is state dependence in the share of female manager hires in German plants to assess if increased female representation in management positions is sustainable. Using administrative data from the Integrated Employment Biographies of the IAB, we apply dynamic tobit models and dynamic linear models taking unobserved heterogeneity and the endogeneity of lagged dependent variables into account. We find that...

A Gender Bias Habit-Breaking Intervention Led to Increased Hiring of Female Faculty in STEMM Departments.

Science.gov (United States)

Devine, Patricia G; Forscher, Patrick S; Cox, William T L; Kaatz, Anna; Sheridan, Jennifer; Carnes, Molly

2017-11-01

Addressing the underrepresentation of women in science is a top priority for many institutions, but the majority of efforts to increase representation of women are neither evidence-based nor rigorously assessed. One exception is the gender bias habit-breaking intervention (Carnes et al., 2015), which, in a cluster-randomized trial involving all but two departmental clusters ( N = 92) in the 6 STEMM focused schools/colleges at the University of Wisconsin - Madison, led to increases in gender bias awareness and self-efficacy to promote gender equity in academic science departments. Following this initial success, the present study compares, in a preregistered analysis, hiring rates of new female faculty pre- and post-manipulation. Whereas the proportion of women hired by control departments remained stable over time, the proportion of women hired by intervention departments increased by an estimated 18 percentage points ( OR = 2.23, d OR = 0.34). Though the preregistered analysis did not achieve conventional levels of statistical significance ( p power, as the cluster-randomized trial has a maximum sample size of 92 departmental clusters. These patterns have undeniable practical significance for the advancement of women in science, and provide promising evidence that psychological interventions can facilitate gender equity and diversity.

Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

DEFF Research Database (Denmark)

Jahn, Elke; Wagner, Thomas

To reduce unemployment targeted hiring subsidies for long-term unemployed are often recommended. To explore their effect on employment and wages, we devise a model with two types of unemployed and two methods of search, a public employment service (PES) and random search. The eligibility of a new......, which ad­vance the search effectiveness of the PES, crowd out the active jobseekers and reduce overall employment as well as social welfare. Nevertheless, reforms are a visible success for the PES and its target group, as they significantly increase the service's placement rate and lower the duration...

Hiring and keeping qualified personnel in a growing regulatory organisation

International Nuclear Information System (INIS)

Marchildon, P.

1993-01-01

Although no new nuclear stations are currently committed in Canada, the regulatory authority, the Atomic Energy Control Board (AECB), has started, in 1989, an expansion program which, when completed in 1994 will represent a 60 pc increase in its workforce. The new personnel resources are being used to improve the AECB effectiveness in a number of regulatory activities. This paper reviews some of the key factors which relate to the hiring and integration of the new AECB employees: selection process, timing, fees, scholarship program, subsequent training of qualified personnel, woman quotas. 2 figs

Within-subjects comparison of the HiRes and Fidelity120 speech processing strategies: speech perception and its relation to place-pitch sensitivity.

Science.gov (United States)

Donaldson, Gail S; Dawson, Patricia K; Borden, Lamar Z

2011-01-01

Previous studies have confirmed that current steering can increase the number of discriminable pitches available to many cochlear implant (CI) users; however, the ability to perceive additional pitches has not been linked to improved speech perception. The primary goals of this study were to determine (1) whether adult CI users can achieve higher levels of spectral cue transmission with a speech processing strategy that implements current steering (Fidelity120) than with a predecessor strategy (HiRes) and, if so, (2) whether the magnitude of improvement can be predicted from individual differences in place-pitch sensitivity. A secondary goal was to determine whether Fidelity120 supports higher levels of speech recognition in noise than HiRes. A within-subjects repeated measures design evaluated speech perception performance with Fidelity120 relative to HiRes in 10 adult CI users. Subjects used the novel strategy (either HiRes or Fidelity120) for 8 wks during the main study; a subset of five subjects used Fidelity120 for three additional months after the main study. Speech perception was assessed for the spectral cues related to vowel F1 frequency, vowel F2 frequency, and consonant place of articulation; overall transmitted information for vowels and consonants; and sentence recognition in noise. Place-pitch sensitivity was measured for electrode pairs in the apical, middle, and basal regions of the implanted array using a psychophysical pitch-ranking task. With one exception, there was no effect of strategy (HiRes versus Fidelity120) on the speech measures tested, either during the main study (N = 10) or after extended use of Fidelity120 (N = 5). The exception was a small but significant advantage for HiRes over Fidelity120 for consonant perception during the main study. Examination of individual subjects' data revealed that 3 of 10 subjects demonstrated improved perception of one or more spectral cues with Fidelity120 relative to HiRes after 8 wks or longer

THE USE OF MALCOLM BALDRIDGE METHOD FOR FORMULATING STRATEGIC PLANNING IN THE TECHNOLOGICAL AND VOCATIONAL EDUCATION

Directory of Open Access Journals (Sweden)

Suharno Suharno

2015-12-01

Full Text Available The article described the results of a study evaluating the performance of Technological and Vocational Education (TVE by means of Malcolm Baldrige method. The data on the performance was used in order to know its excellence and weakness. Based on the performance excellence and weakness, a competitive strategy could be formulated in order to improve the TVE quality. First, performance measurements by means of Malcolm Baldrige criteria were done on seven study programs from different universities. Second, results of the performance measurements were analyzed and described. With the data resulting from the performance measurements as the basis of the analysis, the excellence and weakness of TVE performance might be found. Third, a strategy was developed. Based on the performance excellence and weakness, a performance improvement strategy might be formulated in order to raise the quality level within the educational process of TVE. The research results indicated that for the performance level the seven universities under measurement achieved scores ranging from 526 to 711 point. These results showed that the performance of study programs in TVE within Indonesia put these study programs into the categories of education leader and of emerging education leader. On the basis of those categories, each study program might formulate its own competitive strategy in order to improve the TVE performance so that the educational process being conducted might also improve in terms of quality level.

Role of work overload toward turnover intention among newly hired public accountants

OpenAIRE

Pradana, Andika; Salehudin, Imam

2013-01-01

This paper aims to analyze how work overload influences turnover intentions of newly hired public accountants. Job satisfaction, work related stress and work life conflicts are used as mediating variable between work overload and turnover intention. This study employed 141 auditors from several accounting firms operating in the Greater Jakarta region. Six proposed hypotheses was tested using Structural Equation Modeling (SEM). Results showed that work overload has significant effect in increa...

Managing a perilous stigma: Ex-offenders' use of reparative impression management tactics in hiring contexts.

Science.gov (United States)

Ali, Abdifatah A; Lyons, Brent J; Ryan, Ann Marie

2017-09-01

Individuals with a criminal record face employment challenges because of the nature of their stigma. In this study, we examined the efficacy of using reparative impression management tactics to mitigate integrity concerns associated with a perilous stigma. Drawing on affect control theory, we proposed that the use of 3 impression management tactics-apology, justification, excuse-would differentially affect hiring evaluations through their influence on perceived remorse and anticipated workplace deviance. Across 3 studies, we found support for our proposed model. Our results revealed the use of an apology or justification tactic when explaining a previous criminal offense had a positive indirect effect on hiring evaluations, whereas the use of an excuse tactic had a negative indirect effect. These findings suggest applicants may benefit from using impression management tactics that communicate remorse when discussing events or associations that violate integrity expectations. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Emergent structures in faculty hiring networks, and the effects of mobility on academic performance

NARCIS (Netherlands)

Cowan, Robin; Rossello, Giulia

2017-01-01

This paper is about the South African job market for PhDs. PhD to first job mobility involves the preferences of both the hiring institution and the candidate. Both want to make the best choice and here institutional prestige plays a crucial role. A university’s prestige is an emergent property of

Students Perception of Entrepreneurship as a Self-Reliance ...

African Journals Online (AJOL)

... TVE students from 12 Universities in Southern Nigeria. The findings revealed that creating awareness, stimulating interest and participation in entrepreneurship by TVE students/graduates is a sure way to reducing the ever increasing unemployment of school graduates through self-employment and enhancement.

The health of California's immigrant hired farmworkers.

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Villarejo, Don; McCurdy, Stephen A; Bade, Bonnie; Samuels, Steve; Lighthall, David; Williams, Daniel

2010-04-01

Hispanic immigrant workers dominate California's hired farm workforce. Little is known about their health status; even less is known about those lacking employment authorization. The California Agricultural Workers Health Survey (CAWHS) was a statewide cross-sectional household survey conducted in 1999. Six hundred fifty-four workers completed in-person interviews, comprehensive physical examinations, and personal risk behavior interviews. The CAWHS PE Sample is comprised mostly of young Mexican men who lack health insurance and present elevated prevalence of indicators of chronic disease: overweight, obesity, high blood pressure, and high serum cholesterol. The self-reported, cumulative, farm work career incidence of paid claims for occupational injury under workers compensation was 27% for males and 11% for females. The survey finds elevated prevalence of indicators of chronic disease but lack of health care access. Participants without employment authorization reported a greater prevalence of high-risk behaviors, such as binge drinking, and were less knowledgeable about workplace protections. (c) 2010 Wiley-Liss, Inc.

The Influnce of Metacognition on Managerial Hiring Decision Making: Implications for Management Development

OpenAIRE

Kumar, Angela Ewell

1998-01-01

THE INFLUENCE OF METACOGNITION ON MANAGERIAL HIRING DECISION MAKING: IMPLICATIONS FOR MANAGEMENT DEVELOPMENT by Angela Ewell Kumar (ABSTRACT) Cognitive processing has a primary role in decision making. In addition, metacognition, the regulation and knowledge of cognition, affects decision making in a consistent and predictable way. Novices explain situations in a simple way. Novices are more likely to make inappropriate decisions. Research suggests that train...

Faculty Hiring and Development at BYU: Perspectives of a Recent Hire and Department Chair

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Turley, R. Steven

2002-04-01

I will present a personal perspective on the transition from an industrial to an academic physicist. For those planning on a similar transition, I will mention several things that were helpful in preparing myself, marketing myself, and adapting to an academic setting. For instance, a significant difference between academic and industrial physics is the responsibility of classroom teaching. Several things that proved particularly useful in improving my own teaching were mentoring teaching partnerships, student evaluations, help in the tenure and promotion process, and programs available from our Faculty Center. From my current perspective as a department chair, I will further discuss mentoring practices I have found helpful with other new faculty. These include such things as inviting mentors to participate with new faculty in development workshops and providing financial and other recognition for participation as a mentor. In addition to developing professional skills, I have found that good mentoring is particularly critical in encouraging new faculty to adapt to departmental culture. Finally, I will discuss ideas I have found helpful in successfully recruiting new faculty. This involves researching, identifying, and actively recruiting faculty we think will build our department. For us, it has not been sufficient to passively rely on responses from applicants to advertisements and word-of-mouth inquiries. Through careful hiring and effective mentoring, we have developed an excellent record of having our faculty being successful in the tenure process.

Determinants and outcomes of acute transcatheter valve-in-valve therapy or embolization: a study of multiple valve implants in the U.S. PARTNER trial (Placement of AoRTic TraNscathetER Valve Trial Edwards SAPIEN Transcatheter Heart Valve).

Science.gov (United States)

Makkar, Raj R; Jilaihawi, Hasan; Chakravarty, Tarun; Fontana, Gregory P; Kapadia, Samir; Babaliaros, Vasilis; Cheng, Wen; Thourani, Vinod H; Bavaria, Joseph; Svensson, Lars; Kodali, Susheel; Shiota, Takahiro; Siegel, Robert; Tuzcu, E Murat; Xu, Ke; Hahn, Rebecca T; Herrmann, Howard C; Reisman, Mark; Whisenant, Brian; Lim, Scott; Beohar, Nirat; Mack, Michael; Teirstein, Paul; Rihal, Charanjit; Douglas, Pamela S; Blackstone, Eugene; Pichard, Augusto; Webb, John G; Leon, Martin B

2013-07-30

This study investigated the determinants and outcomes of acute insertion of a second transcatheter prosthetic valve (TV) within the first (TV-in-TV) or transcatheter valve embolization (TVE) after transcatheter aortic valve replacement (TAVR). TAVR failure can occur with both TV-in-TV and TVE as a consequence of TAVR malpositioning. Only case reports and limited series pertaining to these complications have been reported to date. Patients undergoing TAVR in the PARTNER (Placement of AoRTic TraNscathetER Valve Trial Edwards SAPIEN Transcatheter Heart Valve) randomized trial (cohorts A and B) and accompanying registries were studied. Data were dichotomized for those with and without TV-in-TV or TVE, respectively. From a total of 2,554 consecutive patients, 63 (2.47%) underwent TV-in-TV and 26 (1.01%) TVE. The indication for TV-in-TV was significant aortic regurgitation in most patients, often due not only to malpositioning but also to leaflet dysfunction. Despite similar aortic valve function on follow-up echoes, TV-in-TV was an independent predictor of 1-year cardiovascular mortality (hazard ratio [HR]: 1.86, 95% confidence interval [CI]: 1.03 to 3.38, p = 0.041), with a nonsignificant trend toward greater all-cause mortality (HR: 1.43, 95% CI: 0.88 to 2.33, p = 0.15). Technical and anatomical reasons accounted for most cases of TVE. A multivariable analysis found TVE to be an independent predictor of 1-year mortality (HR: 2.68, 95% CI: 1.34 to 5.36, p = 0.0055) but not cardiovascular mortality (HR: 1.30, 95% CI: 0.48 to 3.52, p = 0.60). Acute TV-in-TV and TVE are serious sequelae of TAVR, often resulting in multiple valve implants. They carry an excess of mortality and are caused by anatomic and technical factors, which may be avoidable with judicious procedural planning. Copyright © 2013 American College of Cardiology Foundation. Published by Elsevier Inc. All rights reserved.

Can Heterosexist Music Cause Hiring Discrimination Against Sexual Minority Men? Testing the Effects of Prejudicial Media Messages.

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Binder, Kevin; Ward, L Monique

2016-01-01

Workplace heterosexism is a pervasive issue affecting lesbian, gay, bisexual, and transgender (LGBT) employees. This study investigated the influence of heterosexist media on hiring decisions by exposing 171 heterosexual undergraduate men to heterosexist rap music, nonheterosexist rap music, or no music and measuring their evaluations of a heterosexual and gay male professorial job applicant immediately afterward. As expected, participants exposed to the heterosexist music provided lower evaluations of the gay applicant than those exposed to no music, for two of the eight dimensions measured. Also, participants exposed to heterosexist messages were less willing to recommend and meet one-on-one with a gay candidate than a heterosexual one. Music condition effects remained, even with demographic factors controlled. These findings suggest that media heterosexism may affect hiring decisions for GBT men and may also influence the treatment of these men in a workplace environment.

A Qualitative Study of Technology-Based Training in Organizations that Hire Agriculture and Life Sciences Students

Science.gov (United States)

Bedgood, Leslie; Murphrey, Theresa Pesl; Dooley, Kim E.

2008-01-01

Technological advances have created unlimited opportunities in education. Training and technology have merged to create new methods referred to as technology-based training. The purpose of this study was to identify organizations that hire agriculture and life sciences students for positions involving technology-based training and identify…

Asymmetries in Experiential and Vicarious Feedback: Lessons from the Hiring and Firing of Baseball Managers

Directory of Open Access Journals (Sweden)

David Strang

2014-05-01

Full Text Available We examine experiential and vicarious feedback in the hiring and firing of baseball managers. Realized outcomes play a large role in both decisions; the probability that a manager will be fired is a function of the team’s win–loss record, and a manager is quicker to be rehired if his teams had won more in the past. There are substantial asymmetries, however, in the fine structure of the two feedback functions. The rate at which managers are fired is powerfully shaped by recent outcomes, falls with success and rises with failure, and adjusts for history-based expectations. By contrast, hiring reflects a longer-term perspective that emphasizes outcomes over the manager’s career as well as the most recent campaign, rewards success but does not penalize failure, and exhibits no adjustment for historical expectations. We explain these asymmetries in terms of the disparate displays of rationality that organizations enact in response to their own outcomes versus those of others. Experiential feedback is conditioned by a logic of accountability, vicarious feedback by a logic of emulation.

Self-Directed Support: Impact of Hiring Practices on Adults with Intellectual and Developmental Disabilities and Families

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Heller, Tamar; Arnold, Catherine K.; van Heumen, Lieke; McBride, Elizabeth L.; Factor, Alan

2012-01-01

The study examined the differential experiences and outcomes for people with intellectual and developmental disabilities and their families receiving self-directed services based on the type of personal support worker hired (parents, siblings, other relatives, friends, and agency staff). The sample consisted of 372 participants in a self-directed…

Exploring recruitment strategies to hire occupational therapists.

Science.gov (United States)

Mulholland, Susan; Derdall, Michele

2005-02-01

Recruitment issues in occupational therapy have been a long-standing concern for the profession. This descriptive study explored the strategies currently being used by employers to recruit occupational therapists for employment purposes. An 18-item survey was mailed to 251 sites where occupational therapists work in Alberta and Saskatchewan. There was a 64% response rate and data from 130 surveys were analyzed. The results indicate that employers continue to rely on a wide variety of strategies for advertising and recruiting, the most prevalent being word of mouth, postings at universities, and providing student fieldwork placements. In turn, the most effective recruitment strategies were listed as word of mouth, advertising in the general media, and providing student fieldwork placements. Various examples of financial incentives offered by employers were also listed. Many participants identified recent changes in recruitment strategies such as making a move towards web site job postings. PRACTICE IMPLICATIONS. The results suggest strategies for employers to target for recruiting occupational therapists and illustrate to both employers and students the importance of fieldwork in recruitment and hiring.

National Profiles in Technical and Vocational Education in Asia and the Pacific: Australia.

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United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

This technical and vocational education (TVE) profile on Australia is one in a series of profiles of UNESCO member countries. It is intended to be a handy reference on TVE systems, staff development, technical cooperation, and information networking. Chapter 1 describes the demography, government, and economy of Australia. Chapter 2 provides…

The Development of Technical and Vocational Education in India--A Case Study in Quality Improvement. Case Studies on Technical and Vocational Education in Asia and the Pacific.

Science.gov (United States)

Mishra, Arun K.

Education has a place of high priority on India's development agenda. The technical/vocational education (TVE) system is multisectoral with each ministry responsible for labor force development in that sector. The TVE programs in the formal education system are either state delivered or financed. The higher secondary vocational education program…

Applying Market Segmentation Theory to Student Behavior in Selecting a School or Department

Science.gov (United States)

Chen, Yu-Fen; Hsiao, Chin-Hui

2009-01-01

Background: Because of the educational reform and decreasing birth rate in Taiwan over the past 20 years, higher technological and vocational Education (TVE) in Taiwan faces a severe student recruitment competition. Dailey (2007) indicates the need to develop marketing strategies in higher education is evident. TVE institutes are beginning to…

Obesity Discrimination in the Workplace: “You’re Hired!”

Directory of Open Access Journals (Sweden)

Stuart W Flint

2015-07-01

Full Text Available The purpose of this study is to first identify whether obese people are discriminated against when hiring employees. Employees of workforces that vary due to the physical demand of their job, will rate hypothetical applicants on their suitability for employment using Likert-type responses to a range of questions. Applicants’ curriculum vitae will be manipulated by weight status and gender. Implicit and explicit attitudes towards obese people will also be examined using existing measures with strong psychometric properties as reported in extant research. Second, using focus group discussions with employees of either sedentary or physically active workforces, this study will explore why and in what ways obese people are discriminated against in the workplace.

Characteristics that perinatal nurse managers desire in new nurse hires.

Science.gov (United States)

Falls, Emily; Hensel, Desiree

2012-04-01

Nursing leaders have proposed that nurses must have the Quality and Safety Education for Nurses (QSEN) competencies to work in complex health care systems. Using the QSEN framework, this study explored what characteristics perinatal nurse managers desired most in new nurses. This study used a survey design and a convenience sample of perinatal nurse managers working in Indiana hospitals (N = 46). Managers were more likely to hire nurses with experience, positive references, and excellent attendance. Of the QSEN competencies, managers looked most for teamwork and collaboration, followed by safety and patient-centered care. In addition to the traditional qualities desired in new nurses, the QSEN competencies are gaining importance among perinatal managers. Copyright 2012, SLACK Incorporated.

La memoria colectiva: contenidos para el recuerdo, del archivo a la Web de RTVE

Directory of Open Access Journals (Sweden)

Bazán Gil, Virginia

2014-07-01

Full Text Available “La cabina” (1972 de Antonio Mercero, “El Asfalto” (1966 de las “Historias para no dormir” de Narciso Ibáñez Serrador, las aplaudidas representaciones teatrales de Estudio 1 (1963-1983, o la serie “El Quijote” (1991 de Manuel Gutiérrez Aragón, son sólo algunos ejemplos de clásicos televisivos que conforman la memoria colectiva de varias generaciones de españoles. Junto a estos títulos, nuevos programas como “Cachitos de hierro y Cromo”, “Viaje al centro de la tele” o “¿Te acuerdas?” tratan de poner en valor el fondo histórico de TVE. Todos ellos comparten espacio común, el Archivo de RTVE en la web. Formado por miles de horas de emisión y en constante crecimiento desde septiembre de 2008, es el escaparate de un importante trabajo de recuperación de los fondos históricos de TVE en el que trabajan, de forma coordinada, las distintas unidades que integran el Fondo Documental TVE con la colaboración de las áreas de Sistemas, Medios TVE e Interactivos. Se describen los procesos documentales implicados y las herramientas tecnológicas necesarias para trasladar el patrimonio audiovisual de TVE del archivo a la web.

Exposing Ideology within University Policies: A Critical Discourse Analysis of Faculty Hiring, Promotion and Remuneration Practices

Science.gov (United States)

Uzuner-Smith, Sedef; Englander, Karen

2015-01-01

Using critical discourse analysis (CDA), this paper exposes the neoliberal ideology of the knowledge-based economy embedded within university policies, specifically those that regulate faculty hiring, promotion, and remuneration in two national contexts: Turkey and Mexico. The paper follows four stages of CDA: (1) focus upon a social wrong in its…

National Profiles in Technical and Vocational Education in Asia and the Pacific: Fiji.

Science.gov (United States)

United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

This technical and vocational education (TVE) profile on Fiji is one in a series of profiles of UNESCO member countries. It is intended to be a handy reference on TVE systems, staff development, technical cooperation, and information networking. Part I, General Information, covers the following: location, area, and physical features; economic and…

National Profiles in Technical and Vocational Education in Asia and the Pacific: Bangladesh.

Science.gov (United States)

United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

This technical and vocational education (TVE) profile on Bangladesh is one in a series of profiles of UNESCO member countries. It is intended to be a handy reference on TVE systems, staff development, technical cooperation, and information networking. An overview of the report appears first. Part I provides general information on the physical…

National Profiles in Technical and Vocational Education in Asia and the Pacific: Bhutan.

Science.gov (United States)

United Nations Educational, Scientific and Cultural Organization, Bangkok (Thailand). Principal Regional Office for Asia and the Pacific.

This technical and vocational education (TVE) profile on Bhutan is one in a series of profiles of UNESCO member countries. It is intended to be a handy reference on TVE systems, staff development, technical cooperation, and information networking. Part I, Policy Concern, provides general information on the education delivery system, the role of…

Employers' Attitudes on Hiring Workers with Intellectual Disabilities in Small and Medium Enterprises: An Italian Research

Science.gov (United States)

Zappella, Emanuela

2015-01-01

Employers play a significant role in the process of hiring workers with intellectual disability. Through an in-depth interview, this research aims to investigate the attitudes of 30 representatives of small and medium-sized Italian companies involved in a process of recruitment. The data were analyzed using a phenomenological approach. The results…

Does Charter Status Determine Preferences? Comparing the Hiring Preferences of Charter and Traditional Public School Principals

Science.gov (United States)

Cannata, Marisa; Engel, Mimi

2012-01-01

The academic success of any school depends on its teachers. However, relatively little research exists on the qualities principals value in teacher hiring, and we know almost nothing about charter school principals' preferences. This article addresses this gap in the literature using survey results for a matched sample of charter and traditional…

Academic specialties in U.S. are shifting; hiring of women geoscientists is stagnating

Science.gov (United States)

Holmes, Mary Anne; O'Connell, Suzanne; Frey, Connie; Ongley, Lois K.

Women have been receiving a greater proportion of the bachelor's and master's degrees in the geosciences over the last 10 years, reaching near 40% in 2000 (latest data available), while receiving only 28% of the Ph.D.s that year. Women are now only 20% of assistant professors at Ph.D.-granting institutions, a proportion that has not changed in the last 4 years. As part of a larger study to find what key barriers continue to prevent larger numbers of women geoscientists from becoming academics, data have been compiled from the National Science Board [NSB, 2002] and the American Geological Institute's (AGI) Directory of Geoscience Departments [Claudy, 2001] on geoscience specialty by gender.The data are broken down by the specialty of the Ph.D., and compared to hiring rates at Ph.D.-granting institutions over the last 10 years. These institutions are the focus because they are the source of future Ph.D.s, and diversity of their faculty is critical to assuring diversity and consequent intellectual vigor and strength of our future academic workforce. The data reveal both a slight shift in the subdisciplines of all geoscientists employed in tenure-track positions at Ph.D.-granting institutions, and that hiring of women into tenure-track positions in specific subdisciplines has not kept pace with their Ph.D. production during that time.

La televisión pública en 2011. TVE sin publicidad. New TVE. Public television in 2011. TVE without advertising

Directory of Open Access Journals (Sweden)

Juan Ángel Jódar-Marín

2012-01-01

Full Text Available On August 28, 2009 was published in BOE the ‘Ley 8/2009, de financiación de la Corporación de Radiotelevisión Española’ with a new format to finance public television that did not come from the sale of commercial advertising spaces. This law has brought much criticism, positions and comments, as well as any complaints by political organizations, consumer and user associations and private individuals. In the present article we conducted a study whose objectives are to verify the perception that the surveyed students have about the new policy of legislation and its effective implementation of the Law on Financing of RTVE. To this end, we selected a sample consisting of 324 subjects to whom we conducted a questionnaire then extract some data according with the hypotheses that we propose.

Nurse Educators' Perceptions of Quality in Online Graduate Education as a Credential for Hiring Nursing Faculty

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Post, Jerri L.

2013-01-01

The problem explored in this study focused on the attitudes of nurse educators toward online degrees in relation to hiring practices. With the proliferation of online courses and degrees, research has shown that the acceptability of online degrees has become a concern for graduates of online programs seeking jobs and for potential employers. A…

The Hiring Process Matters: The Role of Person-Job and Person-Organization Fit in Teacher Satisfaction

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Ellis, Christina; Skidmore, Susan Troncoso; Combs, Julie P.

2017-01-01

Purpose: Teachers' satisfaction with their jobs has reached the lowest point in 25 years. One contributing factor is when teachers experience information-poor hiring processes and do not obtain an accurate preview of their positions, their person-organization (P-O) fit, and person-job (P-J) fit. Sparked by a renewed focus on the variables that can…

The Relationship of HR Professionals' Online Experiences with Perceptions of Organizational Hiring and Promotion of Online Graduates

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Kaupins, Gundars Egons; Wanek, James Edward; Coco, Malcolm Paulin

2014-01-01

Based on a survey of 264 human resources professionals from 10 Society for Human Resource Management chapters in Texas, the authors investigated how human resources professionals accept online degrees compared to degrees based on face-to-face coursework for hiring and promotion purposes. If respondents were satisfied with their own online course…

Giving Christian Universities a Scarlet Letter: Examining the Canadian Association of University Teachers' Opposition to Faith-Based Hiring

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Glanzer, Perry L.

2013-01-01

Since 2008 the Canadian Association of University Teachers (CAUT) has launched investigations into five Canadian faith-based universities to determine if they violate CAUT's particular understanding of academic freedom. The source of the violation concerns the universities' faith-based hiring requirements, which CAUT maintains violates the…

The effect of voice quality on hiring decisions

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Lea Tylečková

2017-09-01

Full Text Available This paper examines the effect of voice quality on hiring decisions. Considering voice quality an important tool in an individual’s self-presentation in the job market, it may very well enhance his/her job prospects, while some voice qualities may affect employers’ judgments in a negative way. Five men and five women were recorded reading four different utterances representing answers to job interviewers’ questions in four different phonation guises: modal, breathy, creaky and pressed. 38 professional employment interviewers recorded the speakers’ hireability and personality ratings (likeability, self-confidence and trustworthiness on 7-point semantic differential scales based on the speakers’ voice. The results revealed a significant effect of the phonation guises on the speakers’ ratings with the modal voice being superior to the cluster of non-modal voices. Interestingly, the non-modal guises were evaluated in a very similar way, except for the self-confidence category with the breathy voice getting the lowest scores on the one hand and the pressed voice correlating with high self-confidence ratings on the other.

Who Hires Social Workers? Structural and Contextual Determinants of Social Service Staffing in Nursing Homes.

Science.gov (United States)

Roberts, Amy Restorick; Bowblis, John R

2017-02-01

Although nurse staffing has been extensively studied within nursing homes (NHs), social services has received less attention. The study describes how social service departments are organized in NHs and examines the structural characteristics of NHs and other macro-focused contextual factors that explain differences in social service staffing patterns using longitudinal national data (Certification and Survey Provider Enhanced Reports, 2009-2012). NHs have three patterns of staffing for social services, using qualified social workers (QSWs); paraprofessional social service staff; and interprofessional teams, consisting of both QSWs and paraprofessionals. Although most NHs employ a QSW (89 percent), nearly half provide social services through interprofessional teams, and 11 percent rely exclusively on paraprofessionals. Along with state and federal regulations that depend on facility size, other contextual and structural factors within NHs also influence staffing. NHs most likely to hire QSWs are large facilities in urban areas within a health care complex, owned by nonprofit organizations, with more payer mixes associated with more profitable reimbursement. QSWs are least likely to be hired in small facilities in rural areas. The influence of policy in supporting the professionalization of social service staff and the need for QSWs with expertise in gerontology, especially in rural NHs, are discussed. © 2016 National Association of Social Workers.

If Not Now, When? Learning From One Organization’s Effort to Hire for Diversity and Excellence

OpenAIRE

Lopatin, Adina

2017-01-01

Many education organizations are committed to diversity, but few achieve it in their staffing. Organizations typically recruit from the professional networks of their existing staff. Selection processes can be influenced by evaluation bias, and interview experiences can be impacted by stereotype threat. Without focused attention to hiring practices, predominantly white organizations often maintain a predominantly white demographic profile despite a desire to diversify. TeachingWorks, an o...

Assessing scientists for hiring, promotion, and tenure.

Science.gov (United States)

Moher, David; Naudet, Florian; Cristea, Ioana A; Miedema, Frank; Ioannidis, John P A; Goodman, Steven N

2018-03-01

Assessment of researchers is necessary for decisions of hiring, promotion, and tenure. A burgeoning number of scientific leaders believe the current system of faculty incentives and rewards is misaligned with the needs of society and disconnected from the evidence about the causes of the reproducibility crisis and suboptimal quality of the scientific publication record. To address this issue, particularly for the clinical and life sciences, we convened a 22-member expert panel workshop in Washington, DC, in January 2017. Twenty-two academic leaders, funders, and scientists participated in the meeting. As background for the meeting, we completed a selective literature review of 22 key documents critiquing the current incentive system. From each document, we extracted how the authors perceived the problems of assessing science and scientists, the unintended consequences of maintaining the status quo for assessing scientists, and details of their proposed solutions. The resulting table was used as a seed for participant discussion. This resulted in six principles for assessing scientists and associated research and policy implications. We hope the content of this paper will serve as a basis for establishing best practices and redesigning the current approaches to assessing scientists by the many players involved in that process.

Assessing scientists for hiring, promotion, and tenure

Science.gov (United States)

Naudet, Florian; Cristea, Ioana A.; Miedema, Frank; Ioannidis, John P. A.; Goodman, Steven N.

2018-01-01

Assessment of researchers is necessary for decisions of hiring, promotion, and tenure. A burgeoning number of scientific leaders believe the current system of faculty incentives and rewards is misaligned with the needs of society and disconnected from the evidence about the causes of the reproducibility crisis and suboptimal quality of the scientific publication record. To address this issue, particularly for the clinical and life sciences, we convened a 22-member expert panel workshop in Washington, DC, in January 2017. Twenty-two academic leaders, funders, and scientists participated in the meeting. As background for the meeting, we completed a selective literature review of 22 key documents critiquing the current incentive system. From each document, we extracted how the authors perceived the problems of assessing science and scientists, the unintended consequences of maintaining the status quo for assessing scientists, and details of their proposed solutions. The resulting table was used as a seed for participant discussion. This resulted in six principles for assessing scientists and associated research and policy implications. We hope the content of this paper will serve as a basis for establishing best practices and redesigning the current approaches to assessing scientists by the many players involved in that process. PMID:29596415

Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US

Science.gov (United States)

Gibbs, Kenneth D; Basson, Jacob; Xierali, Imam M; Broniatowski, David A

2016-01-01

Faculty diversity is a longstanding challenge in the US. However, we lack a quantitative and systemic understanding of how the career transitions into assistant professor positions of PhD scientists from underrepresented minority (URM) and well-represented (WR) racial/ethnic backgrounds compare. Between 1980 and 2013, the number of PhD graduates from URM backgrounds increased by a factor of 9.3, compared with a 2.6-fold increase in the number of PhD graduates from WR groups. However, the number of scientists from URM backgrounds hired as assistant professors in medical school basic science departments was not related to the number of potential candidates (R2=0.12, p>0.07), whereas there was a strong correlation between these two numbers for scientists from WR backgrounds (R2=0.48, pprofessors and posited no hiring discrimination. Simulations show that, given current transition rates of scientists from URM backgrounds to faculty positions, faculty diversity would not increase significantly through the year 2080 even in the context of an exponential growth in the population of PhD graduates from URM backgrounds, or significant increases in the number of faculty positions. Instead, the simulations showed that diversity increased as more postdoctoral candidates from URM backgrounds transitioned onto the market and were hired. DOI: http://dx.doi.org/10.7554/eLife.21393.001 PMID:27852433

Prototypes and same-gender bias in perceptions of hiring discrimination.

Science.gov (United States)

Carlsson, Rickard; Sinclair, Samantha

2018-01-01

The present study investigated the relative importance of two explanations behind perceptions of gender discrimination in hiring: prototypes and same-gender bias. According to the prototype explanation, people perceive an event as discrimination to the extent that it fits their preconceptions of typical discrimination. In contrast, the same-gender bias explanation asserts that people more readily detect discrimination toward members of their own gender. In four experiments (n = 797), women and men made considerably stronger discrimination attributions, and were moderately more discouraged from seeking work, when the victim was female rather than male. Further, a series of regressions analyses showed beliefs in discrimination of women to be moderately correlated with discrimination attributions of female victims, but little added explanatory value of participant gender, stigma consciousness, or feminist identification. The results offer strong support for the prototype explanation.

Interventions for hiring, retaining and training district health systems managers in low- and middle-income countries.

Science.gov (United States)

Rockers, Peter C; Bärnighausen, Till

2013-04-30

District managers are playing an increasingly important role in determining the performance of health systems in low- and middle-income countries as a result of decentralization. To assess the effectiveness of interventions to hire, retain and train district health systems managers in low- and middle-income countries. We searched a wide range of international databases, including the Cochrane Central Register of Controlled Trials (CENTRAL), MEDLINE and EMBASE. We also searched online resources of international agencies, including the World Bank, to find relevant grey literature. Searches were conducted in December 2011. District health systems managers are those persons who are responsible for overseeing the operations of the health system within a defined, subnational geographical area that is designated as a district. Hiring and retention interventions include those that aim to increase the attractiveness of district management positions, as well as those related to hiring and retention processes, such as private contracting. Training interventions include education programs to develop future managers and on-the-job training programs for current managers. To be included, studies needed to use one of the following study designs: randomized controlled trial, nonrandomized controlled trial, controlled before-and-after study, and interrupted time series analysis. We report measures of effect in the same way that the primary study authors have reported them. Due to the varied nature of interventions included in this review we could not pool data across studies. Two studies met our inclusion criteria. The findings of one study conducted in Cambodia provide low quality evidence that private contracts with international nongovernmental organizations (NGOs) for district health systems management ('contracting-in') may improve health care access and utilization. Contracting-in increased use of antenatal care by 28% and use of public facilities by 14%. However, contracting

So you want to work? What employers say about job skills, recruitment and hiring employees who rely on AAC.

Science.gov (United States)

Bryen, Diane Nelson; Potts, Blyden B; Carey, Allison C

2007-06-01

In order to better understand employer perspectives with respect to hiring and working with people who use AAC and the kinds of employment barriers they believe exist for these individuals, a study into the job requirements, recruitment processes, and hiring processes of 27 employers in the United States was conducted. Interviews with the 27 employers focused on 48 jobs in 25 unique categories, many of which had previously been identified as desirable by 38 adults who used AAC (some of whom were employed and some of whom were seeking employment). Findings suggest that, while level of education is still important to employers, skills such as time management, problem solving, communication, use of an understandable and standard voice, and basic technology may be even more so. The study also found that having an effective job-related network is important, as is the ability to provide credible references and do well during in-person interviews with potential employers.

Longitudinal Pulmonary Function in Newly Hired, Non-World Trade Center-Exposed Fire Department City of New York Firefighters

Science.gov (United States)

Ye, Fen; Hall, Charles B.; Webber, Mayris P.; Cohen, Hillel W.; Dinkels, Michael; Cosenza, Kaitlyn; Weiden, Michael D.; Nolan, Anna; Christodoulou, Vasilios; Kelly, Kerry J.; Prezant, David J.

2013-01-01

Background: Few longitudinal studies characterize firefighters’ pulmonary function. We sought to determine whether firefighters have excessive FEV1 decline rates compared with control subjects. Methods: We examined serial measurements of FEV1 from about 6 months prehire to about 5 years posthire in newly hired male, never smoking, non-Hispanic black and white firefighters, hired between 2003 and 2006, without prior respiratory disease or World Trade Center exposure. Similarly defined Emergency Medical Service (EMS) workers served as control subjects. Results: Through June 30, 2011, 940 firefighters (82%) and 97 EMS workers (72%) who met study criteria had four or more acceptable posthire spirometries. Prehire FEV1% averaged higher for firefighters than EMS workers (99% vs 95%), reflecting more stringent job entry criteria. FEV1 (adjusted for baseline age and height) declined by an average of 45 mL/y both for firefighters and EMS workers, with Fire − EMS decline rate differences averaging 0.2 mL/y (CI, −9.2 to 9.6). Four percent of each group had FEV1 less than the lower limit of normal before hire, increasing to 7% for firefighters and 17.5% for EMS workers, but similar percentages of both groups had adjusted FEV1 decline rates ≥ 10%. Mixed effects modeling showed a significant influence of weight gain but not baseline weight: FEV1 declined by about 8 mL/kg gained for both groups. Adjusting for weight change, FEV1 decline averaged 38 mL/y for firefighters and 34 mL/y for EMS workers. Conclusions: During the first 5 years of duty, firefighters do not show greater longitudinal FEV1 decline than EMS control subjects, and fewer of them develop abnormal lung function. Weight gain is associated with a small loss of lung function, of questionable clinical relevance in this fit and active population. PMID:23188136

How Newcomers Learn the Social Norms of an Organization: A Case Study of the Socialization of Newly Hired Engineers

Science.gov (United States)

Korte, Russell F.

2009-01-01

Current scholarship views organizational socialization as a learning process that is primarily the responsibility of the newcomer. Yet recent learning research recognizes the importance of the social interactions in the learning process. This study investigated how newly hired engineers at a large manufacturing company learned job-related tasks…

HiRes camera and LIDAR ranging system for the Clementine mission

Energy Technology Data Exchange (ETDEWEB)

Ledebuhr, A.G.; Kordas, J.F.; Lewis, I.T. [and others

1995-04-01

Lawrence Livermore National Laboratory developed a space-qualified High Resolution (HiRes) imaging LIDAR (Light Detection And Ranging) system for use on the DoD Clementine mission. The Clementine mission provided more than 1.7 million images of the moon, earth, and stars, including the first ever complete systematic surface mapping of the moon from the ultra-violet to near-infrared spectral regions. This article describes the Clementine HiRes/LIDAR system, discusses design goals and preliminary estimates of on-orbit performance, and summarizes lessons learned in building and using the sensor. The LIDAR receiver system consists of a High Resolution (HiRes) imaging channel which incorporates an intensified multi-spectral visible camera combined with a Laser ranging channel which uses an avalanche photo-diode for laser pulse detection and timing. The receiver was bore sighted to a light-weight McDonnell-Douglas diode-pumped ND:YAG laser transmitter that emmitted 1.06 {micro}m wavelength pulses of 200 mJ/pulse and 10 ns pulse-width, The LIDAR receiver uses a common F/9.5 Cassegrain telescope assembly. The optical path of the telescope is split using a color-separating beamsplitter. The imaging channel incorporates a filter wheel assembly which spectrally selects the light which is imaged onto a custom 12 mm gated image intensifier fiber-optically-coupled into a 384 x 276 pixel frame transfer CCD FPA. The image intensifier was spectrally sensitive over the 0.4 to 0.8 {micro}m wavelength region. The six-position filter wheel contained 4 narrow spectral filters, one broadband and one blocking filter. At periselene (400 km) the HiRes/LIDAR imaged a 2.8 km swath width at 20-meter resolution. The LIDAR function detected differential signal return with a 40-meter range accuracy, with a maximum range capability of 640 km, limited by the bit counter in the range return counting clock.

Job satisfaction as a unified mechanism for agent behaviour on a labour market with referral hiring

OpenAIRE

Tarvid, Alexander

2014-01-01

Existing agent-based labour-market models include a very simplistic mechanism of choosing vacancies. This paper proposes to use job satisfaction as a unified mechanism for deciding on both starting to work on a particular job and quitting the current job. An enhanced job satisfaction mechanism consisting of monetary, social, content, and career components is proposed. As an illustrative context, a labour-market model with referral hiring and informal job search through own social networks is ...

Revised regulation on the Hiring of Domestic Staff in Switzerland

CERN Multimedia

2006-01-01

The Permanent Mission of Switzerland has informed CERN of the publication of the official translation of the 'Directive on the hiring of private servants by staff members of diplomatic missions, permanent missions, consular posts and international organisations in Switzerland', which came into effect on 1st May 2006. The members of the personnel concerned are reminded that they must comply with the provisions of the revised Directive, which replaces that of 1st May 1998, and present a copy to their domestic staff. The full text of the revised Directive is available on the Swiss Mission's website: http://www.dfae.admin.ch/geneva_miss/f/home/guide/dir.html (original French version); http://www.dfae.admin.ch/geneva_miss/e/home/guide/dir.html (English translation). This notification cancels the information published in document CERN/DSU-DO/RH/9304 on 19 October 1999. Relations with the Host States Service Tel.: 72848 relations.secretariat@cern.ch www.cern.ch/relations

CEO Appointments and the Loss of Firm-specific Knowledge - Putting Integrity Back into Hiring Decisions

DEFF Research Database (Denmark)

Rost, Katja; Salomo, Søren

2008-01-01

the last thirty years. Assuming that general managerial skills are becoming more important relative to firm-specific skills, the authors conclude that competition in the managerial labor market establishes optimal contracts. In our model and our empirical analysis we question this explanation by assuming...... that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest...

CEO Appointments and the Loss of Firm-Specific Knowledge - Putting Integrity Back into Hiring Decisions

DEFF Research Database (Denmark)

Rost, Katja; Salomo, Søren; Osterloh, Margit

2008-01-01

the last thirty years. Assuming that general managerial skills are becoming more important relative to firm-specific skills, the authors conclude that competition in the managerial labor market establishes optimal contracts. In our model and our empirical analysis we question this explanation by assuming...... that over the past decades the dishonesty of the predecessor has become relatively more important for the appointment decisions of firms. We conclude that outside hires are a suboptimal trend because external candidates even step up the regression of integrity in firms: As nobody has an incentive to invest...

Hiring and Retention: Key Factors in Increasing Gender Diversity in the Geosciences

Science.gov (United States)

Holmes, M.; O'Connell, S.; Frey, C.

2004-12-01

Graduation and hiring data of geoscientists over the last ten years indicate that the largest leak in the academic pipeline for women geoscientists is at hiring into tenure-track positions. Anecdotal explanations for this leak generally cite a lack of females in the applicant pool, but women in tenure-track positions anecdotally cite a lack of family-friendly practices by academic departments. Both ideas are currently being tested via surveys of geoscience departments. Is there a way to attract more women to the field to increase the applicant pool? Results of focus groups of geoscientists indicate that both men and women are attracted into the field of geosciences by the same types of events: over one-third became a geoscientist by randomly walking into an undergraduate class and finding themselves captivated by the topic and/or a dynamic instructor. The subject matter itself attracts another one-fourth, and family members encourage another one-fifth of geoscientists to initially enter the field. Slightly more women cite the first attractor of undergraduate class, but the principal draw for our future workforce, male and female, is good instruction of freshman courses. Retention of women in academia is another key issue. The proportion that considers leaving after working towards one or more degrees is highly skewed by gender: one-half of female and only one-third of male geoscientists considered leaving the field at some time in their career. The reasons for considering leaving also differ by gender. Males cite financial issues, including an uncertain job market. Females cite two principal reasons for considering leaving: family issues and difficulties with a graduate advisor. Strategies currently exist for "family issues", including stop-the-clock (of tenure for family needs), assignment shift, on-campus daycare facilities, and unflinching administrative support for such practices. Graduate advising is a learnable skill, and more attention needs to be paid to

Valores morales, empatía e identificación con los personajes de ficción. El universo representativo de “Cuéntame cómo pasó” (TVE Moral Values, Empathy and Identification with Fictional Characters: The Representative Universe at “Cuéntame cómo pasó” (TVE

Directory of Open Access Journals (Sweden)

Sebastián SÁNCHEZ CASTILLO

2012-08-01

Full Text Available En la presente investigación se muestran los resultados de un estudio de base experimental sobre el análisis de los valores morales presentes en la serie emitida por Televisión Española “Cuéntame cómo pasó”. La discusión se centra en los valores morales como el aspecto nuclear de este constructo audiovisual, en especial en su posible correlación con la identificación de los personajes y la empatía ficcional del formato. En el estudio participaron 47 estudiantes universitarios y 36 personas de más edad, quienes fueron sometidos a unos cuestionarios analíticos anteriores y posteriores al visionado de dos capítulos de la serie televisiva. Tras la aplicación pre-test y post-test de la Escala de Comportamientos Morales Controvertidos, y las escalas EDI (Identificación con los personajes de relatos audiovisuales de ficción e IRI (Interpersonal Reactivity Index, se revela que aunque el sexo y la edad no son factores explicativos, el visionado del capítulo de ficción es capaz de provocar un cambio en la escala moral en los sujetos.AbstractThe present paper contributes the results of an experimental base study on the analysis of the moral values present in “Cuéntame cómo pasó”, a TV series broadcast by public Spanish TV channel TVE-1. Discussion focuses on moral values as the core issue in this audiovisual construct, particularly as they are likely to be related to the format's characters and fictional empathy. 47 undergraduates and 36 older individuals took part in the study, thus being asked to fill in analytical questionnaires both before and after watching some chapters of this TV series. The application of the pre- and post-test in the Morally Debatable Behaviours Scale as well as the Scales of Identification and Empathy with Fictional Characters (EDI and Interpersonal Reactivity Index (IRI reveals that, although gender and age are not explanatory factors, chapter viewing can lead to substantial changes in the viewers

Health Information Research Platform (HIReP)--an architecture pattern.

Science.gov (United States)

Schreiweis, Björn; Schneider, Gerd; Eichner, Theresia; Bergh, Björn; Heinze, Oliver

2014-01-01

Secondary use or single source is still far from routine in healthcare, although lots of data are available either structured or unstructured. As data are stored in multiple systems, using them for biomedical research is difficult. Clinical data warehouses already help overcoming this issue, but currently they are only used for certain parts of biomedical research. A comprehensive research platform based on a generic architecture pattern could increase the benefits of existing data warehouses for both patient care and research by meeting two objectives: serving as a so called single point-of-truth and acting as a mediator between them strengthening interaction and close collaboration. Another effect is to reduce boundaries for the implementation of data warehouses. Taking further settings into account the architecture of a clinical data warehouse supporting patient care and biomedical research needs to be integrated with biomaterial banks and other sources. This work provides a solution conceptualizing a comprehensive architecture pattern of a Health Information Research Platform (HIReP) derived from use cases of the patient care and biomedical research domain. It serves as single IT infrastructure providing solutions for any type of use case.

Avaliação da inteligência emocional: a relação entre medidas de desempenho e de autorrelato

Directory of Open Access Journals (Sweden)

Ana Cristina Fontes Costa

Full Text Available Apresenta-se a adaptação e validação do Teste de Vocabulário Emocional (TVE ao contexto português, uma medida de desempenho de inteligência emocional, explorando as suas qualidades psicométricas e a validade de critério e convergente com uma medida de autorrelato, o Questionário de Competência Emocional - Revisto (QCE-R. O TVE, com 35 itens, desenvolvido por Takšic, Herambasic e Velemir (2003 no contexto croata, mede a capacidade para compreender emoções. A amostra incluiu 682 alunos do 10.º ano, entre 14 e 21 anos (M = 15,5; DP = 0,77 de diferentes cursos científico-humanísticos. Genericamente, o TVE revelou boas qualidades psicométricas, tendo-se correlacionado positivamente com o rendimento académico e evidenciado maior capacidade para o predizer do que o QCE-R, com o qual não estabeleceu qualquer associação.

Selecting and Hiring Psychologically Fit Probation Officers: A Focused Examination of the PEPQ / PSR Plus

Directory of Open Access Journals (Sweden)

Don Scott Herrmann

2014-06-01

Full Text Available Selecting and hiring the most psychologically fit probation officers is of utmost importance to the judiciary, court administration and the public good.  This study examined the predictive validity of the PsychEval Personality Questionnaire / Protective Service Report Plus (PEPQ / PSR Plus in its ability to predict job performance in a combined cohort of preemployment and incumbent probation officer candidates.  Analyses revealed a statistically significant ability to predict performance problems, demonstrating that the PEPQ / PRS Plus is a valid and clinically useful psychological screening tool for the assessment and selection of probation officer candidates.

Hiring appropriate providers for different populations: acute care nurse practitioners.

Science.gov (United States)

Haut, Cathy; Madden, Maureen

2015-06-01

Acute care nurse practitioners, prepared as providers for a variety of populations of patients, continue to make substantial contributions to health care. Evidence indicates shorter stays, higher satisfaction among patients, increased work efficiency, and higher quality outcomes when acute care nurse practitioners are part of unit- or service-based provider teams. The Consensus Model for APRN Regulation: Licensure, Accreditation, Certification, and Education outlines detailed guidelines for matching nurse practitioners' education with certification and practice by using a population-focused algorithm. Despite national support for the model, nurse practitioners and employers continue to struggle with finding the right fit. Nurse practitioners often use their interest and previous nursing experience to apply for an available position, and hospitals may not understand preparation or regulations related to matching the appropriate provider to the work environment. Evidence and regulatory guidelines indicate appropriate providers for population-focused positions. This article presents history and recommendations for hiring acute care nurse practitioners as providers for different populations of patients. ©2015 American Association of Critical-Care Nurses.

Attitudes toward hiring applicants with mental illness and criminal justice involvement: the impact of education and experience.

Science.gov (United States)

Batastini, Ashley B; Bolanos, Angelea D; Morgan, Robert D

2014-01-01

Individuals with mental health diagnoses, as well as those involved in the criminal justice system, experience a number of barriers in the recovery and reintegration progress, including access to stable, prosocial employment opportunities. Employment for these populations is important for establishing financial security, reducing unstructured leisure time, increasing self-worth, and improving interpersonal skills. However, research has demonstrated that individuals with psychiatric and/or criminal backgrounds may experience stigmatizing attitudes from employers that impede their ability to find adequate work. This study aimed to evaluate stigmatizing beliefs toward hypothetical applicants who indicated a mental health history, a criminal history, or both, as well as the effectiveness of psychoeducation in reducing stigma. Participants consisted of 465 individuals recruited from a large university who completed a series of online questions about a given applicant. Results of this study varied somewhat across measures of employability, but were largely consistent with extant research suggesting that mental illness and criminal justice involvement serve as deterrents when making hiring decisions. Overall, psychoeducation appeared to reduce stigma for hiring decisions when the applicant presented with a criminal history. Unfortunately, similar findings were not revealed when applicants presented with a psychiatric or a psychiatric and criminal history. Implications and limitations of these findings are presented, along with suggestions for future research. Copyright © 2014 Elsevier Ltd. All rights reserved.

The health worker recruitment and deployment process in Kenya: an emergency hiring program.

Science.gov (United States)

Adano, Ummuro

2008-09-16

Despite a pool of unemployed health staff available in Kenya, staffing levels at most facilities were only 50%, and maldistribution of staff left many people without access to antiretroviral therapy (ART). Because in the current system it takes one to two years to fill vacant positions, even when funding is available, an emergency approach was needed to fast-track the hiring and deployment process. A stakeholder group was formed to bring together leaders from several sectors to design and implement a fast-track hiring and deployment model that would mobilize 830 additional health workers. This model used the private sector to recruit and deploy new health workers and manage the payroll and employment contracts, with an agreement from the government to transfer these staff to the government payroll after three years. The recruitment process was shortened to less than three months. By providing job orientation and on-time pay checks, the program increased employee retention and satisfaction. Most of the active roadblocks to changes in the health workforce policies and systems are 'human' and not technical, stemming from a lack of leadership, a problem-solving mindset and the alignment of stakeholders from several sectors. It is essential to establish partnerships and foster commitment and collaboration to create needed change in human resource management (HRM). Strengthening appointment on merit is one of the most powerful, yet simplest ways in which the health sector and governments that seek to tackle the challenges of corruption and poor governance can improve their image and efficiency. The quality and integrity of the public health sector can be improved only through professionalizing HRM, reformulating and consolidating the currently fragmented HR functions, and bringing all the pieces together under the authority and influence of HR departments and units with expanded scopes. HR staff must be specialists with strategic HR functions and not generalists who are

The health worker recruitment and deployment process in Kenya: an emergency hiring program

Directory of Open Access Journals (Sweden)

Adano Ummuro

2008-09-01

Full Text Available Abstract Despite a pool of unemployed health staff available in Kenya, staffing levels at most facilities were only 50%, and maldistribution of staff left many people without access to antiretroviral therapy (ART. Because in the current system it takes one to two years to fill vacant positions, even when funding is available, an emergency approach was needed to fast-track the hiring and deployment process. A stakeholder group was formed to bring together leaders from several sectors to design and implement a fast-track hiring and deployment model that would mobilize 830 additional health workers. This model used the private sector to recruit and deploy new health workers and manage the payroll and employment contracts, with an agreement from the government to transfer these staff to the government payroll after three years. The recruitment process was shortened to less than three months. By providing job orientation and on-time pay checks, the program increased employee retention and satisfaction. Most of the active roadblocks to changes in the health workforce policies and systems are 'human' and not technical, stemming from a lack of leadership, a problem-solving mindset and the alignment of stakeholders from several sectors. It is essential to establish partnerships and foster commitment and collaboration to create needed change in human resource management (HRM. Strengthening appointment on merit is one of the most powerful, yet simplest ways in which the health sector and governments that seek to tackle the challenges of corruption and poor governance can improve their image and efficiency. The quality and integrity of the public health sector can be improved only through professionalizing HRM, reformulating and consolidating the currently fragmented HR functions, and bringing all the pieces together under the authority and influence of HR departments and units with expanded scopes. HR staff must be specialists with strategic HR functions

Screening for Common Mental Disorders and Substance Abuse among Temporary Hired Cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate

OpenAIRE

RA Abbas; RAM Hammam; SS El-Gohary; LME Sabik; MS Hunter

2012-01-01

Background: Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. Objectives: To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. Methods: A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egyp...

Characteristics, diagnosis and treatment of hypoglossal canal dural arteriovenous fistula: report of nine cases

Energy Technology Data Exchange (ETDEWEB)

Manabe, Shinji; Satoh, Koichi; Matsubara, Shunji; Satomi, Junichiro; Hanaoka, Mami; Nagahiro, Shinji [University of Tokushima, Department of Neurosurgery, Tokushima (Japan)

2008-08-15

We report the characteristics, diagnosis and treatment of dural arteriovenous fistula (DAVF) of the hypoglossal canal in nine patients with this relatively rare vascular disorder. Of 248 patients with intracranial DAVFs managed at our institution, nine patients (3.6%; four men, five women; mean age 62 years) were diagnosed with hypoglossal canal DAVF. We investigated patient characteristics with respect to clinical symptoms, neuroradiological findings, efficacy and complications related to endovascular treatment. Seven patients had experienced head injury. All patients presented with pulsatile tinnitus. One patient displayed ipsilateral hypoglossal nerve palsy before treatment. MR angiography showed a 'magic wand' appearance between the affected hypoglossal canal and the internal jugular vein in four patients. Angiography demonstrated an AV fistula on the medial aspect of the superior jugular bulb, mostly arising from the bilateral occipital, ascending pharyngeal and vertebral arteries with drainage to the internal jugular vein via the anterior condylar vein. Contralateral carotid injection accurately clarified the shunting point. Five patients underwent endovascular treatment: transarterial embolization (TAE; n=2), transvenous embolization (TVE; n=2), and TAE/TVE (n=1). Complete shunt obliteration was achieved in four patients and shunt reduction in one. The remaining four patients were treated conservatively and the shunt had disappeared at follow-up. Postoperative hypoglossal nerve palsy occurred in one patient after TVE, possibly due to coil overpacking. The incidence of hypoglossal canal DAVF was not very low in our series. Contralateral carotid injection is an essential examination to provide an accurate diagnosis. TVE should be considered when access is available, although TAE is also appropriate for shunt reduction. (orig.)

Characteristics, diagnosis and treatment of hypoglossal canal dural arteriovenous fistula: report of nine cases

International Nuclear Information System (INIS)

Manabe, Shinji; Satoh, Koichi; Matsubara, Shunji; Satomi, Junichiro; Hanaoka, Mami; Nagahiro, Shinji

2008-01-01

We report the characteristics, diagnosis and treatment of dural arteriovenous fistula (DAVF) of the hypoglossal canal in nine patients with this relatively rare vascular disorder. Of 248 patients with intracranial DAVFs managed at our institution, nine patients (3.6%; four men, five women; mean age 62 years) were diagnosed with hypoglossal canal DAVF. We investigated patient characteristics with respect to clinical symptoms, neuroradiological findings, efficacy and complications related to endovascular treatment. Seven patients had experienced head injury. All patients presented with pulsatile tinnitus. One patient displayed ipsilateral hypoglossal nerve palsy before treatment. MR angiography showed a ''magic wand'' appearance between the affected hypoglossal canal and the internal jugular vein in four patients. Angiography demonstrated an AV fistula on the medial aspect of the superior jugular bulb, mostly arising from the bilateral occipital, ascending pharyngeal and vertebral arteries with drainage to the internal jugular vein via the anterior condylar vein. Contralateral carotid injection accurately clarified the shunting point. Five patients underwent endovascular treatment: transarterial embolization (TAE; n=2), transvenous embolization (TVE; n=2), and TAE/TVE (n=1). Complete shunt obliteration was achieved in four patients and shunt reduction in one. The remaining four patients were treated conservatively and the shunt had disappeared at follow-up. Postoperative hypoglossal nerve palsy occurred in one patient after TVE, possibly due to coil overpacking. The incidence of hypoglossal canal DAVF was not very low in our series. Contralateral carotid injection is an essential examination to provide an accurate diagnosis. TVE should be considered when access is available, although TAE is also appropriate for shunt reduction. (orig.)

The ethno-racial segmentation jobs: The impacts of the occupational stereotypes on hiring decisions.

Science.gov (United States)

Ndobo, André; Faure, Alice; Boisselier, Jeanne; Giannaki, Stella

2017-10-12

This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings.

Trends in family, hired and contract labour use on French and Swiss crop farms: The role of agricultural policies

OpenAIRE

Dupraz, Pierre; Latruffe, Laure; Mann, Stefan

2010-01-01

The objective of this article is to analyse the trends in on-farm labour use, including own family labour, hired labour and contract work, and to assess the factors driving their evolution in France and in Switzerland during 1990-2007. A particular attention is given to agricultural policies, namely the level and type of support. Results indicate that crop area payments discourage the different labour demands in both countries. No other subsidies have a significant influence on labour use in ...

The Impact of a Direct Care Training Program on the Self-Efficacy of Newly Hired Direct Care Employees at State Mental Health Facilities

Science.gov (United States)

Lewis, Marcus Wayne

2012-01-01

Self-efficacy has been shown to be an important element in the success of individuals in a variety of different settings. This research examined the impact of a two week new employee orientation training program on the general and social self-efficacy of newly hired direct care employees at state mental health facilities. The research showed that…

Trends in family labour, hired labour and contract work on French and Swiss crop farms: The role of agricultural policies

OpenAIRE

Dupraz, Pierre; Latruffe, Laure; Mann, Stefan

2010-01-01

The objective of this article is to analyse the trends in on-farm labour use, including own family labour, hired labour and contract work, and to assess the factors driving their evolution in France and in Switzerland during 1990-2007. A particular attention is given to agricultural policies, namely the level and type of support. Results indicate that crop area payments discourage the different labour demands in both countries, while environment and investment payments favour contract and hir...

Employers' Perspective on Childcare Services for Hired Farm Workers.

Science.gov (United States)

Lee, Barbara C; Salzwedel, Marsha A; Chyou, Po-Huang; Liebman, Amy K

2017-01-01

The goal of this project was to protect children while parents work in agriculture by improving off-farm services for children of migrant and seasonal farm workers. Large agricultural enterprises have policies forbidding children in the worksite. At the same time, their employees, who are trying to generate income, seek as many work hours as possible but often lack viable options for childcare services. As employers strive to increase their labor pool, and workers seek off-farm childcare, there is mutual interest in improving access to childcare services in agricultural regions dependent on large numbers of full-time and seasonal workers. This report describes the employers' perspectives on childcare needs of hired farm workers' families and their barriers and motivators to facilitating off-farm childcare services. Using descriptive survey research methodology, data were collected from a convenience sample of 102 agribusiness owners and Human Resource directors attending an agricultural conference regarding labor laws or personnel management. Results revealed significant differences for those companies employing more than 25 workers compared to their counterparts. Primary motivators for offering childcare as an employment benefit were improved employee morale, enhanced company reputation, and a more stable workforce. A major barrier was that half of large-scale enterprises lack guidance on how to provide childcare options for their workers. Survey results are being used to facilitate collaboration among employers, farm workers, and childcare providers to offer a safe, nurturing environment for children while their parents work in agriculture.

An Evaluation Quality Framework for Analysing School-Based Learning (SBL) to Work-Based Learning (WBL) Transition Module

International Nuclear Information System (INIS)

Alseddiqi, M; Mishra, R; Pislaru, C

2012-01-01

The paper presents the results from a quality framework to measure the effectiveness of a new engineering course entitled 'school-based learning (SBL) to work-based learning (WBL) transition module' in the Technical and Vocational Education (TVE) system in Bahrain. The framework is an extended version of existing information quality frameworks with respect to pedagogical and technological contexts. It incorporates specific pedagogical and technological dimensions as per the Bahrain modern industry requirements. Users' views questionnaire on the effectiveness of the new transition module was distributed to various stakeholders including TVE teachers and students. The aim was to receive critical information in diagnosing, monitoring and evaluating different views and perceptions about the effectiveness of the new module. The analysis categorised the quality dimensions by their relative importance. This was carried out using the principal component analysis available in SPSS. The analysis clearly identified the most important quality dimensions integrated in the new module for SBL-to-WBL transition. It was also apparent that the new module contains workplace proficiencies, prepares TVE students for work placement, provides effective teaching and learning methodologies, integrates innovative technology in the process of learning, meets modern industrial needs, and presents a cooperative learning environment for TVE students. From the principal component analysis finding, to calculate the percentage of relative importance of each factor and its quality dimensions, was significant. The percentage comparison would justify the most important factor as well as the most important quality dimensions. Also, the new, re-arranged quality dimensions from the finding with an extended number of factors tended to improve the extended version of the quality information framework to a revised quality framework.

Characteristics, diagnosis and treatment of hypoglossal canal dural arteriovenous fistula: report of nine cases

Energy Technology Data Exchange (ETDEWEB)

Manabe, Shinji; Satoh, Koichi; Matsubara, Shunji; Satomi, Junichiro; Hanaoka, Mami; Nagahiro, Shinji [University of Tokushima, Department of Neurosurgery, Tokushima (Japan)

2008-08-15

We report the characteristics, diagnosis and treatment of dural arteriovenous fistula (DAVF) of the hypoglossal canal in nine patients with this relatively rare vascular disorder. Of 248 patients with intracranial DAVFs managed at our institution, nine patients (3.6%; four men, five women; mean age 62 years) were diagnosed with hypoglossal canal DAVF. We investigated patient characteristics with respect to clinical symptoms, neuroradiological findings, efficacy and complications related to endovascular treatment. Seven patients had experienced head injury. All patients presented with pulsatile tinnitus. One patient displayed ipsilateral hypoglossal nerve palsy before treatment. MR angiography showed a 'magic wand' appearance between the affected hypoglossal canal and the internal jugular vein in four patients. Angiography demonstrated an AV fistula on the medial aspect of the superior jugular bulb, mostly arising from the bilateral occipital, ascending pharyngeal and vertebral arteries with drainage to the internal jugular vein via the anterior condylar vein. Contralateral carotid injection accurately clarified the shunting point. Five patients underwent endovascular treatment: transarterial embolization (TAE; n=2), transvenous embolization (TVE; n=2), and TAE/TVE (n=1). Complete shunt obliteration was achieved in four patients and shunt reduction in one. The remaining four patients were treated conservatively and the shunt had disappeared at follow-up. Postoperative hypoglossal nerve palsy occurred in one patient after TVE, possibly due to coil overpacking. The incidence of hypoglossal canal DAVF was not very low in our series. Contralateral carotid injection is an essential examination to provide an accurate diagnosis. TVE should be considered when access is available, although TAE is also appropriate for shunt reduction. (orig.)

WAVELENGTH ACCURACY OF THE KECK HIRES SPECTROGRAPH AND MEASURING CHANGES IN THE FINE STRUCTURE CONSTANT

International Nuclear Information System (INIS)

Griest, Kim; Whitmore, Jonathan B.; Wolfe, Arthur M.; Prochaska, J. Xavier; Howk, J. Christopher; Marcy, Geoffrey W.

2010-01-01

We report on an attempt to accurately wavelength calibrate four nights of data taken with the Keck HIRES spectrograph on QSO PHL957, for the purpose of determining whether the fine structure constant was different in the past. Using new software and techniques, we measured the redshifts of various Ni II, Fe II, Si II, etc. lines in a damped Lyα system at z = 2.309. Roughly half the data were taken through the Keck iodine cell which contains thousands of well calibrated iodine lines. Using these iodine exposures to calibrate the normal Th-Ar Keck data pipeline output, we found absolute wavelength offsets of 500 m s -1 to 1000 m s -1 with drifts of more than 500 m s -1 over a single night, and drifts of nearly 2000 m s -1 over several nights. These offsets correspond to an absolute redshift of uncertainty of about Δz ∼ 10 -5 (Δλ ∼ 0.02 A), with daily drifts of around Δz ∼ 5 x 10 -6 (Δλ ∼ 0.01 A), and multiday drifts of nearly Δz ∼ 2 x 10 -5 (∼0.04 A). The causes of the wavelength offsets are not known, but since claimed shifts in the fine structure constant would result in velocity shifts of less than 100 m s -1 , this level of systematic uncertainty may make it difficult to use Keck HIRES data to constrain the change in the fine structure constant. Using our calibrated data, we applied both our own fitting software and standard fitting software to measure Δα/α, but discovered that we could obtain results ranging from significant detection of either sign, to strong null limits, depending upon which sets of lines and which fitting method were used. We thus speculate that the discrepant results on Δα/α reported in the literature may be due to random fluctuations coming from underestimated systematic errors in wavelength calibration and fitting procedure.

Moving up or Moving out of the Company? Factors that Influence the Promoting or Firing of New College Hires. CERI Research Brief 1-2007

Science.gov (United States)

Gardner, Phil

2010-01-01

In the early 1990's faculty at Johnson and Wales University performed a quick study on the behaviors or shortcomings that were likely to get a new college hire fired. Their top five reasons which included failure to take the initiative, failure to follow instructions, being late to work or with assignments, poor communication abilities, and…

Screening for common mental disorders and substance abuse among temporary hired cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate.

Science.gov (United States)

Abbas, R A; Hammam, R A M; El-Gohary, S S; Sabik, L M E; Hunter, M S

2013-01-01

Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egypt. All participants were invited to complete a structured questionnaire through a semi-structured interview which included the self-reporting questionnaire 20 items (SRQ-20) and the work stress scale. Assessment of drug use included urine-based screening tests for common substances abused. The prevalence of job stress, common mental disorders and substance abuse, particularly tramadol and cannabis (Bango), was significantly higher in the studied temporary cleaners compared to permanent cleaners. Risk factors associated with increased susceptibility of the temporary cleaners to common mental disorders were family history of substance abuse, high crowding index, history of physical illness, low educational level, and smoking; while being unmarried, male sex, family history of mental disorder, age ≥40 years, smoking, and length of service ≥8 years, were associated with substance abuse among the same group. Temporary hired hospital cleaners suffered from impaired mental health more than permanent cleaners. Therefore, expanding the coverage of current laws and occupational safety and health standards to cover workers in the informal sector especially in developing countries is recommended.

Screening for Common Mental Disorders and Substance Abuse among Temporary Hired Cleaners in Egyptian Governmental Hospitals, Zagazig City, Sharqia Governorate

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RA Abbas

2012-12-01

Full Text Available Background: Informal employment is common in developing countries, including Egypt. This type of employment may have significant consequences on mental health. Objectives: To determine the prevalence and risk factors of common mental disorders and substance abuse among temporary hired hospital cleaners. Methods: A cross-sectional study was conducted on 242 adult temporary cleaners and 209 permanent cleaners working in 4 governmental hospitals in Zagazig City, Sharqia Governorate, Egypt. All participants were invited to complete a structured questionnaire through a semi-structured interview which included the self-reporting questionnaire 20 items (SRQ-20 and the work stress scale. Assessment of drug use included urine-based screening tests for common substances abused. Results: The prevalence of job stress, common mental disorders and substance abuse, particularly tramadol and cannabis (Bango, was significantly higher in the studied temporary cleaners compared to permanent cleaners. Risk factors associated with increased susceptibility of the temporary cleaners to common mental disorders were family history of substance abuse, high crowding index, history of physical illness, low educational level, and smoking; while being unmarried, male sex, family history of mental disorder, age ≥40 years, smoking, and length of service ≥8 years, were associated with substance abuse among the same group. Conclusion: Temporary hired hospital cleaners suffered from impaired mental health more than permanent cleaners. Therefore, expanding the coverage of current laws and occupational safety and health standards to cover workers in the informal sector especially in developing countries is recommended.

Obesity Discrimination in the Recruitment Process: "You're Not Hired!".

Science.gov (United States)

Flint, Stuart W; Čadek, Martin; Codreanu, Sonia C; Ivić, Vanja; Zomer, Colene; Gomoiu, Amalia

2016-01-01

Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates' suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.

Obesity discrimination in the recruitment process: You’re not Hired!

Directory of Open Access Journals (Sweden)

Stuart William Flint

2016-05-01

Full Text Available Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: 1 obese people are less likely to be assessed positively on personnel suitability than normal weight people; 2 obese people in active employment are more likely to be discriminated against than people in non-active employment; and 3 obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes towards obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination towards obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.

Hired Hands: Casualised Technology and Labour in the Teaching of Cultural Studies

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Kieryn McKay

2011-09-01

Full Text Available This article examines the uptake and application of podcasting in a particular higher education context, drawing on the the authors' experience in late 2008 when both were employed as casual tutors on large-scale first-year communications and cultural studies courses at the University of Western Sydney. The article maps out the limits of technological innovation within the teaching of cultural studies, as well as its limits in promoting the radical potential of a cultural studies approach. It also charts some of the effects and affects of an over-reliance on casualised labour, which we argue can have a profoundly destabilising and atomising impact on academic practice and student engagement. We argue there is a parallel between the appropriation of popular media technologies into the university and the current system of casual academic employment in Australia, in that both the podcast and the casual academic represent ‘new’ interfaces of outsourced academic labour. Stipulated from our positions as casual teachers in cultural studies, this article is written from an embedded perspective which conceptualises both the podcast and the casual academic in line with the most prevalent mode of their employment in the academy: as ‘hired hands’, appendages to traditional models of pedagogy.

Caregiver Burden for Patients with Dementia with or Without Hiring Foreign Health Aides: A Cross-Sectional Study in a Northern Taiwan Memory Clinic

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Nian-Sheng Tzeng

2015-01-01

Full Text Available Background: The aim of the present study was to determine the prevalence, profile, and severity of dementia and the relative impact of these factors on caregiver burden in a selected population of persons with dementia and their caregivers. Methods: A convenience sample of 100 outpatients and their family caregivers dyads who presented to a memory clinic in one medical center during one consecutive year were recruited. The diagnosis and severity of dementia were determined according to the Diagnostic and Statistical Manual of Mental Disorders, Version IV, Text Revision. The clinical dementia rating scale, mini-mental status examination, and Clinical Global Impression of severity were also administered. The caregiver strain index was used to assess caregiver burden. Results: Caregiver burden is related to the severity of dementia, impairment of cognitive function, and severity of neuropsychiatric symptoms. The caregivers who were younger, nonspousal family members, had a poor relationship with the dementia patient, and psychosomatic symptoms after caring for the patient, or provided longer hours of care-giving, experienced greater strains. Hiring foreign helpers was not associated with a lower caregiver burden. Conclusions: Greater caregiver burden is associated with several factors related to persons with dementia and their caregivers. A possible over-burden on caregivers should be of concern in Taiwan. Hiring foreign helpers was not associated with a lower caregiver burden.

Enhancing Quality in Educational Practice and Instructional Delivery ...

African Journals Online (AJOL)

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instructions to students in technical and vocational education (TVE) programs. ... in Nigeria perceive their traditional methods of instruction as obsolete with ..... Even so, skills necessary to adapt to the modern technology should be taught.

PERANAN SIARAN TELEVISI EDUKASI DALAM MENDUKUNG TERCIPTANYA SUMBER DAN MOTIVASI BELAJAR BAGI SISWA SMP DI YOGYAKARTA

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Muhammad Ragil Kurniawan

2014-04-01

Full Text Available Penelitian ini bertujuan untuk mengungkap peranan siaran televisi edukasi (TVe sebagai sumber belajar dan motivasi belajar bagi siswa SMP di Kodya Yogyakarta. Penelitian menggunakan metode gabungan (mixed method yaitu penelitian kuantitatif jenis survei diikuti dengan penelitian kualitatif. Pengumpulan data kuantitatif dilakukan dengan menggunakan angket. Sedangkan pengumpulan data kualitatif menggunakan metode wawancara mendalam dan observasi. Data kuantitatif dianalisis menggunakan analisis deskriptif, sedangkan data kualitatif dianalisis menggunakan model Miles dan Huberman. Populasi penelitian adalah 17 SMP di Kodya Yogyakarta. Hasil penelitian menunjukkan: (1 Siaran TV Edukasi belum memberikan peran yang signifikan dalam meningkatkan sumber belajar bagi siswa SMP di Kodya Yogyakarta. (2 Siaran TV Edukasi belum berperan yang signifikan dalam meningkatkan motivasi belajar bagi siswa SMP di Kodya Yogyakarta. Kata kunci: televisi edukasi (TVe, sumber belajar, motivasi belajar.

'El Ministerio del Tiempo’, tha Introduction of New Concepts in the Spanish TV Series

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Víctor Javier Martínez Román

2016-05-01

Full Text Available El Ministerio del Tiempo (TVE, 2015- has brought freshness to the Spanish television fiction introducing successfully such a stranger concept to the public as time travel. It is a bold proposal, because Spanish TV series rarely have innovative topics. They are usually framed within mystery, adventure, comedy and, in the last years, historic series. This may allow Fantasy and Science Fiction genre –settled in other countries with series like Black Mirror (Channel 4, 2011- or Battlestar Galactica (SyFy, 2004-2009– to become as important as other genres. The main objective is to know the reasons why El Ministerio del Tiempo has succeeded with such an innovative proposal. To do so, the keys of other successful series have been analyzed with the objective of knowing what audience likes. In this case, given their variety of topics, filming and target, Cuéntame cómo pasó  (TVE, 2001-, Águila Roja (TVE, 2009- y La que se Avecina (Telecinco, 2007- have been selected. Subsequently, El Ministerio del Tiempo has been analyzed and compared to them. Data show El Ministerio del Tiempo key is his transversatility of topics, because his main distinctive point, time travel, joins the best features of each genre. Taking from the mystery, his capacity of ask questions; from the adventure, his dynamism; the use of the comedy as a relief point in the plot; and from the historic series his empathy with the audience.

New entertainment management. Migración de los contenidos infantiles en España: de la televisión a internet

Directory of Open Access Journals (Sweden)

Inmaculada Sánchez-Labella Martín

2015-12-01

Full Text Available Con el surgimiento y el desarrollo de internet, la tecnología se ha convertido en la protagonista de las sociedades desarrolladas presentando un panorama en el que se cruza el plano del entretenimiento y lo tecnológico. Aunque la televisión es el medio de comunicación con mayor índice de audiencia, Internet está instaurando un nuevo modo de consumir productos audiovisuales. Como resultado de la inserción de la TDT en España aparecen nuevos canales temáticos los cuales permiten llegar a un público más especializado. Tomando como base el público infantil, se comprueba si las principales cadenas de televisión en España (TVE, Antena 3 y Telecinco poseen canales temáticos destinados a este target. Habiendo comprobado que TVE cuenta con Clan TVE, y Antena 3 y Telecinco con Neox Kidz y Boing, respectivamente; el objetivo de este trabajo es comprobar si los productos audiovisuales infantiles emitidos en televisión están presentes en Internet y si éstos han adquirido las posibilidades que este nuevo medio les otorga. El análisis de contenido permitirá demostrar que las principales cadenas de televisión en España han llevado a cabo, de manera efectiva, una nueva gestión del entretenimiento estando presentes en Internet ofreciendo a la audiencia infantil nuevas formas de entretenimiento.

Obesity Discrimination in the Recruitment Process: “You’re Not Hired!”

Science.gov (United States)

Flint, Stuart W.; Čadek, Martin; Codreanu, Sonia C.; Ivić, Vanja; Zomer, Colene; Gomoiu, Amalia

2016-01-01

Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates’ suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development. PMID:27199869

Cambios en la contratación de recursos humanos: el caso del Programa de Salud de la Familia en Brasil Changes in the hiring of health personnel: the family health program in Brazil

Directory of Open Access Journals (Sweden)

M.R. Dal Poz

2002-02-01

Full Text Available Este artículo analiza los procedimientos y los procesos de contratación de trabajadores de salud en el Programa de Salud de la Familia en el Brasil, discutiendo los méritos, problemas y resultados relativos de cada uno de los mecanismos utilizados para la contratación de médicos, enfermeras y agentes de salud comunitarios. Antes de iniciar propiamente el análisis de los mecanismos de contratación, el autor hace una breve descripción de la importancia y del papel del Programa de Salud de la Familia para el sistema de salud brasileño. Ahí, el artículo procura demostrar las características y el impacto sobre el desarrollo de los recursos humanos de este programa clave, que es considerado como la «reforma de la reforma» o la «contrarreforma» del sistema único de salud. Finalmente, después de presentar y analizar los datos disponibles sobre las formas de contratación y los sueldos para médicos y enfermeras en algunos estados y municipios del Brasil, el autor llama la atención sobre el nuevo contexto social, donde son los propios gobiernos, en los distintos niveles, quienes estimulan el incumplimiento de reglas y leyes laborales que es su responsabilidad mantener. Esto sólo refuerza la hipótesis de que una nueva etapa de reformas ya se ha puesto en marcha.This article analyzes the procedures involved in the hiring of health personnel in the Family Program in Brazil. We examine the values, problems and relative outcomes of each of the processes used in hiring doctors, nurses and health community workers. Before analyzing hiring procedures, the author briefly describes the importance and role of the Family Health Program of the Brazilian health care system. Based on these factors, this article aims to demonstrate the characteristics and effects of this key program, considered a pivotal reform in the Brazilian health system, on the development of human resources. Finally, after presenting and analyzing the data available on the

Contradictions in the digitalization of the structure of the Spanish public radio and television (RTVE: between the subsidiaries and the promotion of territorial cohesion

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Lic. Eduardo Gandolfo Mollá; edganmol@doctor.upv.es

2009-01-01

Full Text Available The aim of this paper is to study the regional structure of the Spanish Public Broadcasting Corporation (Radio Televisión Española, RTVE for short, a largely unresearched subject. The RTVE structure is comprised of various radio and television centers, but this research will be limited to the local production centers of TVE (Spanish public television. These centers were set up in the final years of the Franco dictatorship, but their objectives were not defined until the Radio and Television Act of 1980 was passed. The entire broadcast network was created during the decade of the 1980s, so that by 1989 all the provincial capitals of the Spanish Autonomous Regions had a regional TVE center with capacity to produce news and local content for the regional news or to meet the needs of national programming. During the 1990s, the increase in the number of regional channels and the hesitant decentralization of the private television channels caused RTVE to raise serious questions about the regional system’s necessity and functions. These doubts did not disappear until the Spanish parliament approved the Public Radio and Television Act (17/2006 and later the Framework Agreement (Mandato Marco, December 2007. Although the regional system’s existence was guaranteed, a number of major contradictions have arisen which impact on the model of local television represented by territorial centres of the new SME TVE. These contradictions are especially evident in the digitalization process of the centers and in the lack of preparation for the “analogical blackout” in April 2010.Esta comunicación tiene por objeto de estudio la estructura territorial de la Corporación Radio Televisión Española (RTVE, sobre la que existen pocas investigaciones. Dentro de una estructura que comprende los centros de radio y televisión, limitaremos la investigación a los centros territoriales de Televisión Española (TVE. Nacidos en las postrimerías del franquismo, no

THE OLD, SUPER-METAL-RICH OPEN CLUSTER, NGC 6791—ELEMENTAL ABUNDANCES IN TURN-OFF STARS FROM KECK/HIRES SPECTRA

Energy Technology Data Exchange (ETDEWEB)

Merchant Boesgaard, Ann; Lum, Michael G. [Institute for Astronomy, University of Hawai' i at Manoa, 2680 Woodlawn Drive, Honolulu, HI 96822 (United States); Deliyannis, Constantine P., E-mail: boes@ifa.hawaii.edu, E-mail: mikelum@ifa.hawaii.edu, E-mail: cdeliyan@indiana.edu [Department of Astronomy, Indiana University 727 East 3rd Street, Swain Hall West 319, Bloomington, IN 47405-7105 (United States)

2015-02-01

The study of star clusters has advanced our understanding of stellar evolution, Galactic chemical evolution, and nucleosynthesis. Here we investigate the composition of turn-off stars in the intriguing open cluster, NGC 6791, which is old, but super-metal-rich with high-resolution (R = 46,000) Keck/HIRES spectra. We find [Fe/H] = +0.30 ± 0.02 from measurements of some 40 unblended, unsaturated lines of both Fe I and Fe II in eight turn-off stars. Our O abundances come from the O I triplet near 7774 Å and we perform a differential analysis relative to the Sun from our Lunar spectrum also obtained with Keck/HIRES. The O results are corrected for small nLTE effects. We find consistent ratios of [O/Fe]{sub n} with a mean of –0.06 ± 0.02. This is low with respect to field stars that are also both old and metal-rich and continue the trend of decreasing [O/Fe] with increasing [Fe/H]. The small range in our oxygen abundances is consistent with a single population of stars. Our results for the alpha elements [Mg/Fe], [Si/Fe], [Ca/Fe], and [Ti/Fe] are near solar and compare well with those of the old, metal-rich field stars. The two Fe-peak elements, Cr and Ni, are consistent with Fe. These turn-off-star abundances provide benchmark abundances to investigate whether there are any observable abundance differences with the giants that might arise from nuclear-burning and dredge-up processes. Determinations of upper limits were found for Li by spectrum synthesis and are consistent with the upper limits in similar stars in the relatively old, super-metal-rich cluster NGC 6253. Our results support the prediction from standard theory that higher-metallicity stars deplete more Li. Probably no stars in NGC 6791 have retained their initial Li.

Mentoring: Positively Influencing Job Satisfaction and Retention of New Hire Nurse Practitioners.

Science.gov (United States)

Horner, Diane Kostrey

The purpose of study was to determine whether mentoring based on Watson's Caring Model positively influences nurse practitioner (NP) job satisfaction. This nonexperimental mixed-methods study utilized an online survey, administered through Qualtrics containing demographic and mentoring variables. Job satisfaction results were obtained from the Misener Nurse Practitioner Job Satisfaction Scale (MNPJSS). Also, open-ended questions regarding mentoring were reported. There was a 54% response rate in which 37 of the 69 participants responded (n = 37), with statistical significance set at p job satisfaction. Scores from the MNPJSS ranged from 141 to 246, with a mean of 195.26 (SD = 28.29) corresponding to "minimally satisfied" or a mean of 4.44 on the 6-point scale. These results are similar to the MNPJSS score with a mean of 4.39. A mentoring experience can provide a positive environment, which can lead to increased job satisfaction. In turn, a higher level of satisfaction in the work environment can be associated with reduced turnover and improved retention and patient outcomes. Ultimately, a safer health care system will evolve and improve patient care and outcomes. Through Watson's Caring Model, a reciprocal relationship between the mentor and the mentee can provide a new NP hire a sense of community and direct availability. By experiencing a mentor relationship, job satisfaction can improve, which is a key factor in retaining NPs. As E-mentoring is a newer topic in nursing literature, further research is needed. Further studies could also review and develop one-on-one mentoring programs.

Identifying Young Kepler Planet Host Stars from Keck–HIRES Spectra of Lithium

Science.gov (United States)

Berger, Travis A.; Howard, Andrew W.; Boesgaard, Ann Merchant

2018-03-01

The lithium doublet at 6708 Å provides an age diagnostic for main sequence FGK dwarfs. We measured the abundance of lithium in 1305 stars with detected transiting planets from the Kepler mission using high-resolution spectroscopy. Our catalog of lithium measurements from this sample has a range of abundance from A(Li) = 3.11 ± 0.07 to an upper limit of ‑0.84 dex. For a magnitude-limited sample that comprises 960 of the 1305 stars, our Keck–HIRES spectra have a median signal-to-noise ratio of 45 per pixel at ∼6700 Å with spectral resolution \\tfrac{λ }{{{Δ }}λ } = R = 55,000. We identify 80 young stars that have A(Li) values greater than the Hyades at their respective effective temperatures; these stars are younger than ∼650 Myr, the approximate age of the Hyades. We then compare the distribution of A(Li) with planet size, multiplicity, orbital period, and insolation flux. We find larger planets preferentially in younger systems, with an A–D two-sided test p-value = 0.002, a > 3σ confidence that the older and younger planet samples do not come from the same parent distribution. This is consistent with planet inflation/photoevaporation at early ages. The other planet parameters (Kepler planet multiplicity, orbital period, and insolation flux) are uncorrelated with age. Based on observations obtained at the W. M. Keck Observatory, which is operated jointly by the University of California and the California Institute of Technology. Keck time has been granted by the University of Hawaii, the University of California, and Caltech.

Use of Career Education and Occupation Information Services in Boosting Enrolment into Vocational and Technical Education Programs in Nigeria

Science.gov (United States)

Igbinedion, V. I.; Ojeaga, I. J.

2012-01-01

The major thrust of technical and vocational education (TVE) worldwide is to address issues of youth unemployment, poverty and international competitiveness in skills development towards current and projected opportunities and challenges. The paper posits that despite the evidence of numerous reforms in vocational and technical education programs…

Promoting Creativity and Entrepreneurship in Education: The ...

African Journals Online (AJOL)

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ideas and foreign made goods with minimal concern by Nigerians to improve on local ... The United Nations' international forum for the eradication of poverty took .... poverty in the context of decent work, creative enterprise and entrepreneurial ... of learning materials and educational experiences are made available in TVE.

Integrative Curriculum Planning in Technological and Vocational Education in Taiwan, Republic of China.

Science.gov (United States)

Wu, Robert T. Y.

Taiwan is facing these three challenges: cultivating a world-class work force, preventing shortages of industry-related workers, and increasing industrial competitiveness. To meet them, technological and vocational education (TVE) needs to integrate the curricula among the technical arts programs in junior high schools, senior vocational high…

Higher Education Institutional and Program Evaluations in Taiwan and the Emerging Roles of Higher Education Evaluation and Accreditation Council of Taiwan (HEEACT)

Science.gov (United States)

Lee, Lung-Sheng; Wei, Yen-Shun; Wang, Li-Yun

2013-01-01

Post-secondary education institutions in Taiwan are divided into two tracks, general higher education (HE) and technological and vocational education (TVE). The evaluation of all universities/colleges is mandated by the University Act. Higher education institutions receive mandated institutional evaluation every six years and program evaluation…

The Workforce Education and Development in Taiwan

Science.gov (United States)

Lee, Lung-Sheng

2012-01-01

Workforce education and development (WED) can be broadly defined as those formal, informal and nonformal activities that prepare people for work. In Taiwan, it includes technological and vocational education (TVE), human resource development (HRD), public vocational training and adult education. In order to promote information exchanges and…

Neural Development in tsc2-Deficient Zebrafish

Science.gov (United States)

2011-10-01

the cells in this region normally give rise to forebrain and retina (Woo and Fraser, 1995). Analyses of chimeric embryos at 7.5 dpf revealed that...white matter. Green color is tissue autofluorescence ; blue is DAPI staining. P, pallium; Po, preoptic region; Sd, dorsal division of subpallium; Tve

Assessment of USAF’s Civilian Hiring Process and the Potential Impact It Has on Our Ability to Recruit and Retain a Millennial Workforce in an Effort to Replenish an Aging Civilian Workforce

Science.gov (United States)

2017-04-06

University in Human Resources Management . He joined the United States Air Force in 1994 as a Materiel Management Apprentice and held several management ...as: resource constraints, talent shortages in the job market, shortage of human resource professionals to serve as recruiters, as well as...Civil Service Process of hiring and recruiting employees In 2008, the Office of Personnel Management and the Chief Human Capital Officers Council

Potential Fit to the Department Outweighs Professional Criteria in the Hiring Process in Academic Libraries. A Review of: Wang, Z. & Guarria, C. (2010. Unlocking the mystery: What academic library search committees look for in filling faculty positions. Technical Services Quarterly, 27, 66–86.

Directory of Open Access Journals (Sweden)

Yvonne Hultman Özek

2010-12-01

Full Text Available Objective – To identify key factors affecting the probability of obtaining an interview and being hired for an academic library position.Design – An online survey was distributed via the following electronic mail lists: ACRL, LITA, COLLIB, METRO, ACQNET, COLLDV, ULS, EQUILIBR, and ALF. The questionnaire was posted via StudentVoice, an assessment survey provider.Setting – Academic libraries in the United States.Subjects – The 242 academic library search committees that responded to the online survey.Methods – The authors reviewed the literature on the hiring process in academic libraries. A questionnaire for an online survey was developed. The instrument contained closed questions with the option to add comments. The survey was available for completion June 3 to June 15, 2008.Main Results – Skills and performance of job requirements were rated as the most important criteria by 90% of the 242 academic library search committees that responded to the survey. Previous academic library experience was rated as essential by 38%. The findings also showed that committees are positive towards hiring recent graduates, and over 90% check references. In addition, 75% of the respondents emphasized the importance of skills in bibliographic instruction (BI, particularly when choosing staff for public services.Furthermore, of the 242 respondents, 47.52%, answering the corresponding question indicated that a relevant cover letter, correct spelling, and declaration of the candidate’s activities over all time periods are crucial aspects.Those in favour of using a weighted scoring system, 37% of 218 respondents, felt that it served as a tool to level the playing field for gathering accurate information, and it also helped to improve the efficiency as well as speed of the hiring process. However, 62.84% of the respondents commented that a weighted scoring system is too prescribed, and some universities did not allow the use of this method. Of 218

The Inculcation of Generic Skills among Juveniles through Technical and Vocational Education

Science.gov (United States)

Wan-Mohamed, Wan Azlinda; Yunus, Mohamed Hafis

2009-01-01

Generic skills are skills which contribute towards individual's effective and successful participation in the workplace. For juveniles, Technical and Vocational Education (TVE) is one of the platforms that provide them generic skills which enable them to compete for job market. The purpose of this study is to investigate the level of generic…

Fatores de satisfação com o uso de autônomos no transporte rodoviário de cargas Satisfaction factors with the use of for-hire trucking in road transportation

Directory of Open Access Journals (Sweden)

Peter Fernandes Wanke

2012-08-01

Full Text Available No Brasil, o transporte de cargas é predominantemente rodoviário e depende fortemente da subcontratação de motoristas autônomos. Este artigo apresenta resultados de survey conduzido com 105 embarcadores - listados no Ranking Exame Melhores e Maiores - para avaliar os principais fatores relacionados à satisfação com os serviços prestados pelos autônomos, agrupando-se as empresas contratantes (embarcadores em termos de necessidades comuns de serviço. Os resultados apontam para três grandes grupos de embarcadores, nos quais a qualidade de serviço percebida depende do uso intensivo de autônomos, do volume de carga transportado anualmente e do nível de exigência quanto à segurança dos carregamentos.In Brazil, cargo transportation services are predominantly based on truckloads and are dependent mostly on for-hire trucking. This paper reports on a survey conducted with 105 carriers - listed at "Exame - Melhores e Maiores" magazine ranking - to evaluate the major factors related to the satisfaction with the services provided, and also to cluster carriers in terms of common requirements of transportation services. Results indicate three major groups of carriers, in which the service quality perceptions depend on the intensive use of for-hire trucking, the aggregate volume transported per year, and the shipments required safety levels.

Technical and Vocational Education Transformation in Malaysia: Shaping the Future Leaders

Science.gov (United States)

Sauffie, Nur Fatin Binti Mohd

2015-01-01

In accordance with the concept of lifelong education, the Technical and Vocational Education (TVE) system is one flaw of that is recognized or known as a system whose role is to develop individuals with high technical skills as desired by the industry nowadays. Changing times and technology development at this time require changes to the TVET…

Technical and Soft Skills Expectations During the Transition from Recent Graduate to New Hire

Science.gov (United States)

Keane, C. M.

2001-12-01

Employer-applicant skill compatibility represents a major component of the career development process, particularly for new entrants to the job market. Newly minted geoscientists largely bring a distinct set of skills learned during their formal education and training, which combined with a broader view of the person are evaluated for career potential in today's major employers. University departments possess a strong view of their role in educating future geoscientists, including the skill sets imparted, the basis of education provided, and the expectation for how their students will evolve into colleagues in the profession. Regretfully, based on numerous surveys by both the American Geological Institute's Human Resources program and other independent studies, the formally transferred skills and expectations do not necessarily match those of many geoscience employers. While academia has increased its focus on increasing technical skills and greater specialization, most geoscience employers have further increased the technology gap between themselves and academia, leading most employers to seek broadly trained and well-educated graduates. Additionally, soft skills represent an area of major disagreement between what is considered important and what is considered feasible in a formal education. While debate continues both within industry and academia over the ideal set of soft skills, the great variance in soft skill demands lead to better opportunities for matching of graduate to employer. This debate further enhances the ongoing discussion of the role of the university, the importance of employer needs, and the health of the geoscience discipline within society. Fundamentally, the hiring and career development process remains as sequence of compromises for both the employer and the recent graduate.

SCUBA and HIRES Results for Protostellar Cores in the MON OB1 Dark Cloud

Science.gov (United States)

Wolf-Chase, G.; Moriarty-Schieven, G.; Fich, M.; Barsony, M.

1999-05-01

We have used HIRES-processing of IRAS data and point-source modelling techniques (Hurt & Barsony 1996; O'Linger 1997; Barsony et al. 1998), together with submillimeter continuum imaging using the Submillimeter Common-User Bolometer Array (SCUBA) on the 15-meter James Clerk Maxwell Telescope (JCMT), to search CS cores in the Mon OB1 dark cloud (Wolf-Chase, Walker, & Lada 1995; Wolf-Chase & Walker 1995) for deeply embedded sources. These observations, as well as follow-up millimeter photometry at the National Radio Astronomy Observatory (NRAO) 12-meter telescope on Kitt Peak, have lead to the identification of two Class 0 protostellar candidates, which were previously unresolved from two brighter IRAS point sources (IRAS 06382+0939 & IRAS 06381+1039) in this cloud. Until now, only one Class 0 object had been confirmed in Mon OB1; the driving source of the highly-collimated outflow NGC 2264 G (Ward-Thompson, Eiroa, & Casali 1995; Margulis et al. 1990; Lada & Fich 1996), which lies well outside the extended CS cores. One of the new Class 0 candidates may be an intermediate-mass source associated with an H_2O maser, and the other object is a low-mass source which may be associated with a near-infrared jet, and possibly with a molecular outflow. We report accurate positions for the new Class 0 candidates, based on the SCUBA images, and present new SEDs for these sources, as well as for the brighter IRAS point sources. A portion of this work was performed while GWC held a President's Fellowship from the University of California. MB and GWC gratefully acknowledge financial support from MB's NSF CAREER Grant, AST97-9753229.

A KECK HIRES DOPPLER SEARCH FOR PLANETS ORBITING METAL-POOR DWARFS. II. ON THE FREQUENCY OF GIANT PLANETS IN THE METAL-POOR REGIME

International Nuclear Information System (INIS)

Sozzetti, Alessandro; Torres, Guillermo; Latham, David W.; Stefanik, Robert P.; Korzennik, Sylvain G.; Boss, Alan P.; Carney, Bruce W.; Laird, John B.

2009-01-01

We present an analysis of three years of precision radial velocity (RV) measurements of 160 metal-poor stars observed with HIRES on the Keck 1 telescope. We report on variability and long-term velocity trends for each star in our sample. We identify several long-term, low-amplitude RV variables worthy of followup with direct imaging techniques. We place lower limits on the detectable companion mass as a function of orbital period. Our survey would have detected, with a 99.5% confidence level, over 95% of all companions on low-eccentricity orbits with velocity semiamplitude K ∼> 100 m s -1 , or M p sin i ∼> 3.0 M J (P/yr) (1/3) , for orbital periods P ∼ p p ≅ 1%. Our results can usefully inform theoretical studies of the process of giant-planet formation across two orders of magnitude in metallicity.

Leadership Styles of Lecturer's Technical and Vocational in Teaching and Learning

Science.gov (United States)

Razak, Nur Afifah Binti Abdul; Jaafar, Siti Norain Bt; Hamidon, Nur Izeanty Binti; Zakaria, Normah Binti

2015-01-01

Leadership style is a way of using the power of a leader held as a tool to influence the students and to achieve the objectives in the classroom and affect the election approaches in teaching and learning process. The purpose of this research is to study the style of lecturer's leadership in UTHM Technical and Vocational (TVeT). The study focuses…

CULTURA Y TELEVISIÓN, UNA RELACIÓN NECESARIA / Culture and Television, a necessary relationship

OpenAIRE

Carmen Domínguez Jiménez

2015-01-01

La relación entre cultura y televisión suele presentarse como conflictiva e incluso imposible. En este artículo se hace un repaso histórico a la presencia de contenidos culturales en la televisión pública española, TVE, tanto a nivel nacional como regional, para defender la necesidad de la presencia de espacios culturales en televisión.

Oral mask ventilation is more effective than face mask ventilation after nasal surgery.

Science.gov (United States)

Yazicioğlu, Dilek; Baran, Ilkay; Uzumcugil, Filiz; Ozturk, Ibrahim; Utebey, Gulten; Sayın, M Murat

2016-06-01

To evaluate and compare the face mask (FM) and oral mask (OM) ventilation techniques during anesthesia emergence regarding tidal volume, leak volume, and difficult mask ventilation (DMV) incidence. Prospective, randomized, crossover study. Operating room, training and research hospital. American Society of Anesthesiologists physical status I and II adult patients scheduled for nasal surgery. Patients in group FM-OM received FM ventilation first, followed by OM ventilation, and patients in group OM-FM received OM ventilation first, followed by FM ventilation, with spontaneous ventilation after deep extubation. The FM ventilation was applied with the 1-handed EC-clamp technique. The OM was placed only over the mouth, and the 1-handed EC-clamp technique was used again. A child's size FM was used for the OM ventilation technique, the mask was rotated, and the inferior part of the mask was placed toward the nose. The leak volume (MVleak), mean airway pressure (Pmean), and expired tidal volume (TVe) were assessed with each mask technique for 3 consecutive breaths. A mask ventilation grade ≥3 was considered DMV. DMV occurred more frequently during FM ventilation (75% with FM vs 8% with OM). In the FM-first sequence, the mean TVe was 249±61mL with the FM and 455±35mL with the OM (P=.0001), whereas in the OM-first sequence, it was 276±81mL with the FM and 409±37mL with the OM (P=.0001). Regardless of the order used, the OM technique significantly decreased the MVleak and increased the TVe when compared to the FM technique. During anesthesia emergence after nasal surgery the OM may offer an effective ventilation method as it decreases the incidence of DMV and the gas leak around the mask and provides higher tidal volume delivery compared with FM ventilation. Copyright © 2016 Elsevier Inc. All rights reserved.

MANAGERS’ ATTITUDES TOWARDS GENDER HIRING STAFF FOR A CHILD-CARE ORGANIZATION

Directory of Open Access Journals (Sweden)

Raminta Bardauskienė

2018-05-01

Full Text Available The purpose of this article is to investigate the attitudes of the managers towards gender hiring staff for a chidl-care institution. The subject of the research is the attitude of the managers towards gender. The scientific problem is formulated on the question: What are the manager’s attitudes towards gender ghiring staff for a chidl-care institution? A qualitative research strategy was used. The data were collected through semi structured interview. The results are analysed using the content analysis method. The study was carried out in 2015-2016 at the 5 units of the child-care organization. By applying a criterion sampling 5 managers who have not less than 3 years of senior management experience were chosen to participate in the study. One participant in has acquired a social work qualification and the majority of participant has had considerable work experience in the field of social work (the average of the work at the child-care organization was 13 years. The age of the participants is from 35 to 55 years. The average length of the interview is 40 minutes. The results indicate that the high profile of gender-based attitudes of managers are manifested through the traditional approach to men and women and defines the criteria used to shape the workforce in a child care organization. Participants in the study confirm the stereotypical attitude towards the emerging traditions of gender roles as self-existent, distinguishing the nature of men and women, for which one or another gender “naturally” is better able to realize themselves in different spheres of professional activity. A female employee is still traditionally seen as a guardian of the children, so men in this area are treated as incapable, too weak to handle their duties. On the other hand, men who do not conform to the dominant masculine model in society are also not desirable in the child-care organization. Those men who work as social workers tend to take leadership

CULTURA Y TELEVISIÓN, UNA RELACIÓN NECESARIA / Culture and Television, a necessary relationship

Directory of Open Access Journals (Sweden)

Carmen Domínguez Jiménez

2015-01-01

Full Text Available La relación entre cultura y televisión suele presentarse como conflictiva e incluso imposible. En este artículo se hace un repaso histórico a la presencia de contenidos culturales en la televisión pública española, TVE, tanto a nivel nacional como regional, para defender la necesidad de la presencia de espacios culturales en televisión.

Design elements and quantitative results of synchronous longstator linear motors for high-speed magnetic trains taking the TRANSRAPID test facility in Emsland as an example

Energy Technology Data Exchange (ETDEWEB)

Fuerst, R [Industrieanlagen-Betriebsgesellschaft mbH, Magnetbahn-Versuchsanlage, Lathen/Ems (Germany)

1996-12-31

In German high-speed magnetic train technology, iron-clad synchronous long-stator linear motors of levitation stator design are used to propel and brake the vehicles. This paper uses the propulsion design of the Transrapid test facility in Emsland (TVE) to illustrate in practical terms the dimensioning parameters for thrust calculations and their interdependencies. The paper is based on description conventions common for rotating electrical machines and rail technology. (orig.)

Meeting the maglev system's safety requirements

Energy Technology Data Exchange (ETDEWEB)

Pierick, K

1983-12-01

The author shows how the safety requirements of the maglev track system derive from the general legal conditions for the safety of tracked transport. It is described how their compliance beyond the so-called ''development-accompanying'' and ''acceptance-preparatory'' safety work can be assured for the Transrapid test layout (TVE) now building in Emsland and also for later application as public transport system in Germany within the meaning of the General Railway Act.

A comparison of two systems of patient immobilization for prostate radiotherapy

International Nuclear Information System (INIS)

White, Peter; Yee, Chui Ka; Shan, Lee Chi; Chung, Lee Wai; Man, Ng Ho; Cheung, Yik Shing

2014-01-01

Reproducibility of different immobilization systems, which may affect set-up errors, remains uncertain. Immobilization systems and their corresponding set-up errors influence the clinical target volume to planning target volume (CTV-PTV) margins and thus may result in undesirable treatment outcomes. This study compared the reproducibility of patient positioning with Hipfix system and whole body alpha cradle with respect to localized prostate cancer and investigated the existing CTV-PTV margins in the clinical oncology departments of two hospitals. Forty sets of data of patients with localized T1-T3 prostate cancer were randomly selected from two regional hospitals, with 20 patients immobilized by a whole-body alpha cradle system and 20 by a thermoplastic Hipfix system. Seven sets of the anterior-posterior (AP), cranial-caudal (CC) and medial-lateral (ML) deviations were collected from each patient. The reproducibility of patient positioning within the two hospitals was compared using a total vector error (TVE) parameter. In addition, CTV-PTV margins were computed using van Herk’s formula. The resulting values were compared to the current CTV-PTV margins in both hospitals. The TVE values were 5.1 and 2.8 mm for the Hipfix and the whole-body alpha cradle systems respectively. TVE associated with the whole-body alpha cradle system was found to be significantly less than the Hipfix system (p < 0.05). The CC axis in the Hipfix system attained the highest frequency of large (23.6%) and serious (7.9%) set-up errors. The calculated CTV to PTV margin was 8.3, 1.9 and 2.3 mm for the Hipfix system, and 2.1, 3.4 and 1.8 mm for the whole body alpha cradle in CC, ML and AP axes respectively. All but one (CC axis using Hipfix) margin calculated did not exceed the corresponding hospital protocol. The whole body alpha cradle system was found to be significantly better than the Hipfix system in terms of reproducibility (p < 0.05), especially in the CC axis. The whole body alpha

A comparison of two systems of patient immobilization for prostate radiotherapy.

Science.gov (United States)

White, Peter; Yee, Chui Ka; Shan, Lee Chi; Chung, Lee Wai; Man, Ng Ho; Cheung, Yik Shing

2014-01-22

Reproducibility of different immobilization systems, which may affect set-up errors, remains uncertain. Immobilization systems and their corresponding set-up errors influence the clinical target volume to planning target volume (CTV-PTV) margins and thus may result in undesirable treatment outcomes. This study compared the reproducibility of patient positioning with Hipfix system and whole body alpha cradle with respect to localized prostate cancer and investigated the existing CTV-PTV margins in the clinical oncology departments of two hospitals. Forty sets of data of patients with localized T1-T3 prostate cancer were randomly selected from two regional hospitals, with 20 patients immobilized by a whole-body alpha cradle system and 20 by a thermoplastic Hipfix system. Seven sets of the anterior-posterior (AP), cranial-caudal (CC) and medial-lateral (ML) deviations were collected from each patient. The reproducibility of patient positioning within the two hospitals was compared using a total vector error (TVE) parameter. In addition, CTV-PTV margins were computed using van Herk's formula. The resulting values were compared to the current CTV-PTV margins in both hospitals. The TVE values were 5.1 and 2.8 mm for the Hipfix and the whole-body alpha cradle systems respectively. TVE associated with the whole-body alpha cradle system was found to be significantly less than the Hipfix system (p < 0.05). The CC axis in the Hipfix system attained the highest frequency of large (23.6%) and serious (7.9%) set-up errors. The calculated CTV to PTV margin was 8.3, 1.9 and 2.3 mm for the Hipfix system, and 2.1, 3.4 and 1.8 mm for the whole body alpha cradle in CC, ML and AP axes respectively. All but one (CC axis using Hipfix) margin calculated did not exceed the corresponding hospital protocol. The whole body alpha cradle system was found to be significantly better than the Hipfix system in terms of reproducibility (p < 0.05), especially in the CC axis. The whole body alpha

Análisis de las videotecas de las principales televisiones en España

OpenAIRE

De-Mon-Martín, Adrián; Guallar, Javier

2014-01-01

El objetivo de este estudio es analizar los archivos audiovisuales de las principales televisiones de España mediante 24 indicadores agrupados en 5 apartados: aspectos generales, contenido, sistema de consulta, presentación de resultados y aspectos audiovisuales. La muestra analizada son las televisiones generalistas españolas con mayor audiencia durante 2013 (Antena 3, Cuatro, La Sexta, Telecinco y TVE1). Los resultados del estudio diferencian los mejores resultados del archivo público de TV...

Flight Investigation of NACA D(subS) Cowlings on the XP-42 Airplane. 4 - High-Inlet-Velocity Cowling Tested in Climb with and without Propeller Cuffs and in High-Speed Level Flight Without Propeller Cuffs

Science.gov (United States)

1943-01-01

wrt!’a*« **<*•**’ .•» •>**»*’ IS It kl it ts tt It tk 1st iss iso lai Ik kS 41 11 141 lSk 13k ISS Ott -in m...J \\_ M •H.- JtH PiM Tve,to 10 ~T~ - [~ FTC«. a\\ry^ 1*C .0 mm ൺ ram. 1 L4 A> H^* \\* m, Hqj* •-Cut •JJ 1 1 I H Cltor pluas 0

Guideways for high speed magnetically levitated train systems - TRANSRAPID

Energy Technology Data Exchange (ETDEWEB)

Falkner, H [Technische Univ. Braunschweig (Germany); Grossert, E [IBF Dr. Falkner GmbH, Braunschweig/Berlin (Germany)

1996-12-31

The superspeed maglev system Transrapid is a rapid train system designed for speeds ranging from 300 to 500 km/h, using new no-contact levitation, guidance and propulsion system technologies, which will soon be used for an actual operational line. On the Transrapid Test Facility in Emsland (TVE), suitibility studies have been carried out since 1984. In 1989, work began on the plans for a reference line. Different guideway constructions, designed for the actual operational line are discussed in the following article. (orig.)

Od zabijáka k lúzrovi. Literární postava jako vyjádření proměny ve vztahu jedince a bytí // From hired killer to loser

Directory of Open Access Journals (Sweden)

Lada Hazaiová

2015-10-01

Full Text Available The face of the Colombian literature in the last twenty years has changed and next to the poetics of magical realism new discourses emerged expresing the changing social, cultural and ideological values. One of them represents Fernando Vallejo’s novel Our Lady of Assassins. Another contemporary discourse represents other Colombian writer Sergio Álvarez whose novel 35 dead was published in 2011 in Bogotá, respectively almost 20 years later. He works very similar issues as Vallejo, like urban violence, drug cartels and hired killers, but he also has given life to a special protagonist, called “loser“. The aim of this paper is to compare general features of both protagonists and to suggest that in loser a new type of protagonist has appeared, and not only in the Colombian literature.

Fourteen Points: A Framework for the Analysis of Counterinsurgency,

Science.gov (United States)

1984-07-31

tve frV, 4ii- ia sbr -emerge zf~r-=j- a 9ct ~i c-’ ttstwbe. tke--oeP.c Wda ersuiasie •x, If a government, empl oying conventional tactics, levels a...Police ( BPP ), the Special Branch, the Air Division, and the Marine Division. The last two have played rather minor roles, though ’the Air ’Division with...Police are responsible for surveillance of the Thai border, a surveillance which is limited because of the inadequate number of the BPP and the

A comparison of two systems of patient immobilization for prostate radiotherapy

Science.gov (United States)

2014-01-01

Background Reproducibility of different immobilization systems, which may affect set-up errors, remains uncertain. Immobilization systems and their corresponding set-up errors influence the clinical target volume to planning target volume (CTV-PTV) margins and thus may result in undesirable treatment outcomes. This study compared the reproducibility of patient positioning with Hipfix system and whole body alpha cradle with respect to localized prostate cancer and investigated the existing CTV-PTV margins in the clinical oncology departments of two hospitals. Methods Forty sets of data of patients with localized T1-T3 prostate cancer were randomly selected from two regional hospitals, with 20 patients immobilized by a whole-body alpha cradle system and 20 by a thermoplastic Hipfix system. Seven sets of the anterior-posterior (AP), cranial-caudal (CC) and medial-lateral (ML) deviations were collected from each patient. The reproducibility of patient positioning within the two hospitals was compared using a total vector error (TVE) parameter. In addition, CTV-PTV margins were computed using van Herk’s formula. The resulting values were compared to the current CTV-PTV margins in both hospitals. Results The TVE values were 5.1 and 2.8 mm for the Hipfix and the whole-body alpha cradle systems respectively. TVE associated with the whole-body alpha cradle system was found to be significantly less than the Hipfix system (p < 0.05). The CC axis in the Hipfix system attained the highest frequency of large (23.6%) and serious (7.9%) set-up errors. The calculated CTV to PTV margin was 8.3, 1.9 and 2.3 mm for the Hipfix system, and 2.1, 3.4 and 1.8 mm for the whole body alpha cradle in CC, ML and AP axes respectively. All but one (CC axis using Hipfix) margin calculated did not exceed the corresponding hospital protocol. The whole body alpha cradle system was found to be significantly better than the Hipfix system in terms of reproducibility (p < 0.05), especially

TV websites and their users: a place for transmedia storytelling. Case studies of "Águila Roja" and "Game of Thrones" in Spain

OpenAIRE

Guerrero, Mar

2014-01-01

Este artículo indaga en la complejidad de la narrativa transmedia y las producciones de los fans desde una perspectiva que combina semiótica y etnografía virtualizada. El análisis se basa en las webs oficiales en España de las series de televisión Aguila Roja (TVE) y "Juego de Tronos" (HBO). Del estudio se desprende una novedosa propuesta de roles desempeñados por los usuarios en su interacción con las webs televisivas. This paper looks into the complexity of transmedia storytelling and fa...

La dona esportista als mitjans de comunicació

OpenAIRE

López Ulric, Ingrid

2015-01-01

El present treball analitza l'emissió de contingut esportiu femení i la imatge que les televisions mostren de la dona esportista. Per realitzar l'anàlisi s'ha visualitzat el contingut esportiu de tres cadenes especialitzades, Teledeporte, TV3 i GolTV, i també la dels informatius de les sis cadenes més vistes a Catalunya TVE, TV3, Telecinco, Antena3, Cuatro i la Sexta. Per concloure destaquem la estereotipació dels esports i la invisibilitat de la dona. El presente trabajo analiza la emisió...

Entrepreneurial Founders’ Imprints, Human Capital Sourcing, and Firm Performance

DEFF Research Database (Denmark)

Rocha, Vera; Brymer, Rhett Andrew

) early hiring choices affect new venture performance. This gap is surprising, since hiring soon after a firm founding is especially critical to sustained success. We propose that pipeline hiring – i.e., repeated hiring from various source organizations – might be a strategy considered by startups...

Intellectuals For Hire.

Science.gov (United States)

Morrill, Cynthia

1999-01-01

Suggests that working beyond the academy should be understood not as an abandonment of the academic job market, a response to failure, or a curse: instead, it should be understood as a new avenue for intellectual work, one that neither graduate-school programs nor the Modern Language Association would be wise to ignore. (RS)

Determination of Properties of Selected Fresh and Processed Medicinal Plants

Directory of Open Access Journals (Sweden)

Shirley G. Cabrera

2015-11-01

Full Text Available The study aimed to determine the chemical properties, bioactive compounds, antioxidant activity and toxicity level of fresh and processed medicinal plants such as corn (Zea mays silk, pancitpancitan (Peperomiapellucida leaves, pandan (Pandanus amaryllifolius leaves, and commercially available tea. The toxicity level of the samples was measured using the Brine Shrimp Lethality Assay (BSLA. Statistical analysis was done using Statistical Package for Social Sciences (SPSS. Results showed that in terms of chemical properties there is significant difference between fresh and processed corn silk except in crude fiber content was noted. Based on proximate analyses of fresh and processed medicinal plants specifically in terms of % moisture, %crude protein and % total carbohydrates were also observed. In addition, there is also significant difference on bioactive compound contents such as total flavonoids and total phenolics between fresh and processed corn silk except in total vitamin E (TVE content. Pandan and pancit-pancitan showed significant difference in all bioactive compounds except in total antioxidant content (TAC. Fresh pancit-pancitan has the highest total phenolics content (TPC and TAC, while the fresh and processed corn silk has the lowest TAC and TVE content, respectively. Furthermore, results of BSLA for the three medicinal plants and commercially available tea extract showed after 24 hours exposure significant difference in toxicity level was observed. The percentage mortality increased with an increase in exposure time of the three medicinal plants and tea extract. The results of the study can served as baseline data for further processing and commercialization of these medicinal plants.

Torres e icebergs

Directory of Open Access Journals (Sweden)

Martínez de Velasco, Emilio F.

1982-06-01

Full Text Available In this article a personal is offered of the designer of the TVE tower in Madrid, reviewing all the aspects which have influenced the final aesthetic result, and the role of the architect within the team of tecnicians of different specialities, which in the words of the writer is like the point of an iceberg of great dimensions, but it is not for this that his invention is less important, since the design is in this case a determined problem, by the conditioning of the outline and above all technological, it is necessary to surmount this barrier so that the elements making up the complex, shaft, platform, decks arid mast form a satisfactory plastic unit.Se ofrece en este artículo una visión personal del proyectista de la torre de TVE, en Madrid, pasando revista a todos los aspectos que han incidido en el resultado estético final, y el papel del arquitecto dentro del equipo pluridisciplinar de técnicos de diferentes especialidades, que aparece en palabras del autor como la punta de un iceberg de grandes dimensiones, pero no por esto su intervención es menos importante, ya que si bien el diseño es en este caso un problema sobredeterminado; por los condicionantes del entorno y sobre todo tecnológicos, es preciso superar esta barrera para conseguir que los elementos que componen el conjunto, fuste, plataformas, cubiertas y mástil formen una unidad plástica satisfactoria.

La representación de género en las campañas de publicidad de juguetes en Navidades (2009-12

Directory of Open Access Journals (Sweden)

Esther Martínez Pastor

2013-08-01

Full Text Available Este trabajo analiza la representación de los géneros en la publicidad infantil española mediante el estudio de siete variables: tipos de productos, género representado, mensajesvalores, voz en off, periodo, acciones representadas e interacción entre personajes. Estas variables se recogen de trabajos que estudian los usos y las preferencias de selección de los juguetes según el género del niño y de estudios que analizan los modos y formas de la publicidad para representar a los niños y a los juguetes. El universo de la muestra lo constituyen 595 anuncios de juguetes emitidos en los canales de televisión: TVE1, TVE2, Telecinco, Antena 3, Cuatro, La Sexta, Boing y Disney Channel durante tres periodos de tiempo: Navidades de 2009, 2010 y 2011. Se ha escogido la Navidad ya que durante este periodo se emiten la gran mayoría de los anuncios de juguetes. Los resultados demuestran que, aunque hay paridad en la representación de género en la publicidad infantil de la muestra analizada, existen claras diferencias en las tipologías de los juguetes más anunciados. La publicidad de figuras de acción alberga mayor porcentaje de personajes masculinos asociados a valores como competencia, individualismo, habilidad y desarrollo físico, creatividad, poder y fuerza. Sin embargo, los anuncios de muñecas tiene mayor porcentaje de personajes infantiles femeninos y estos se asocian a los valores belleza y maternidad.

Legal Status of Credit Bank Guarantee in Indonesia’s Legal Guarantee

Directory of Open Access Journals (Sweden)

Erma Defiana Putriyanti

2017-07-01

Full Text Available The aim of this research is to analyze  about the legal status of the letter hiring as collateral for bank loans in the Indonesian security law. The method of this research is a normative juridical. The results of this research indicate that the decree hiring is not included in the objects that can be bound by pledge, fiduciary, and mortgage then hiring decree hiring is not included in the personal guarantee and corporate guarantee. Although the hiring decree is issued by a legitimate institution, the institution is not bound by an agreement between the debtor debts with the bank but when the decree was used as security for the bank. Hiring letter is not also included in the general collateral. Decree hiring is not an object and does not qualify as material that can be used as general collateral. The conclusion of this research is that the position of the decree hiring as collateral for bank loans is a new form of guarantee which is not included in the general guarantees and the specific ones. This shows that the system of legal guarantees in Indonesia is not pure anymore embrace a closed system, but has started shifting into an open system.

Gene-expression analysis of cold-stress response in the sexually transmitted protist Trichomonas vaginalis.

Science.gov (United States)

Fang, Yi-Kai; Huang, Kuo-Yang; Huang, Po-Jung; Lin, Rose; Chao, Mei; Tang, Petrus

2015-12-01

Trichomonas vaginalis is the etiologic agent of trichomoniasis, the most common nonviral sexually transmitted disease in the world. This infection affects millions of individuals worldwide annually. Although direct sexual contact is the most common mode of transmission, increasing evidence indicates that T. vaginalis can survive in the external environment and can be transmitted by contaminated utensils. We found that the growth of T. vaginalis under cold conditions is greatly inhibited, but recovers after placing these stressed cells at the normal cultivation temperature of 37 °C. However, the mechanisms by which T. vaginalis regulates this adaptive process are unclear. An expressed sequence tag (EST) database generated from a complementary DNA library of T. vaginalis messenger RNAs expressed under cold-culture conditions (4 °C, TvC) was compared with a previously published normal-cultured EST library (37 °C, TvE) to assess the cold-stress responses of T. vaginalis. A total of 9780 clones were sequenced from the TvC library and were mapped to 2934 genes in the T. vaginalis genome. A total of 1254 genes were expressed in both the TvE and TvC libraries, and 1680 genes were only found in the TvC library. A functional analysis showed that cold temperature has effects on many cellular mechanisms, including increased H2O2 tolerance, activation of the ubiquitin-proteasome system, induction of iron-sulfur cluster assembly, and reduced energy metabolism and enzyme expression. The current study is the first large-scale transcriptomic analysis in cold-stressed T. vaginalis and the results enhance our understanding of this important protist. Copyright © 2014. Published by Elsevier B.V.

An Alternative Approach to Preservice Police Training: Combining Training and Education Learning Outcomes

Science.gov (United States)

Martin, Richard H.

2014-01-01

Many states offer police and corrections officer certification through state approved police basic training, either after hire (in-service) or before hire (preservice). Only large agencies conduct their own basic training academies after being hired. The trend is to save money through preservice training offered by colleges. This especially…

The Impact of 2002 National Teacher Contract Policy Reform on Teacher Absenteeism in Lahore, Pakistan

Science.gov (United States)

Habib, Masooma

2010-01-01

Teacher absenteeism is a persistent problem in Pakistani government schools. Under a new policy, teachers hired in Pakistani schools after 2002 are hired on fixed term contracts that are renewed, in part, based on low absenteeism. This study uses qualitative analysis techniques to assess the impact of contractual hiring on teacher absenteeism…

50 CFR 679.4 - Permits.

Science.gov (United States)

2010-10-01

... this section, with the exception that an IFQ hired master permit or a CDQ hired master permit need not... program permit or card type is: Permit is in effect from issue date through the end of: For more... section (C) Halibut & sablefish hired master permits Specified fishing year Paragraph (d)(2) of this...

Raising Teacher Salaries: The Funds Are There.

Science.gov (United States)

Haberman, Martin

2005-01-01

School districts currently spend $2.6 billion annually on maintaining a system of recruiting and hiring teachers who quit or fail. The 120 major urban districts are the primary locus of this teacher churn. The causes include the negative conditions of work in these districts, the impersonal hiring procedures which recruit and hire the wrong people…

Faculty Searches at a Christian University: Ethical and Practical Considerations

Science.gov (United States)

Steele, Richard B.

2008-01-01

In the space of four years, the School of Theology at Seattle Pacific University made eight faculty hires. But for various reasons, three of the eight hirees did not prove to be good "mission fits" for the institution. Suspecting that the regrettable outcome of these searches lay not in the persons hired, but in the deficiencies of the hiring…

Influence of signal processing strategy in auditory abilities.

Science.gov (United States)

Melo, Tatiana Mendes de; Bevilacqua, Maria Cecília; Costa, Orozimbo Alves; Moret, Adriane Lima Mortari

2013-01-01

The signal processing strategy is a parameter that may influence the auditory performance of cochlear implant and is important to optimize this parameter to provide better speech perception, especially in difficult listening situations. To evaluate the individual's auditory performance using two different signal processing strategy. Prospective study with 11 prelingually deafened children with open-set speech recognition. A within-subjects design was used to compare performance with standard HiRes and HiRes 120 in three different moments. During test sessions, subject's performance was evaluated by warble-tone sound-field thresholds, speech perception evaluation, in quiet and in noise. In the silence, children S1, S4, S5, S7 showed better performance with the HiRes 120 strategy and children S2, S9, S11 showed better performance with the HiRes strategy. In the noise was also observed that some children performed better using the HiRes 120 strategy and other with HiRes. Not all children presented the same pattern of response to the different strategies used in this study, which reinforces the need to look at optimizing cochlear implant clinical programming.

Practical implications of pre-employment nurse assessments.

Science.gov (United States)

Kuthy, James E; Ramon, Cheree; Gonzalez, Ronald; Biddle, Dan A

2013-01-01

Hiring nurses is a difficult task that can have serious repercussions for medical facilities. If nurses without proper skills are hired, patients can suffer from insufficient quality of care and potentially life-threatening conditions. Nurse applicants' technical knowledge is extremely important to avoid negative outcomes; however, there are soft skills that factor into their success, such as bedside manner, personality, communication, and decision making. In order for medical facilities to select and maintain high-performing nurse staff, hiring managers must incorporate evaluations for these types of skills in their hiring process. The current study focused on using content/criterion-related validation design to create assessments by which nurse applicants can be evaluated for both technical knowledge/skills and soft skills. The study included participation of more than 876 nursing staff members. To rank applicants on divergent skills, 3 assessment types were investigated, resulting in the creation of an assessment with 3 components. The clinical, situational, and behavioral components that were created measure applicants' job knowledge, interpersonal competency in medical facility-related situations, and aspects of personality and behavior, respectively. Results indicate that using the assessment can predict 45% of a nurse applicant's future job performance. Practical implications include hiring and maintaining a higher quality of nurses and decreased hiring costs.

What Happens When Employers are Free to Discriminate? Evidence from the English Barclays Premier Fantasy Football League

OpenAIRE

Bryson, Alex; Chevalier, Arnaud

2014-01-01

Research on employers' hiring discrimination is limited by the unlawfulness of such activity. Consequently, researchers have focused on the intention to hire. Instead, we rely on a virtual labour market, the Fantasy Football Premier League, where employers can freely exercise their taste for racial discrimination in terms of hiring and firing. The setting allows us to eliminate co-worker, consumer-based and statistical discrimination as potential sources of discrimination, thus isolating the ...

Status and trends of general otolaryngology in academia.

Science.gov (United States)

Lin, Jiahui; Kacker, Ashutosh; Trujillo, Oscar; Stewart, Michael G

2016-09-01

This article focuses on the hiring trends of academic general otolaryngology practices to clarify the status of academic general otolaryngology in the face of today's changing medical landscape. Cross-sectional study. We conducted a survey to evaluate past, present, and projected hiring issues in academic otolaryngology, specifically related to general otolaryngology. Surveys were sent via e-mail to all academic chairpersons of accredited otolaryngology residency programs in the United States. Data included faculty appointments, work hours, clinical and research roles, academic productivity, patient load, promotions, and criteria for future hires. The response rate was 34.3%. On average, general otolaryngologists (generalists) represented 17% of otolaryngology faculty in academic practices. Whereas most generalists were employed as assistant professors (65%), nearly half of promotions in recent years were given to generalists (49%). Between 2009 and 2014, there was an average of six new hires per academic otolaryngology practice (range: 1-13); of these new hires, 21% were generalists. Chairpersons estimated that in the next 5 years they would hire an average of three new otolaryngologists per practice (range: 0-7), of whom 39% would be generalists. Although 82% of chairpersons reported an increase in subspecialty hires, 94% reported that they would also require the same or increasing numbers of generalists. Despite the increase in subspecialization in academic otolaryngology, the role of general otolaryngologists in academic practices will continue to be important and perhaps will increase. N/A. Laryngoscope, 126:1995-1998, 2016. © 2015 The American Laryngological, Rhinological and Otological Society, Inc.

Best practices roundtable

Energy Technology Data Exchange (ETDEWEB)

Kamps, E. [Suncor Energy Inc. Oil Sands, Fort McMurray, AB (Canada)

2006-07-01

This presentation described recruitment practices and social activities conducted at Suncor's oil sands plant in the Fort McMurray area. The plant currently employs 2900 employees, and plans to hire more in the near future. The company highlights a variety of outdoor and social activities available to employees. Health care services are provided, as well as schools, conference facilities, community events, and good accommodations. Suncor uses a proactive hiring policy, and provides signing bonuses and relocation assistance, as well as temporary housing and mortgage assistance. Diversity is emphasized, and the company hires female apprentices, has a student hiring program, and regularly employs Aboriginal summer students. A program is also in place to hire professional, under-employed immigrants. Partnerships are in place with technical colleges. Recruitment drives are currently targeting provincial colleges as well as employees from other provinces and countries. Suncor offers a program to help immigrants cope with Canada's extreme winters, and provides community programs for its employees that encourage volunteer activities. tabs., figs.

Transportation Services Index

Data.gov (United States)

Department of Transportation — The TSI is a monthly measure of the volume of services performed by the for-hire transportation sector. The index covers the activities of for-hire freight carriers,...

78 FR 6171 - 30-Day Notice of Proposed Information Collection: INTERNational Connections

Science.gov (United States)

2013-01-29

... not exist which would enable the Department to capture the intern-to-hire ratio or conversion rate, or... in a measurable conversion of interns into Department hires for the Foreign or Civil Service. The...

Aging Parents: 7 Warning Signs of Health Problems

Science.gov (United States)

... a car or van service or hiring a driver. Consider home care services. You could hire someone ... 2017 Original article: http://www.mayoclinic.org/healthy-lifestyle/caregivers/in-depth/aging-parents/art-20044126 . Mayo ...

Reducing RN Vacancy Rate: A Nursing Recruitment Office Process Improvement Project.

Science.gov (United States)

Hisgen, Stephanie A; Page, Nancy E; Thornlow, Deirdre K; Merwin, Elizabeth I

2018-06-01

The aim of this study was to reduce the RN vacancy rate at an academic medical center by improving the hiring process in the Nursing Recruitment Office. Inability to fill RN positions can lead to higher vacancy rates and negatively impact staff and patient satisfaction, quality outcomes, and the organization's bottom line. The Model for Improvement was used to design and implement a process improvement project to improve the hiring process from time of interview through the position being filled. Number of days to interview and check references decreased significantly, but no change in overall time to hire and time to fill positions was noted. RN vacancy rate also decreased significantly. Nurse manager satisfaction with the hiring process increased significantly. Redesigning the recruitment process supported operational efficiencies of the organization related to RN recruitment.

Designers as Determinant for Aesthetic Innovations

DEFF Research Database (Denmark)

Fjællegaard, Cecilie Bryld; Beukel, Karin; Alkærsig, Lars

2015-01-01

The innovation literature states that scientists are core ingredients in creating technological innovations. This paper investigates whether the hiring of a designer generates aesthetic innovations by a firm. Further we investigate what the level of design knowledge of the receiving firm means...... for the firms? absorptive capacity, in terms of turning the hiring of the designer into aesthetic innovations. We explore a unique dataset containing information on firms, their hiring of designers and aesthetic innovations measured by design applications (design patents). Our findings show that hiring...... a designer does increase firms? likelihood of producing aesthetic innovations. Secondly, firms with prior experience of aesthetic innovations are more likely to apply for design registrations. Thirdly, there is a positive moderating effect of firms with prior experience of generating aesthetic innovations...

Veterans' Employment and Training Service

Science.gov (United States)

... Find a Job Veterans.Gov Apprenticeship Occupations and Careers Women Who Served Programs & Services Transition GPS Frequently Asked Questions Hire a Veteran Find qualified Veterans Policy & Compliance Employer Toolkit Apprenticeships HIRE Vets Medallion Program Service Providers Grants & ...

Airway Science curriculum demonstration project : summary of initial evaluation findings.

Science.gov (United States)

1988-10-01

The performance, perceptions, and characteristics of Airway Science hires were compared with those of traditional hires. As of May 12, 1987. a total of 197 Airway Science candidates had been selected into FAA occupations. The demographic characterist...

Evaluating a Medical School's Climate for Women's Success: Outcomes for Faculty Recruitment, Retention, and Promotion.

Science.gov (United States)

Villablanca, Amparo C; Li, Yueju; Beckett, Laurel A; Howell, Lydia Pleotis

2017-05-01

Women are under-represented in academia. Causative factors include challenges of career-family integration. We evaluated factors reflecting institutional culture (promotion, retention, hiring, and biasing language in promotion letters) as part of an intervention to help shift culture and raise awareness of flexibility policies at the University of California, Davis (UCD). Data on faculty use of family-friendly policies were obtained at baseline, and surveys for policy awareness were conducted pre(2010)/post(2013) an NIH-funded study educational intervention. Data on hires, separations, and promotions were obtained pre(2007-2009, 2234 person-year data points)/post(2010-2012, 2384 person-year data points) intervention and compared by logistic regression and for gender differences. Department promotion letters (53) were also analyzed for biasing language. Policy use was overall low, highest for female assistant professors, and for maternity leave. Awareness significantly increased for all policies postintervention. Promotions decreased, likely because of increases in advancement deferrals or tenure clock extensions. Pre/postintervention, female and male hires were near parity for assistant professors, but female hires were substantially lower than males for associate (54% less likely, p = 0.03) and full professors (70% less likely, p = 0.002). Once hired, women were no more likely to separate than men. Fewer associate/full professors separated than assistant professors (p = 0.002, p work-life flexibility, an environment in which letters of recommendation show very few biased descriptions, and in which assistant professor hiring is gender equitable. At the same time, a decrease in number of faculty members applying for promotion and an imbalance of men over women at senior hires independent of policy awareness may challenge the assumption that family-friendly policies, while promoting flexibility, also have a positive impact on professional advancement.

Labour Arrangements in Cassava Production in Oyo State, Nigeria

Directory of Open Access Journals (Sweden)

Abila, N.

2012-01-01

Full Text Available The study examined the effects of labour arrangements on the profitability of cassava enterprises in Oyo North Area of Oyo State, Nigeria. A multi-stage sampling technique was adopted for data collection, while data were analysed using descriptive statistics and budgetary analysis. The results show that the prevalent labour arrangements for cassava enterprises are: a combination of Family, Hired and Contract labour (38.9%; Family-Hired labour (27.8%; Family-Contract labour (31.1%. The gross margin per hectares across labour arrangements are N279481.99 (all-labour, N286044.24 (family-hired, N216940.10 (familycontract, and N235000.00 (family only. The returns on a naira invested on variable costs across different labour arrangements for cassava enterprises are N2.04 (all-labour, N3.66 (family-hired, N2.37 (familycontract, and N2.61 (family only. This implies that a unit (N1 variable cost in the various labour arrangements of all-labour, family/hired, family/contract and family only in cassava production will yield a marginal return of N3.04, N3.66, N2.37 and N2.61 respectively. Family-hired labour arrangement yields higher marginal return per unit of manday and one naira spent than all other arrangements. The study recommends among others the application of laboursaving technologies and an optimum combination of various labour arrangements to reduce the cost of labour used in cassava production.

Would You Hire This Person?

Science.gov (United States)

Claudis, Penny Todd

1982-01-01

Secondary students complete an application for employment using a person they have studied in their U.S. history, government, or psychology courses. All information has to be historically correct. The teacher reads the application to the class and students guess the name of the applicant. A sample application form is included. (AM)

More talented engineers for hire

Energy Technology Data Exchange (ETDEWEB)

Anon

2005-04-01

The great shortage of professional personnel in industry is discussed and what at least one province is doing in facilitating foreign trained professionals to qualify for professional positions in Canadian industry. The story is about the Calgary Catholic Immigration Society's Engineering and Technology Upgrading for new Canadian Engineers. The program provides a combination of classroom training and practical professional work at Canadian companies, sufficient in length to make participants eligible for licensing by the engineering licensing body in Alberta. The Calgary Catholic Immigration Service is a non-profit agency, funded provincially and federally to assist immigrants and refugees in their resettlement and integration into Canadian society. Some 9,000 clients are assisted each year; the program is greatly diversified; besides professional engineers, it is assisting people qualified as millwrights, electricians, and drilling technicians. This partnering program with the Alberta labour market has had an 85 per cent success rate in placing its graduates into full-time professional positions after graduation.

Sexual orientation discrimination in hiring

OpenAIRE

Doris Weichselbaumer

2000-01-01

Little research has been done to examine discrimination against gays and lesbians in the labor market. Badgett (1995) conducted the only previous study investigating labor market outcomes of gays and lesbians using a random data set. However, due to the structure of the data, the wage differential between heterosexuals and gays and lesbians that is found can not be directly assigned to employer discrimination. Some gays and lesbians might deploy passing strategies to hide their sexual orienta...

Practices implemented by a Texas charter school system to overcome science teacher shortage

Science.gov (United States)

Yasar, Bilgehan M.

The purpose of this study was to examine practices used by a charter school system to hire and retain science teachers. The research design for this study was a qualitative case study. This single instrumental case study explored the issue within a bounded system. Purposeful sampling strategy was used to identify the participants who were interviewed individually. Findings of the case study supported that using online resources, advertising in the newspaper, attending job fairs, using alternative certification programs, attracting alumni, contacting the college of educations and hiring internationally helped the charter school system with hiring science teachers. Improving teacher salary scale, implementing teacher mentorship programs, reimbursing teachers for certification and master's programs, providing professional development and supporting teachers helped to retain science teachers. Therefore, this study contributes to determining strategies and techniques, selecting methods and programs, training administrators, and monitoring for successful hiring and retaining science teacher implementation.

The Market for CEOs

DEFF Research Database (Denmark)

Aivazian, Varouj A.; Lai, Tat-kei; Rahaman, Mohammad M.

2013-01-01

We investigate empirically a market-based explanation for the rise in recent years in external CEO hiring and compensation and find, consistent with the market-based theory, that firms in industries relying on general managerial skills are more likely to hire CEOs externally than firms...

Labor allocation in transition: evidence from Chinese rural households

NARCIS (Netherlands)

Wang, X.; Herzfeld, T.; Glauben, T.

2007-01-01

Empirical models are developed in this paper to quantitatively analyze households' participation in decisions on hiring labor and supplying labor off the farm, hired labor demand and off-farm labor supply of rural Chinese households. Econometric estimates use micro-level data from Zhejiang province

77 FR 48128 - Alternative Personnel Management System (APMS) at the National Institute of Standards and Technology

Science.gov (United States)

2012-08-13

..., steps, and paperwork in classification, hiring, and other personnel systems, and through automation... with the authority to appoint candidates directly to jobs for which OPM determines that there is a...(a)(3). NIST advertises the availability of job opportunities in direct-hire occupations by posting...

Where Are You? Targeting Marginal Workers and Partial Employment Protection Reform: Evidence from Spain

DEFF Research Database (Denmark)

Elias Moreno, Ferran

2015-01-01

quasi-experiment in Spain that decreased employment protection of new permanent hires who were younger than 31 between 2001 and 2006. Only firms with very low employment volatility could hire with lower levels of EP. Using an administrative dataset, we show that the reform had no effect on hirings, lay......-offs, quits, contract length, starting wages and post-entry wages. We compare the results for the policy in 2001-2006 with a similar policy in 1999-2000 but, that instead of restricting which firms could benefit from it, targeted only workers who had not been in a permanent contract for a certain time...

1993 US petroleum engineering manpower supply and demand

International Nuclear Information System (INIS)

Wattenbarger, R.A.; Morriss, S.

1994-01-01

Each year, the SPE Manpower Committee reports on the results of petroleum engineering manpower supply and demand surveys to inform SPE members about hiring patterns of engineers in the petroleum industry and the supply of graduates from US petroleum engineering schools. The SPE Manpower Committee's US surveys show that large companies will decrease their hiring while small companies and service companies will increase their hiring of engineers. During 1992--93, only about 65% of graduating petroleum engineering students were known to have jobs. Another finding is that, overall, new US SPE membership is decreasing while non-US membership is increasing

Admission to Banking Public Service in Brazil: Constitutional Compliance?

Directory of Open Access Journals (Sweden)

Raquel Maria Azevedo Pereira Farias

2016-10-01

Full Text Available Concerning public banking institutions, many tenders take place, however “reservation register” retain people in the expectation of being hired, which may not happen. Another institute that compromises the hiring of those is the outsourcing process that is formally constituted, but whose aim is the hiring of cheap and skilled labor not to shoulder the high costs of a public worker. Economic growth, globalization, the informal market, increase banks’ profits at the expenses of people who dedicate their lives to succeed in a public tender while there are those who submit themselves to the precarious work conditions of the outsourcing.

Multicentre evaluation of music perception in adult users of Advanced Bionics cochlear implants.

Science.gov (United States)

Adams, Doris; Ajimsha, Khalid Mohamed; Barberá, Manuel Tomás; Gazibegovic, Dzemal; Gisbert, Javier; Gómez, Justo; Raveh, Eyal; Rocca, Christine; Romanet, Philipe; Seebens, Yvonne; Zarowski, Andrzej

2014-01-01

To document musical listening and enjoyment in recipients of Advanced Bionics cochlear implants (CIs) and to compare musical perception in those using early coding strategies with subjects using the newer HiRes and HiRes 120 strategies. A questionnaire was completed by 136 adult subjects, including questions on the ability to identify specific musical features. The subjects were in three groups: those using early coding strategies (n = 29), HiRes (n = 59), and HiRes 120 (n = 48), and results were compared with a group of 84 normally hearing (NH) subjects. Of the CI users, 79% reported listening to music. The NH group rated listening frequency and enjoyment higher than the CI users. Thirty-five users reported that they sang and this group had significantly higher overall performance. There were no significant differences in overall perception of specific musical features among the strategy groups, though some individual questions showed significantly higher performance in the HiRes 120 users. Users of current CI technology show a high level of musical appreciation, though still significantly less than NH subjects. Frequency of listening and enjoyment were significantly correlated and active participation in musical activities, specifically singing, resulted in significantly higher overall performance scores.

Development, transition and globalization in China's coal industry

Energy Technology Data Exchange (ETDEWEB)

Rui, H.C. [University of Cambridge, Cambridge (United Kingdom)

2005-07-01

The coal industry has proved to be one of the most strategically important but also one of the most problematic industries in China. Closing small township and village owned (TVE) coalmines, declaring loss-making state-owned (SOE) mines bankrupt, and building up modern coal corporations are all causing huge difficulties for the government. The main reason for the problems now facing the industry is the fact that TVEs, SOEs and coal corporations were encouraged to meet different needs at different times and now all face different challenges from development, transition and globalization. This article uses research from the three major categories of coal companies in China to demonstrate that, while these three parallel challenges do necessitate reform in the industry, this reform must be handled cautiously, innovatively and in a balanced way.

76 FR 82264 - Fisheries of the Caribbean, Gulf of Mexico, and South Atlantic; Comprehensive Annual Catch Limit...

Science.gov (United States)

2011-12-30

..., to the extent practicable, adverse social and economic effects. The Magnuson-Stevens Act provides the...-hire harvest. Producer surplus represents profit in the for- hire sector. Producer surplus estimates... legally retain wreckfish, by definition, producer surplus due to the harvest of wreckfish is zero. A study...

Seniority Rules: Do Staffing Reforms Help Redistribute Teacher Quality and Reduce Teacher Turnover? CRPE Working Paper 2010-1

Science.gov (United States)

Gross, Betheny; DeArmond, Michael; Goldhaber, Dan

2010-01-01

Education reformers routinely call on school districts to stop hiring teachers based on seniority, which they argue interferes with effective staffing, especially in disadvantaged schools. The few researchers who have empirically studied the issue, however, disagree about whether seniority-based hiring is systematically associated with staffing…

Forced Attention to Specific Applicant Qualifications: Impact on Physical Attractiveness and Sex of Applicant Biases.

Science.gov (United States)

Cann, Arnie; And Others

1981-01-01

Undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. The order variable influenced ratings of specific qualifications but not the overall or hiring decision. Male and attractive applicants were…

Examining the Role of Transformational Leadership in Technology Adoption: Evidence from Bruneian Technical & Vocational Establishments (TVE)

Science.gov (United States)

Seyal, Afzaal H.

2015-01-01

This pioneering study discusses the thirty-five Bruneian technical & vocational institutions of top management (principals, deputy principals, senior masters, ICT coordinators and technical administrators) leadership style with the adoption of Information and Communication Technologies (ICT). The study uses a survey approach further to…

14 CFR 120.211 - Applicable Federal regulations.

Science.gov (United States)

2010-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND..., Mental. (2) § 67.207—Second-Class Airman Medical Certificate, Mental. (3) § 67.307—Third-Class Airman Medical Certificate, Mental. (4) § 91.147—Passenger carrying flights for compensation or hire. ...

34 CFR 106.53 - Recruitment.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Recruitment. 106.53 Section 106.53 Education... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

22 CFR 229.510 - Recruitment.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 229.510 Section 229.510 Foreign... in Education Programs or Activities Prohibited § 229.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

22 CFR 146.510 - Recruitment.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.510 Section 146.510 Foreign... Education Programs or Activities Prohibited § 146.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

49 CFR 25.510 - Recruitment.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.510 Section 25.510 Transportation... Education Programs or Activities Prohibited § 25.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

38 CFR 23.510 - Recruitment.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Recruitment. 23.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

44 CFR 19.510 - Recruitment.

Science.gov (United States)

2010-10-01

... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.510 Section... Programs or Activities Prohibited § 19.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a...

10 CFR 1042.510 - Recruitment.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.510 Section 1042.510 Energy DEPARTMENT... Education Programs or Activities Prohibited § 1042.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees...

78 FR 43247 - Privacy Act of 1974; System of Records

Science.gov (United States)

2013-07-19

... identify, develop, and hire top talent into leadership positions. The proposed changes are intended to... contractors as part of its continued effort to develop and hire talent into leadership positions. Lastly, the... been sent to Congress and to the Office of Management and Budget for their evaluation. The Postal...

14 CFR 120.103 - General.

Science.gov (United States)

2010-01-01

... AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM..., Mental. (ii) § 67.207—Second-Class Airman Medical Certificate, Mental. (iii) § 67.307—Third-Class Airman Medical Certificate, Mental. (iv) § 91.147—Passenger carrying flight for compensation or hire. (e...

The Glass Ceiling for Women in Legal Education: Contract Positions and the Death of Tenure.

Science.gov (United States)

Angel, Marina

2000-01-01

Discussion of the glass ceiling for women in legal education first examines categories of law school personnel, especially the fast-growing category of legal-writing teachers, and then considers trends in law school hiring. Concludes that law school trends mirror those in college and university hiring generally, suggesting the weakening and…

The Benefit Implications of Recent Trends in Flexible Staffing Arrangements. Staff Working Paper.

Science.gov (United States)

Houseman, Susan N.

Workers in flexible staffing arrangementsincluding temporary agency, direct-hire temporary, on-call, and contract workersare much less likely than regular, direct-hire employees to be covered by laws mandating or regulating workplace benefits. They are also much less likely to receive pension, health insurance, and other benefits on the job.…

41 CFR 60-3.15 - Documentation of impact and validity evidence.

Science.gov (United States)

2010-07-01

... origin; (b) The number of applicants for hire and promotion by sex and where appropriate by race and... importance should be provided (Essential). The report should describe the basis on which the behavior(s) or... for which the procedure is to be used (e.g., hiring, transfer, promotion) should be described...

29 CFR 500.1 - Purpose and scope.

Science.gov (United States)

2010-07-01

..., solicit, hire, employ, furnish or transport or, in the case of migrant agricultural workers, provide... agricultural workers whom they recruit, solicit, hire, employ, furnish, or transport or, in the case of migrant... the Migrant and Seasonal Agricultural Worker Protection Act that “[I]t is the purpose of this Act to...

78 FR 6150 - Agency Forms Submitted for OMB Review, Request for Comments

Science.gov (United States)

2013-01-29

... home addresses of all employees hired within the last year (new-hires). Form BA-6a, Form BA-6 Address... RAILROAD RETIREMENT BOARD Agency Forms Submitted for OMB Review, Request for Comments Summary: In... collection techniques or other forms of information technology. Comments to the RRB or OIRA must contain the...

36 CFR 1211.510 - Recruitment.

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Recruitment. 1211.510 Section... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

18 CFR 1317.510 - Recruitment.

Science.gov (United States)

2010-04-01

... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Recruitment. 1317.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

41 CFR 101-4.510 - Recruitment.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.510... Employment in Education Programs or Activities Prohibited § 101-4.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring...

13 CFR 113.510 - Recruitment.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Recruitment. 113.510 Section 113... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

45 CFR 618.510 - Recruitment.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Recruitment. 618.510 Section 618.510 Public... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

45 CFR 2555.510 - Recruitment.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment. 2555.510 Section 2555.510 Public... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

32 CFR 196.510 - Recruitment.

Science.gov (United States)

2010-07-01

... 32 National Defense 2 2010-07-01 2010-07-01 false Recruitment. 196.510 Section 196.510 National... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

24 CFR 3.510 - Recruitment.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Recruitment. 3.510 Section 3.510... Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found to be presently...

Using farmer-prioritized vertisol management options for enhanced ...

African Journals Online (AJOL)

Labour force was contributed to mainly by the family alongside hiring (64.2%) although 28% and 5.2%, respectively used hired or family labour alone. The female role in farming activities dominated while the male role was minimal especially at weeding. The youth role was insignificant and altogether absent at marketing.

Speech by Drew S. Days, III at the University of Wisconsin Fourth Annual Conference on Equal Employment and Affirmative Action.

Science.gov (United States)

Days, Drew S., III

This speech focuses upon the issues involved in several recent court rulings against affirmative action programs. Among the cases reviewed are "Weber v. Kaiser Aluminum," concerned with the hiring of minority employees at a plant in Gramercy, Louisiana; two cases, in Tampa and Detroit, challenging police department hiring and promotion…

Measuring and Inferring the State of the User via the Microsoft Kinect with Application to Cyber Security Research

Science.gov (United States)

2018-01-16

professional recruiters evaluate videotapes of a job interview to make a hiring decision; the nonverbal cues best predicting the hiring decision were found to...Blake A, Cook M, Moore R. Real-time human pose recognition in parts from single depth images. Communications of the ACM. 2013;56(1):116–124. Shum HP

The Personnel Autopsy.

Science.gov (United States)

Effron, Roger C.

2002-01-01

Describes why school-board employment decisions, especially involving the hiring of a new superintendent, did not work out. Identifies and discusses several common mistakes boards make during the hiring process. For example, the board asked too many "tell me why you would do" and not enough "tell us what you did" questions. (PKP)

7 CFR 15a.53 - Recruitment.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.53 Section 15a.53 Agriculture Office... Activities Prohibited § 15a.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

29 CFR 36.510 - Recruitment.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Recruitment. 36.510 Section 36.510 Labor Office of the... Activities Prohibited § 36.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...

10 CFR 5.510 - Recruitment.

Science.gov (United States)

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Recruitment. 5.510 Section 5.510 Energy NUCLEAR REGULATORY... Prohibited § 5.510 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has been found...

Making the most of on-line recruiting.

Science.gov (United States)

Cappelli, P

2001-03-01

Ninety percent of large U.S. companies are already recruiting via the Internet. By simply logging on to the Web, company recruiters can locate vast numbers of qualified candidates for jobs at every level, screen them in minutes, and contact the most promising ones immediately. The payoffs can be enormous: it costs substantially less to hire someone on-line, and the time saved is equally great. In this article, Peter Cappelli examines some of the emerging service providers and technologies--matchmakers, job boards, hiring management systems software, and applicant-screening mechanisms that test skills and record interests. He also looks at some of the strategies companies are adopting as they enter on-line labor markets. Recruiting needs to be refashioned to resemble marketing, he stresses. Accordingly, smart companies are designing Web pages, and even product ads, with potential recruits in mind. They're giving line managers authority to hire so that candidates in cyberspace aren't lost. They're building internal on-line job networks to retain talent. Integrating recruiting efforts with overall marketing campaigns, especially through coordination and identification with the company's brand, is the most important thing companies can do to ensure success in on-line hiring. Along the way, Cappelli sounds two cautionary notes. First, a human touch, not electronic contact, is vital in the last steps of a successful hiring process. Second, companies must make sure that on-line testing and hiring criteria do not discriminate against women, disabled people, workers over 40, or members of minority groups. When competition for talent is fierce, companies that master the art and science of on-line recruiting will be the ones that attract and keep the best people.

Internship: A Recruitment and Selection Perspective

Science.gov (United States)

Zhao, Hao; Liden, Robert C.

2011-01-01

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern-supervisor…

Disclosing a disability: Do strategy type and onset controllability make a difference?

Science.gov (United States)

Lyons, Brent J; Volpone, Sabrina D; Wessel, Jennifer L; Alonso, Natalya M

2017-09-01

In hiring contexts, individuals with concealable disabilities make decisions about how they should disclose their disability to overcome observers' biases. Previous research has investigated the effectiveness of binary disclosure decisions-that is, to disclose or conceal a disability-but we know little about how, why, or under what conditions different types of disclosure strategies impact observers' hiring intentions. In this article, we examine disability onset controllability (i.e., whether the applicant is seen as responsible for their disability onset) as a boundary condition for how disclosure strategy type influences the affective reactions (i.e., pity, admiration) that underlie observers' hiring intentions. Across 2 experiments, we found that when applicants are seen as responsible for their disability, strategies that de-emphasize the disability (rather than embrace it) lower observers' hiring intentions by elevating their pity reactions. Thus, the effectiveness of different types of disability disclosure strategies differs as a function of onset controllability. We discuss implications for theory and practice for individuals with disabilities and organizations. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Indicadores de calidad para analizar la información televisiva sobre grupos minoritarios. El caso de “El ángel rubio”

Directory of Open Access Journals (Sweden)

Estrella Israel-Garzón

2015-04-01

Full Text Available Este estudio propone una evaluación de la calidad periodística utilizando indicadores interculturales y códigos deontológicos. Para ello se observa la cobertura televisiva internacional, ofrecida por las televisiones públicas europeas BBC, TF 2 France, RAI 1 y TVE 1 en el período del 19 al 22 de octubre de 2013, de la historia conocida mediáticamente como “el ángel rubio”: la aparición de una niña en un campamento gitano en Grecia, en un presunto caso de tráfico de menores o de un secuestro. Se constata que la información se aleja de los estándares de calidad y contribuye a la estigmatización de los gitanos y a la etnificación del delito.

Alternative Certified Teachers Who Became Administrators: Perceptions of Successes and Challenges in the Field

Science.gov (United States)

Gracia, Lidamar M.

2015-01-01

Hiring alternative certified teachers has been a plausible solution to meeting the growing needs for highly qualified teachers in the classroom. Not only is there a need for teachers, there is also a need for strong leadership in education. Newly hired teachers must not only be prepared to tackle the everyday issues and responsibilities of the…

Making a Great First Impression

Science.gov (United States)

Evenson, Renee

2007-01-01

Managers and business owners often base hiring decisions on first impressions. That is why it is so important to teach students to make a great first impression--before they go on that first job interview. Managers do not have unrealistic expectations, they just want to hire people who they believe can develop into valuable employees. A nice…

The art of customer service.

Science.gov (United States)

Williams, Jeni

2007-10-01

Strategies for improving the consumer service skills of finance staff include: Hire employees who have a customer service background. Work with your human resources department to provide customer service training. Monitor new hires extensively. Offer front-end employees scripted language for situations they may face on the job. Measure the quality of customer service provided. Provide incentives for performance.

A critical Analysis of Bidding Exemption and Unenforceability – In Search of a Theory that Allows the Application in Specific Cases

Directory of Open Access Journals (Sweden)

Felipe Cesar Lapa Boselli

2016-10-01

Full Text Available The paper aims to conduct a review of the legislation, doctrine and jurisprudence about the possibilities of public hiring without bidding, working on a theory for division of existing institutes and applying this theory in the central hypothesis of the article that it would be illegal to emergency hiring continuous service through the bidding process.

Culinary Arts Dictionary 1. Project HIRE.

Science.gov (United States)

Gardner, David C.; And Others

Designed as supplemental material to on-going instruction in the vocational program, this first of three picture dictionary booklets in the Culinary Arts series is intended to assist the learning handicapped student to master the core vocabulary taught in the trade. Intended for individual or small group instruction with minimal supervision, this…

Culinary Arts Teachers Manual. Project HIRE.

Science.gov (United States)

Gardner, David C.; And Others

Designed as supplemental material to on-going instruction in the vocational program, this teacher's manual to the Culinary Arts series is intended to accompany three dictionary booklets (available as CE 024 415-417) for use by handicapped students to help them master the core vocabulary taught in the trade. Information presented in the manual…

Culinary Arts Dictionary 3. Project HIRE.

Science.gov (United States)

Gardner, David C.; And Others

Designed as supplemental material to on-going instruction in the vocational program, this third of three picture dictionary booklets in the Culinary Arts series is intended to assist the learning handicapped student to master the core vocabulary taught in the trade. Intended for individual or small group instruction with minimal supervision, this…

Culinary Arts Dictionary 2. Project HIRE.

Science.gov (United States)

Gardner, David C.; And Others

Designed as supplemental material to on-going instruction in the vocational program, this second of three picture dictionary booklets in the Culinary Arts series is intended to assist the learning handicapped student to master the core vocabulary taught in the trade. Intended for individual or small group instruction with minimal supervision, this…

How to Hire Fund-Raising Counsel.

Science.gov (United States)

Hayes, Joanne

1991-01-01

As objective outsiders, consultants can bring a fresh and unbiased view to institutional needs and perspectives. However, careful preliminary screening of consulting firms by colleges and universities considering their use is important, addressing a variety of cost considerations; prospective firms' experience and success record; and the specific…

Exploring the handshake in employment interviews.

Science.gov (United States)

Stewart, Greg L; Dustin, Susan L; Barrick, Murray R; Darnold, Todd C

2008-09-01

The authors examined how an applicant's handshake influences hiring recommendations formed during the employment interview. A sample of 98 undergraduate students provided personality measures and participated in mock interviews during which the students received ratings of employment suitability. Five trained raters independently evaluated the quality of the handshake for each participant. Quality of handshake was related to interviewer hiring recommendations. Path analysis supported the handshake as mediating the effect of applicant extraversion on interviewer hiring recommendations, even after controlling for differences in candidate physical appearance and dress. Although women received lower ratings for the handshake, they did not on average receive lower assessments of employment suitability. Exploratory analysis suggested that the relationship between a firm handshake and interview ratings may be stronger for women than for men.

Reestruturação nos bancos no Brasil: desemprego, subcontratação e intensificação do trabalho A restructure in brazilian banks: unemployment, sub-hiring and work intensification

Directory of Open Access Journals (Sweden)

Liliana Rolfsen Petrilli Segnini

1999-08-01

Full Text Available Este trabalho procurou comprender as mudan��as e as implicações no mercado de trabalho, na organização e no conteúdo do trabalho observadas no processo de reestruturação produtiva no setor bancário, em São Paulo. Para tanto enfocou as especificidades da racionalização do trabalho bancário, com o objetivo de analisar as qualificações requeridas e observadas em diferentes formas de relações empregatícias, em tal reestruturação. Esta análise considerou as relações de gênero nos processos produtivos apontados, por compreendê-las relevantes e necessárias para este estudo. O desemprego, a terceirização do trabalho como forma de precarização social, a intensificação do trabalho e a relativização das exigências de uma "nova qualificação" do bancário foram os principais resultados discutidos neste artigo.This survey sought to understand the changes and work market implications, in the organization and in the work content observed in the process of productive restructure in the banking sector, in São Paulo. For such matter, it pointed out the specificity of the rationalizing of different work processes that form the banking work, required and observed qualifications, in different forms of hiring relations, in the process of productive restructure underway in the sector. This analysis considered the gender relations in the productive processes focussed , understanding them being relevant and necessary to perceive in a wider way the objective of this survey.The unemployment, the outsourced services as a form of social precariousness, the intensification of work and the relative way of the demand of a "new qualification" about the bank clerk were the main results discussed in this article.

VizieR Online Data Catalog: Radial velocities for the HD 3167 system (Christiansen+, 2017)

Science.gov (United States)

Christiansen, J. L.; Vanderburg, A.; Burt, J.; Fulton, B. J.; Batygin, K.; Benneke, B.; Brewer, J. M.; Charbonneau, D.; Ciardi, D. R.; Cameron, A. C.; Coughlin, J. L.; Crossfield, I. J. M.; Dressing, C.; Greene, T. P.; Howard, A. W.; Latham, D. W.; Molinari, E.; Mortier, A.; Mullally, F.; Pepe, F.; Rice, K.; Sinukoff, E.; Sozzetti, A.; Thompson, S. E.; Udry, S.; Vogt, S. S.; Barman, T. S.; Batalha, N. E.; Bouchy, F.; Buchhave, L. A.; Butler, R. P.; Cosentino, R.; Dupuy, T. J.; Ehrenreich, D.; Fiorenzano, A.; Hansen, B. M. S.; Henning, T.; Hirsch, L.; Holden, B. P.; Isaacson, H. T.; Johnson, J. A.; Knutson, H. A.; Kosiarek, M.; Lopez-Morales, M.; Lovis, C.; Malavolta, L.; Mayor, M.; Micela, G.; Motalebi, F.; Petigura, E.; Phillips, D. F.; Piotto, G.; Rogers, L. A.; Sasselov, D.; Schlieder, J. E.; Segransan, D.; Watson, C. A.; Weiss, L. M.

2018-06-01

The final data set includes observations obtained with Keck/HIRES, Automated Planet Finder (APF)/Levy, and HARPS-N. Our observational setup for both Keck/HIRES and the APF/Levy was essentially identical to those described in Fulton et al. (2016, J/ApJ/830/46) and Burt et al. (2014ApJ...789..114B). We collected a total of 60 RV measurements using Keck/HIRES (Vogt et al. 1994SPIE.2198..362V), and 116 measurements using the Levy Spectrograph on the APF (Radovan et al. 2014SPIE.9145E..2BR; Vogt et al. 2014PASP..126..359V) at Lick Observatory between 2016 July 7 and 2016 December 2. We also observed HD 3167 with the HARPS-N spectrograph (Cosentino et al. 2012SPIE.8446E..1VC) located at the 3.58 m Telescopio Nazionale Galileo on the island of La Palma, Spain. HARPS-N is a stabilized spectrograph designed for precise RV measurements. We observed HD 3167 76 times between 2016 July 7 (independently beginning the same night as the HIRES/APF campaign) and 2016 December 7, obtaining high-resolution optical spectra with a spectral resolving power of R=115000. (1 data file).

Localization of international news in a global world/ Localización de la información internacional en un mundo global

Directory of Open Access Journals (Sweden)

Dr. Rafael Díaz Arias, diaz.r@ccinf.ucm.es

2009-01-01

Full Text Available This paper discusses the ways in which the events that establish our image of the world are localized. It analyzes scientific literature with regards to the influence of international structure on information from abroad and tension between local and national information, as well as the coordination of these elements in the process of globalization. It proposes four categories of information from abroad: international information (relations between states, war, diplomacy, international organizations; transnational information (international economic relations, transnational corporations; global (the problems of an interdependent world and “glocal” (news and stories taken out of context that serve as a vehicle for cultural homogenization. These categories are applied in the empirical analysis of the broadcasting of TVE, the public Spanish TV channel. The results show that, in this case, the classical international information has already been overtaken by other categories of foreign news, with a significant presence of "glocal" news, very much in line with "neotelevision."El presente trabajo analiza los modos en que se localizan los acontecimientos que establecen nuestra imagen del mundo. Se analiza la literatura científica en relación con la influencia de la estructura internacional sobre la información del extranjero y la tensión entre lo local y lo nacional, así como la articulación de estos elementos en el proceso de globalización. Se proponen cuatro categorías de información sobre el extranjero: información internacional (relaciones entre estados, guerra, diplomacia, organizaciones internacionales; información transnacional (relaciones económicas internacionales, empresas transnacionales; global (los problemas de un mundo interdependiente y "glocal" (informaciones descontextualizadas que sirven de vehículo a la homogeneización cultural. Estas categorías se aplican al análisis empírico de la información de actualidad de

Diagnostic value of two modes of cone-beam computed tomography in evaluation of simulated external root resorption: an in vitro study

Energy Technology Data Exchange (ETDEWEB)

Dalili, Zahra; Taramsari, Mehran; Mehr, Seyed Zoheir Mousavi; Salamat, Fatemeh [Guilan University of Medical Sciences, Rasht (Iran, Islamic Republic of)

2012-03-15

Field of view and voxel resolution of cone beam computed tomography (CBCT) might affect the diagnostic capability. This study was performed to compare between the standard and HiRes zoom modes in the diagnosis of external root resorption (ERR) using CBCT. Sixty three small cavities (0.25 mm depth and 0.5 mm diameter) were simulated on the buccal, lingual, and proximal surfaces at three different levels of 16 roots of teeth. After covering the root with nail varnish, the roots were inserted in the sockets and the model was placed in a water-containing lacuna. CBCT scans were taken in both standard and HiRes zoom modes using NewTom VG (QR srl Company, Verona, Italy). Then, an observer assessed the images to determine the presence or absence of the cavities. This process was repeated by increasing the size and depth of cavities to 0.5 mm depth and 1 mm diameter. Data were analyzed by McNemar test. The sensitivity, specificity, positive predictive value, negative predictive value, and likelihood ratio in evaluation of the simulated cavities were calculated. There was a significant difference between the two imaging modes in diagnosing the shallow cavities (p=0.02). The sensitivity of the standard zoom in detecting the shallow cavities was lower than that of the HiRes zoom. The likelihood ratio of the HiRes zoom was higher in the diagnosis of both cavity types. This study suggested that a smaller voxel size in the HiRes zoom mode of CBCT is preferred for diagnosis of ERR.

Stigma in the workplace: employer attitudes about people with HIV in Beijing, Hong Kong, and Chicago.

Science.gov (United States)

Rao, Deepa; Angell, Beth; Lam, Chow; Corrigan, Patrick

2008-11-01

Studies of HIV stigma in China are becoming more prevalent, but these studies have seldom involved direct cross-cultural comparisons. Moreover, although researchers consider employers to be a key power group whose practices can significantly impact the adjustment and recovery of people with HIV, the attitudes of employers in China towards people with HIV have rarely been studied. The present study sought to investigate employers' attitudes and hiring practices towards people with HIV across three culturally and linguistically distinct cities: Chicago, Beijing, and Hong Kong. One hundred employers from a broad spectrum of firm types were interviewed across the three cities, and their qualitative data were analyzed for information about the processes behind employer practices in hiring people with HIV. Employers from all three cities showed reluctance to hire people with HIV, but this trend was most pronounced with employers from Beijing and Hong Kong. Concerns about biological contagion were apparent in all three cities. Social contagion, or the belief that people with HIV could morally corrupt those around them, was a particular concern of employers from Beijing and Hong Kong. The concerns about hiring people with HIV in Hong Kong and Beijing may be related to specific cultural dynamics related to loss of 'face', level of contact and knowledge about people with HIV, and the psychological interconnectedness between people in society. In sum, employers in all three cities showed concerns about hiring people with HIV, but at the same time, their attitudes about discriminating against people with HIV differed widely across the cities.

Employer Expectations for Newly Trained Pathologists: Report of a Survey From the Graduate Medical Education Committee of the College of American Pathologists.

Science.gov (United States)

Post, Miriam D; Johnson, Kristen; Brissette, Mark D; Conran, Richard Michael; Domen, Ronald E; Hoffman, Robert D; McCloskey, Cindy B; Raciti, Patricia M; Roberts, Cory Anthony; Rojiani, Amyn M; Tucker, J Allan; Powell, Suzanne Z

2017-02-01

-Multiple sources have identified challenges that training programs face in preparing graduates for the "real world" practice of pathology, and many training programs have sought to decrease the gap between skills acquired during training and those required in practice. However, there exists the possibility that some of the difficulty experienced by newly trained pathologists and employers might arise from differences between employer expectations of new hires and what applicants expect from their first job. -To define the constellation of skills and attributes employers prioritize when hiring newly trained pathologists. -A survey of fellows of the College of American Pathologists in practice for 5 or more years in the United States was administered and the results were analyzed. -A total of 630 pathologists who were responsible for hiring a new-in-practice pathologist completed the survey. Regardless of practice setting, certain skills and attributes were rated critically important in new hires, including ethics/integrity, work ethic, and professionalism. Seventy-one percent reported having some difficulty hiring entry-level pathologists and cited inadequate training/experience during residency, and applicants having unrealistic expectations regarding work load/hours as the most common reasons. -Prospective employers not only expect well-developed diagnostic skills in their job applicants, but also require evidence of a strong work ethic and outstanding professionalism. Successful applicants must display willingness to assume responsibilities and flexibility regarding existing and new responsibilities. A secondary but important finding of this survey was that most jobs are garnered through word-of-mouth recommendations; therefore, it is crucial for pathologists-in-training to hone their networking skills.

29 CFR 778.322 - Reducing the fixed workweek for which a salary is paid.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Reducing the fixed workweek for which a salary is paid. 778... workweek for which a salary is paid. If an employee whose maximum hours standard is 40 hours was hired at a salary of $200 for a fixed workweek of 40 hours, his regular rate at the time of hiring was $5 per hour...

The 2013 ACR Commission on Human Resources workforce survey.

Science.gov (United States)

Bluth, Edward I; Truong, Hang; Nsiah, Eugene; Hughes, Danny; Short, Bradley W

2013-10-01

The ACR Commission on Human Resources conducts an annual electronic survey during the first quarter of the year to better understand the present workforce situation for radiologists. We used the Practice of Radiology Environment Database (PRED) to identify 2,067 practice leaders and asked them to complete an electronic survey developed by the Commission on Human Resources. The survey asked group leaders or their designates to report the number of radiologists they currently employ or supervise, the number hired in 2012, and the number they plan to hire in 2013 and 2016. The leaders were also asked to report the subspecialty area that was used as the main reason for hiring that physician. Of the 2,067 practice leaders surveyed, 22% responded, a figure corresponding to 23% of all practicing radiologists in the United States. These results showed that 54% of radiologists are in private practice and 46% are employed by various other entities. The current workforce consists of 21% general radiologists and 79% subspecialists. The largest areas of subspecialty include general interventionalists, neuroradiologists, and body imagers. In 2012, 1,407 radiologists were hired. The greatest number of radiologists hired involved general interventional radiologists, followed by general radiologists, body imagers, and those specializing in musculoskeletal radiology, neuroradiology, and breast imaging. In 2013, 1,526 job opportunities were projected and in 2016, 1,434 job opportunities. In 2013, the most sought-after individuals will be general radiologists, general interventionalists, breast imagers, neuroradiologists, musculoskeletal radiologists, and body imagers. Based on the data collected from the responding practices, the demand for hiring radiologists in 2013 will be similar to 2012. Each of the 1,200 residents who complete their training programs each year should have a position available, but the job may not necessarily be in the subspecialty, geographic area, or type of

Assessing Sustainability of Smallholder Beef Cattle Farming in Indonesia: A case study using the FAO SAFA Framework

DEFF Research Database (Denmark)

Gayatri, Siwi; Gassó-Tortajada, Vicent; Vaarst, Mette

2016-01-01

This article aims to assess the sustainability of smallholder beef cattle farms in Indonesia, where there is a national goal to improve the country’s beef self-sufficiency, and to explore and discuss potential improvement limitations and solutions. This article presents a sustainability assessment...... based on the FAO SAFA (Sustainability Assessment of Food and Agriculture Systems) of six selected family farms representing three types of family farming systems (with only family labour; with hired labour; and with hired labour and a 'middleman in marketing system'). Individual structured interviews...... based on the SAFA guidelines were conducted and the results analysed with the SAFA Tool software. The results showed that the SAFA sustainability performance generally scored better in the farming system with relatively more resources and hired labour, and the household head also working as middleman...

Fenntarthatóság a beszerzésben = Sustainable purchasing

OpenAIRE

Vörösmarty, Gyöngyi; Dobos, Imre

2012-01-01

Tanulmányunk a fenntarthatóság beszerzésben való értelmezésével kapcsolatos vizsgálatához szeretne hozzájárulni. A Versenyképesség Kutatás korábbi fázisában a fenntarthatóság beszerzésben való megjelenésével, lehetséges értelmezéseivel, tartalmi elemeivel, azok strukturálásával és azokkal a motivációs tényezőkkel foglalkoztunk, mely a kezdeményezések hátterében állt. Az akkori eredményekre építve szeretnénk a témát folytatni. Áttekintjük a szakirodalom legutóbbi elemzésünk óta született eredm...

Prevalence of Trichomoniasis by PCR in Women Attending Health Screening in Korea.

Science.gov (United States)

Kim, Seung-Ryong; Kim, Jung-Hyun; Gu, Na-Yeong; Kim, Yong-Suk; Hong, Yeon-Chul; Ryu, Jae-Sook

2016-04-01

Trichomoniasis is the most common curable sexually-transmitted infection (STI) worldwide. There are few reports on the prevalence of Trichomonas vaginalis in Korea. The purpose of this study was to examine the prevalence of trichomoniasis by PCR in Guri city, Korea. All adult women who visited Hanyang University Guri Hospital for health screening within the National Health Care Service were invited to participate in the study, and 424 women were enrolled between March and June 2011. PCR was used to detect Trichomonas vaginalis using primers based on a repetitive sequence cloned from T. vaginalis (TV-E650). Fourteen women (3.3%) were found to have T. vaginalis. All were over 50, and they were significantly older on average than the 410 Trichomonas-negative women (mean ages 63.4 vs 55.3 years). It seems that T. vaginalis infection is not rare in women receiving health screening, especially among those over 50.

Occupational health and safety challenges in China--focusing on township-village enterprises.

Science.gov (United States)

Wang, Xiaorong; Wu, Siying; Song, Qingkun; Tse, Lap-Ah; Yu, Ignatius T S; Wong, Tze-Wai; Griffiths, Sian

2011-01-01

China has experienced dramatic industrialization, urbanization, and economic growth over the last 3 decades. The rapid transformation and dramatic prosperity of industries in rural areas have, in turn, created tremendous challenges for occupational health and safety (OHS). This article was prepared to address occupational health and safety issues in township- and village-owned enterprises (TVEs) from several aspects, including working conditions and workplace hazards, major recognized OHS problems, implications of TVE industries to environmental health, and migrant workers. Among the major recognized OHS problems, pneumoconiosis, chemical poisoning, and workplace accidents, especially in small-scale coal mines, are highlighted. It is suggested that the national polices and regulations that specifically target TVEs are indispensable and a more powerful administrative structure should be established to ensure that the pertinent polices, regulations, and OHS standards can be enforced widely and effectively in practice. Copyright © 2011 Taylor & Francis Group, LLC

Latest trend for practical use of linear motorcar. Status quo and future aspect of transrapid maglev

Energy Technology Data Exchange (ETDEWEB)

Otsuka, Kunio [Techno Consultants Co., Ltd., Tokyo, (Japan)

1989-08-25

Present stage and future aspect of the Transrapid Maglev of West Germany is reported. TR05 was opened to the general public in 1979. The large scale test course is called TVE with the length of 31.5km and has a loop at each end, enabling continuous test running. In Japnuary, 1988, TR06 set a new world record of 412.6km/h as a manned vehicle. In December, 1988, TR07 was brought in, and functional test, levitation test and low speed running test were completed. High speed test is scheduled to start in June, 1989. Steel can be used for the building of the guideway. It is aimed that Transrapid Maglev be used in other countries as well. It can be used in Japan for a wide range og transportation systems including communtation and trunk line transportation. 5 figs., 1 tab.

High Value Talent: Identifying, Developing, and Retaining Naval Special Warfare’s Best Leaders

Science.gov (United States)

2012-06-01

Southwest Airlines both rank character as the most important individual trait they look for.22,23 The importance of character will be elaborated on...Southwest Airlines likewise has character as its top hiring trait, only hiring 4% of its applicants as a result.27...incentives to much more creative concepts that cater to a High Potential’s life outside of the workplace. Paying attention to both methods is critical

How "Pathetic" Is Your Hiring Process? An Application of the Lessig "Pathetic Dot" Model to Educational Hiring Practices

Science.gov (United States)

Basham, Matthew J.; Stader, David L.; Bishop, Holly N.

2009-01-01

Now, more than ever, the baby-boomer administrators are retiring in massive waves. Some researchers have predicted as high as 75% turnover by 2011 for education alone. For many years, not much attention has been placed upon succession planning or developing new leaders in some colleges; others have tended to create stockpiles of leadership…

Preparing Master of Public Health Graduates to Work in Local Health Departments.

Science.gov (United States)

Hemans-Henry, Calaine; Blake, Janice; Parton, Hilary; Koppaka, Ram; Greene, Carolyn M

2016-01-01

To identify key competencies and skills that all master of public health (MPH) graduates should have to be prepared to work in a local health department. In 2011-2012, the New York City Department of Health and Mental Hygiene administered electronic surveys to 2 categories of staff: current staff with an MPH as their highest degree, and current hiring managers. In all, 312 (77%) staff members with an MPH as their highest degree and 170 (57%) hiring managers responded to the survey. Of the respondents with an MPH as their highest degree, 85% stated that their MPH program prepared them for work at the New York City Health Department. Skills for which MPH graduates most often stated they were underprepared included facility in using SAS® statistical software, quantitative data analysis/statistics, personnel management/leadership, and data collection/database management/data cleaning. Among the skills hiring managers identified as required of MPH graduates, the following were most often cited as those for which newly hired MPH graduates were inadequately prepared: quantitative data analysis, researching/conducting literature reviews, scientific writing and publication, management skills, and working with contracts/requests for proposals. These findings suggest that MPH graduates could be better prepared to work in a local health department upon graduation. To be successful, new MPH graduate hires should possess fundamental skills and knowledge related to analysis, communication, management, and leadership. Local health departments and schools of public health must each contribute to the development of the current and future public health workforce through both formal learning opportunities and supplementary employment-based training to reinforce prior coursework and facilitate practical skill development.

Restoring speech perception with cochlear implants by spanning defective electrode contacts.

Science.gov (United States)

Frijns, Johan H M; Snel-Bongers, Jorien; Vellinga, Dirk; Schrage, Erik; Vanpoucke, Filiep J; Briaire, Jeroen J

2013-04-01

Even with six defective contacts, spanning can largely restore speech perception with the HiRes 120 speech processing strategy to the level supported by an intact electrode array. Moreover, the sound quality is not degraded. Previous studies have demonstrated reduced speech perception scores (SPS) with defective contacts in HiRes 120. This study investigated whether replacing defective contacts by spanning, i.e. current steering on non-adjacent contacts, is able to restore speech recognition to the level supported by an intact electrode array. Ten adult cochlear implant recipients (HiRes90K, HiFocus1J) with experience with HiRes 120 participated in this study. Three different defective electrode arrays were simulated (six separate defective contacts, three pairs or two triplets). The participants received three take-home strategies and were asked to evaluate the sound quality in five predefined listening conditions. After 3 weeks, SPS were evaluated with monosyllabic words in quiet and in speech-shaped background noise. The participants rated the sound quality equal for all take-home strategies. SPS with background noise were equal for all conditions tested. However, SPS in quiet (85% phonemes correct on average with the full array) decreased significantly with increasing spanning distance, with a 3% decrease for each spanned contact.

Strategic Workforce Planning for Health Human Resources: A Nursing Case Analysis.

Science.gov (United States)

Baumann, Andrea; Crea-Arsenio, Mary; Akhtar-Danesh, Noori; Fleming-Carroll, Bonnie; Hunsberger, Mabel; Keatings, Margaret; Elfassy, Michael David; Kratina, Sarah

2016-01-01

Background Health-care organizations provide services in a challenging environment, making the introduction of health human resources initiatives especially critical for safe patient care. Purpose To demonstrate how one specialty hospital in Ontario, Canada, leveraged an employment policy to stabilize its nursing workforce over a six-year period (2007 to 2012). Methods An observational cross-sectional study was conducted in which administrative data were analyzed to compare full-time status and retention of new nurses prepolicy and during the policy. The Professionalism and Environmental Factors in the Workplace Questionnaire® was used to compare new nurses hired into the study hospital with new nurses hired in other health-care settings. Results There was a significant increase in full-time employment and a decrease in part-time employment in the study hospital nursing workforce. On average, 26% of prepolicy new hires left the study hospital within one year of employment compared to 5% of new hires during policy implementation. The hospital nurses scored significantly higher than nurses employed in other health-care settings on 5 out of 13 subscales of professionalism. Conclusions Decision makers can use these findings to develop comprehensive health human resources guidelines and mechanisms that support strategic workforce planning to sustain and strengthen the health-care system.

On Detecting New Worlds: The Art of Doppler Spectroscopy with Iodine Cells

Science.gov (United States)

Wang, Sharon Xuesong

2016-08-01

The first discovery of an extra-solar planet (exoplanet) around a main-sequence star, 51 Peg b, discovered using Doppler spectroscopy, opened up the field of exoplanets. For more than a decade, the dominant way for finding exoplanets was using precise Doppler spectroscopy to measure the radial velocity (RV) changes of stars. Today, precise Doppler spectroscopy is still crucial for the discovery and characterization of exoplanets, and it has a great chance for finding the first rocky exoplanet in the Habitable Zone of its host star. However, such endeavor requires an exquisite precision of 10-50 cm/s while the current state of the art is 1 m/s. This thesis set out to improve the RV precision of two precise Doppler spectrometers on two 10-meter class telescopes: HET/HRS and Keck/HIRES. Both of these spectrometers use iodine cells as their wavelength calibration sources, and their spectral data are being analyzed via forward modeling to estimate stellar RVs. Neither HET/HRS or Keck/HIRES deliver an RV precision at the photon-limited level, meaning that there are additional RV systematic errors caused by instrumental changes or errors in the data analysis. HET/HRS has an RV precision of 3-5 m/s, while Keck/HIRES has about 1-2 m/s. I have found that the leading cause behind HET/HRS's "under-performance" in comparison to Keck/HIRES is temperature changes of the iodine gas cell (and thus an inaccurate iodine reference spectrum). Another reason is the insufficient modeling of the HET/HRS instrumental profile. While Keck/HIRES does not suffer from these problems, it also has several RV systematic error sources of con siderable sizes. The work in this thesis has revealed that the errors in Keck/HIRES's stellar reference spectrum add about 1 m/s to the error budget and are the major drivers behind the spurious RV signal at the period of a sidereal year and its harmonics. Telluric contamination and errors caused by the spectral fitting algorithm also contribute on the level of

No Margin, no Mission? A Field Experiment on Incentives for public service delivery

OpenAIRE

Nava Ashraf; Oriana Bandiera; Kelsey Jack

2012-01-01

A substantial body of research investigates the design of incentives in firms, yet less is known about incentives in organizations that hire individuals to perform tasks with positive social spillovers. We conduct a field experiment in which agents hired by a public health organization are randomly allocated to four groups. Agents in the control group receive a standard volunteer contract often offered for this type of task, whereas agents in the three treatment groups receive small financial...

No margin, no mission? A Field Experiment on Incentives for Pro-Social Tasks

OpenAIRE

Ashraf, Nava; Bandiera, Oriana; Jack, Kelsey

2012-01-01

A substantial body of research investigates the design of incentives in firms, yet less is known about incentives in organizations that hire individuals to perform tasks with positive social spillovers. We conduct a field experiment in which agents hired by a public health organization are randomly allocated to four groups. Agents in the control group receive a standard volunteer contract often offered for this type of task, whereas agents in the three treatment groups receive small financial...

School Competition and Teacher Labor Markets: Evidence from Charter School Entry in North Carolina

OpenAIRE

C. Kirabo Jackson

2011-01-01

I analyze changes in teacher turnover, hiring, effectiveness, and salaries at traditional public schools after the opening of a nearby charter school. While I find small effects on turnover overall, difficult to staff schools (low-income, high-minority share) hired fewer new teachers and experienced small declines in teacher quality. I also find evidence of a demand side response where schools increased teacher compensation to better retain quality teachers. The results are robust across a va...

Veterans Health Administration: Actions Needed to Better Recruit and Retain Clinical and Administrative Staff

Science.gov (United States)

2017-03-22

This Study VHA’s ability to attract, hire, and retain top talent is critical to its mission to provide quality and timely care for our nation’s...States’ military operations in Afghanistan and Iraq and the growing needs of an aging veteran population. Attracting, hiring, and retaining top talent ...police, and housekeepers.7 These employees are covered by three types of personnel systems:8 • Title 5 of the U.S. Code (Title 5): The majority of

No Margin, No Mission? A Field Experiment on Incentives for Public Services Delivery

OpenAIRE

Ashraf, Nava; Bandiera, Oriana; Jack, Kelsey

2014-01-01

A substantial body of research investigates the effect of pay for performance in firms, yet less is known about the effect of non-financial rewards, especially in organizations that hire individuals to perform tasks with positive social spillovers. We conduct a field experiment in which agents recruited by a public health organization to sell condoms are randomly allocated to four groups. Agents in the control group are hired as volunteers, whereas agents in the three treatment groups receive...

The Economics of Discrimination: Evidence from Basketball

OpenAIRE

Kahn, Lawrence M.

2009-01-01

This Chapter reviews evidence on discrimination in basketball, primarily examining studies on race but with some discussion of gender as well. I focus on discrimination in pay, hiring, and retention against black NBA players and coaches and pay disparities by gender among college coaches. There was much evidence for each of these forms of discrimination against black NBA players in the 1980s. However, there appears to be less evidence of racial compensation, hiring and retention discriminatio...

Developing the next generation of nuclear workers at OPG

International Nuclear Information System (INIS)

Spekkens, P.

2007-01-01

This presentation is about developing the next generation of nuclear workers at Ontario Power Generation (OPG). Industry developments are creating urgent need to hire, train and retain new staff. OPG has an aggressive hiring campaign. Training organization is challenged to accommodate influx of new staff. Collaborating with colleges and universities is increasing the supply of qualified recruits with an interest in nuclear. Program for functional and leadership training have been developed. Knowledge retention is urgently required

STRATEGIC ENTREPRENEURSHIP: A CASE IN THE BRAZILIAN AUTOMOBILE INDUSTRY

Directory of Open Access Journals (Sweden)

Afonso Carneiro Lima

2010-07-01

Full Text Available This work addresses an entrepreneurial phenomenon of strategic administration within the automobile industry: the creation of the automaker Troller Veículos Especiais (TVE. The case study at hand is justified by the positioning of this company around two market niches and its relative success in an industry characterized by few and powerful players. Our aim was to analyze the entrepreneurial and strategic process of discovering opportunity, the analysis used for internal and external factors, and the adoption of its strategic positioning in exploring two automobile market niches: in the B2B market, vehicles adapted to specific operational functions; and in the B2C, off-road vehicles with a strong appeal to consumers’ life styles. This case study allowed us to visualize the challenging path of a genuinely Brazilian small company in a sector dominated by large multinational groups, besides demonstrating decision-related dilemmas and aspects related to managerial creativity.Key-words: Automobile industry. Case study. Strategic entrepreneurship. Discovery theory. Strategic positioning.

Fir Filters Compliant with the IEEE Standard for M Class PMU

Directory of Open Access Journals (Sweden)

Duda Krzysztof

2016-12-01

Full Text Available In this paper it is shown that M class PMU (Phasor Measurement Unit reference model for phasor estimation recommended by the IEEE Standard C37.118.1 with the Amendment 1 is not compliant with the Standard. The reference filter preserves only the limits for TVE (total vector error, and exceeds FE (frequency error and RFE (rate of frequency error limits. As a remedy we propose new filters for phasor estimation for M class PMU that are fully compliant with the Standard requirements. The proposed filters are designed: 1 by the window method; 2 as flat-top windows; or as 3 optimal min-max filters. The results for all Standard compliance tests are presented, confirming good performance of the proposed filters. The proposed filters are fixed at the nominal frequency, i.e. frequency tracking and adaptive filter tuning are not required, therefore they are well suited for application in lowcost popular PMUs.

Do wage subsidies for disabled workers result in deadweight loss? – evidence from the Danish Flexjob scheme

DEFF Research Database (Denmark)

Datta Gupta, Nabanita; Larsen, Mona; Thomsen, Lars Brink

the employment prospects of the long-term disabled with partial working capacity. We analyse the hiring response to a shock in the wage reimbursement amount to certain firms using the program. Firms received a salary reimbursement for both current and new employees granted a Flexjob subsidy. In 2002......, the reimbursement to government firms was lowered while the reimbursement to municipal and regional employers remained the same. We combine the reform with unique data on whether or not a new Flexjob hiree was previously employed in a regular (unsubsidized) job at the same firm. Thus, we can investigate whether...... the changes in the reimbursement amount to governmental units affected the share of Flexjobs within such firms that were allocated to retained employees versus to new hires. The findings show substantial substitution between “insiders” and “outsiders” after the reform. After the reform, governmental firms...

Tips for Hiring a Rodent Control Professional

Science.gov (United States)

Ask to see the pest control company's license, check for appropriate insurance, and make sure employees are bonded (company reimburses you for any damage). You may also want to call your state pesticide regulatory agency, or the NPIC or NPMA.

Hiring Help at Home: The Basic Facts

Science.gov (United States)

... of Columbus, Elks, Volunteers of America, and ethnic clubs such as the Hibernian Society. Anewspaper advertisement widens ... personal physician. nationalMSsociety.org For Information: 1 800 FIGHT MS (1 800 344 4867) © 2014 National Multiple ...

ULY JUP ENCOUNTER SWOOPS PLASMA HIRES DATA

Data.gov (United States)

National Aeronautics and Space Administration — The SWOOPS (Solar Wind Observations Over the Poles of the Sun) experiment has two electrostatic analyzers, one for positive ions and one for electrons. The...

Hiring, Social Media, and E-Due Diligence

Science.gov (United States)

Wodarz, Nan

2011-01-01

Social networking sites are those Websites that allow for a variety of social interactions with friends and family. Literally hundreds of social sites exist, but those most frequently used are Facebook, MySpace, Twitter, and Linkedln. These sites are most commonly used by 20-somethings to folks in their mid-40s. In this article, the author…

Changes Come as Old Hiring Practices Go.

Science.gov (United States)

Journal of Career Planning & Employment, 1995

1995-01-01

Assembles a number of short takes that describe how some human resource professionals have changed their operations to upgrade their bottom line. Includes: Deloitte & Touche, Andersen Consulting, Baxter Healthcare Corporation, Brown & Root, AT&T, Ford Motor Company, and The Monsanto Company. Provides advice and tips. (JBJ)

The effects of the Employment Tax Incentive on South African employment

OpenAIRE

Ebrahim, Amina; Leibbrandt, Murray; Ranchhod, Vimal

2017-01-01

South Africa's Employment Tax Incentive, launched in 2014, aimed to address low youth employment by reducing the cost of hiring young workers. We make use of anonymized tax administrative data from the 2012-2015 tax years to examine the effect of the Incentive on youth employment. We match firms claiming the subsidy with similar firms not claiming the subsidy and observe their hiring behaviour before and after the implementation of the policy. We find no statistically significant impact on yo...

Innovation Hub How-To

DEFF Research Database (Denmark)

Berger, Andreas; Brem, Alexander

2016-01-01

in establishing an innovative environment: carefully considering the decision to set up such a center, hiring the right people, designing a framework for effective output, creating a buffer from bureaucratic distractions, securing a leader to champion the effort, focusing on business outcomes, fostering...... disruptive over incremental innovation, and being patient. Regardless of where an innovation hub is established, the key to success lies in hiring creative, intrinsically motivated staff and then giving them the freedom to do what they do best....

Anbar Awake: What Now?

Science.gov (United States)

2009-04-01

enough local support in the area to prevent the AM from taking root.64 The rapid expansion of the AM was both stunning and game -changing. By...in between. 40 Oppel, “Iraq Takes Aim.” 41 Wong, al-Ansary, and Cooper, and Anna Badkhen, “We Were basically Hiring Terrorists,” Salon , August 29...www.worldthreats.com/?p=533 (accessed January 20, 2008). Badkhen, Anna. “We Were Basically Hiring Terrorists.” Salon , August 29, 2008. http://www.salon.com/news

Survey of the respiratory health of the workers of a talc producing factory.

OpenAIRE

Wild, P; Réfrégier, M; Auburtin, G; Carton, B; Moulin, J J

1995-01-01

OBJECTIVES--To assess the effect of an occupational exposure to talc dust on respiratory health. METHODS--166 talc millers from a French factory underwent spirometry and filled in a standardised respiratory questionnaire during their annual medical visit in 1989. A full sized chest radiograph taken in 1987 for the subjects hired before 1982 was also available, for the others a radiograph taken when hired was used. Radiography was repeated in 1992 for all subjects still active at this date (n ...

A Temperament for Teaching? Associations Between Personality Traits and Beginning Teacher Performance and Retention

Directory of Open Access Journals (Sweden)

Kevin C. Bastian

2017-01-01

Full Text Available The “greening” (i.e., inexperience of the U.S. teacher workforce puts a premium on districts and schools hiring effective and persistent beginning teachers. Given the limitations of characteristics currently available at the time of hiring (e.g., academic ability, preparation type, we built off previous research in economics and psychology to investigate associations between personality traits and first-year teachers’ performance and retention in North Carolina public schools. Using the 5-factor model of personality, we find that conscientiousness is significantly associated with higher value-added estimates, higher evaluation ratings, and higher retention rates. Additionally, general self-efficacy, a subdomain of conscientiousness, is significantly associated with teacher value added and evaluation ratings. These conscientiousness results are consistent with a rich body of evidence connecting conscientiousness-related measures to employee performance and retention across professions, and they suggest that districts and schools should consider using personality trait measures, along with other valid indicators, as a way to improve teacher hiring decisions.

Employer attitudes towards the work inclusion of people with disability.

Science.gov (United States)

Nota, Laura; Santilli, Sara; Ginevra, Maria C; Soresi, Salvatore

2014-11-01

This study examines the importance of work in life of people with disability and then focuses on employer attitudes towards these people. In the light of Stone and Colella's model, the study examines the employer attitudes and the role of variables such as type of disability, employer experience in the hiring of persons with disabilities, the description of hypothetical hirees with disabilities, the ways in which employers evaluate work performance and social acceptability, and the work tasks that they consider appropriate for workers with disability. Eighty employers were randomly assigned to standard condition (candidates with disability were presented by referring to the disability they presented) or positive condition (candidates were presented with reference to their strengths). It was found that the type of disability and its presentation influence employer attitudes. In addition, realistic and conventional tasks were considered appropriate for hirees with disabilities. Implications were discussed. © 2013 John Wiley & Sons Ltd.

Orienting and Onboarding Clinical Nurse Specialists: A Process Improvement Project.

Science.gov (United States)

Garcia, Mayra G; Watt, Jennifer L; Falder-Saeed, Karie; Lewis, Brennan; Patton, Lindsey

Clinical nurse specialists (CNSs) have a unique advanced practice role. This article describes a process useful in establishing a comprehensive orientation and onboarding program for a newly hired CNS. The project team used the National Association of Clinical Nurse Specialists core competencies as a guide to construct a process for effectively onboarding and orienting newly hired CNSs. Standardized documents were created for the orientation process including a competency checklist, needs assessment template, and professional evaluation goals. In addition, other documents were revised to streamline the orientation process. Standardizing the onboarding and orientation process has demonstrated favorable results. As of 2016, 3 CNSs have successfully been oriented and onboarded using the new process. Unique healthcare roles require special focus when onboarding and orienting into a healthcare system. The use of the National Association of Clinical Nurse Specialists core competencies guided the project in establishing a successful orientation and onboarding process for newly hired CNSs.

[Cost of nursing turnover in a Teaching Hospital].

Science.gov (United States)

Ruiz, Paula Buck de Oliveira; Perroca, Marcia Galan; Jericó, Marli de Carvalho

2016-02-01

To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

Northern employment

International Nuclear Information System (INIS)

Zavitz, J.

1997-01-01

Hiring practices and policies and employment opportunities that were available in the Beaufort Sea and MacKenzie Delta project for local residents and for people from southern Canada were dealt with in this chapter. Depending on the source, Northern hiring was a mere token, or a genuine and successful effort on the part of the companies to involve the native population and to share with them the benefits of the project. The fact remains that opening up job opportunities for Northerners was not easily attained, and would never have been realized without the involvement of government and community organizations. Government also played a major role in developing policies and training regimes. By the end of exploration operations, the hiring of Northern residents in the oil and gas industry had become a requirement of drilling applications. Training programs were also created to ensure that Northern residents received the means necessary to take advantage of Northern employment opportunities

Health work: portrait of community workers in the Northeast region of Brazil.

Science.gov (United States)

Simas, Paloma Ribeiro Pires; Pinto, Isabela Cardoso de Matos

2017-06-01

The aim of this study was to characterize the profile of community health workers in northeastern Brazil and aspects related to the management of their work. This is a cross-sectional study, which included 535 community agents who were distributed in 107 primary health units in northeastern Brazil. The data were extracted from eight blocks of questions related to the community agents' perceptions about social-demographic, economic and political factors; their contracts and remuneration; their evaluation as workers; their working conditions and their training. The results indicate that the majority of community agents in the northeast region were hired by direct administration. The main form of hiring community agents was by public exam, followed by public selection. Direct administration is the main form of hiring; however, new modalities, such as the public and private law foundations, social organizations, and inter-municipal consortiums are alternatives that have been adopted by managers which can produce a number of weaknesses due to flexible labor relations.

Pre-employment job orientation seminar - after two years

International Nuclear Information System (INIS)

Petullo, C.F.

1988-01-01

Formerly, applicants for the Radiation Monitor job were primarily individuals with 4-yr degrees in the sciences or engineering, because of upgraded education requirements. Reynolds found, however, that they lost a very high percentage of such hirees within 4 months after training and going into the field - since they had felt they were hired for a white collar job. Therefore, they instituted the Pre-Employment Job Training Seminar for all applicants - a 40-minute slide presentation showing the Nevada Test Site Terrain; Radiation Monitor job locations such as tunnels, drill rigs, and a decontamination facility; and Radiation Monitors active in their job functions. In other words the earthy side of the job is depicted. Applicants still interested in the job after initial orientation stay for a 3-hour examination. The author expects future hiring at the technician level, with job requirements a high school diploma and science and math skills necessary for good job performance

New Firm Performance and the Replacement of Founders

DEFF Research Database (Denmark)

Chen, Jing; Thompson, Peter

We construct a simple model of founder turnover in which there may be mismatches between the quality of a startup and the ability of the founder. When high-ability founders establish poor-quality businesses, they either choose to close the business or hire a less able CEO. In contrast, low......-ability founders with highquality businesses hire a more able CEO. We derive implications of the model for the relationship between firm performance and founder turnover. These predictions are tested using a large sample of Danish startups....

Full employment maintenance in the private sector

Science.gov (United States)

Young, G. A.

1976-01-01

Operationally, full employment can be accomplished by applying modern computer capabilities, game and decision concepts, and communication feedback possibilities, rather than accepted economic tools, to the problem of assuring invariant full employment. The government must provide positive direction to individual firms concerning the net number of employees that each firm must hire or refrain from hiring to assure national full employment. To preserve free enterprise and the decision making power of the individual manager, this direction must be based on each private firm's own numerical employment projections.

Panorama de les fonts audiovisuals internacionals en televisió : contingut, gestió i drets

Directory of Open Access Journals (Sweden)

López de Solís, Iris

2014-12-01

Full Text Available Les cadenes generalistes espanyoles (nacionals i autonòmiques disposen de diferents fonts audiovisuals per informar dels temes internacionals, com ara agències, consorcis de notícies i corresponsalies. En aquest article, a partir de les dades facilitades per diferents cadenes, s'aborda la cobertura, l'ús i la gestió d'aquestes fonts, així com també els seus drets d'ús i arxivament, i s'analitza la història i les eines en línia de les agències més emprades. Finalment, es descriu la tasca diària del departament d'Eurovision de TVE, al qual fa uns mesos s'han incorporat documentalistes que, a més de tractar documentalment el material audiovisual, duen a terme tasques d'edició i de producció.Las cadenas generalistas españolas (nacionales y autonómicas cuentan con diferentes fuentes audiovisuales para informar de los temas internacionales, como agencias, consorcios de noticias y corresponsalías. En este artículo, a partir de los datos facilitados por diferentes cadenas, se aborda la cobertura, el uso y la gestión de dichas fuentes, así como sus derechos de uso y archivado, y se analiza la historia y las herramientas en línea de las agencias más empleadas. Finalmente se describe la labor diaria del departamento de Eurovision de TVE, al que hace unos meses se han incorporado documentalistas que, además de tratar documentalmente el material audiovisual, realizan labores de edición y producción.At both national and regional levels, Spain’s main public service television channels rely upon a number of independent producers of audiovisual content to deliver news on international affairs, including news agencies and consortia and correspondent networks. Using the data provided by different channels, this paper examines the coverage, use and management of these sources as well as the regulations determining their use and storage. It also analyzes the history of the most prominent agencies and the online toolkits they offer

Panorama de las fuentes audiovisuales internacionales en televisión : contenido, gestión y derechos

Directory of Open Access Journals (Sweden)

López de Solís, Iris

2014-12-01

Full Text Available Les cadenes generalistes espanyoles (nacionals i autonòmiques disposen de diferents fonts audiovisuals per informar dels temes internacionals, com ara agències, consorcis de notícies i corresponsalies. En aquest article, a partir de les dades facilitades per diferents cadenes, s'aborda la cobertura, l'ús i la gestió d'aquestes fonts, així com també els seus drets d'ús i arxivament, i s'analitza la història i les eines en línia de les agències més emprades. Finalment, es descriu la tasca diària del departament d'Eurovision de TVE, al qual fa uns mesos s'han incorporat documentalistes que, a més de tractar documentalment el material audiovisual, duen a terme tasques d'edició i de producció.Las cadenas generalistas españolas (nacionales y autonómicas cuentan con diferentes fuentes audiovisuales para informar de los temas internacionales, como agencias, consorcios de noticias y corresponsalías. En este artículo, a partir de los datos facilitados por diferentes cadenas, se aborda la cobertura, el uso y la gestión de dichas fuentes, así como sus derechos de uso y archivado, y se analiza la historia y las herramientas en línea de las agencias más empleadas. Finalmente se describe la labor diaria del departamento de Eurovision de TVE, al que hace unos meses se han incorporado documentalistas que, además de tratar documentalmente el material audiovisual, realizan labores de edición y producción.At both national and regional levels, Spain’s main public service television channels rely upon a number of independent producers of audiovisual content to deliver news on international affairs, including news agencies and consortia and correspondent networks. Using the data provided by different channels, this paper examines the coverage, use and management of these sources as well as the regulations determining their use and storage. It also analyzes the history of the most prominent agencies and the online toolkits they offer

Recruitment and selection for the packer position in a supermarket network

Directory of Open Access Journals (Sweden)

Lucila Moraes Cardoso

2013-06-01

Full Text Available The method of personnel recruitment and selection is a common practice to hire people in organizations. The goal of this study is to report and to reflect about this process in a supermarket chain, which operates in food and non-food retail in the state of Sao Paulo. The purpose of the present intervention was to facilitate the recruitment and selection process for the packer position. After the intervention, we noticed an improvement on the hiring process, on the working conditions and a turnover reduction in this position.

Worker Flows and Job Flows in Danish Manufacturing 1980-91

DEFF Research Database (Denmark)

Albæk, Karsten; Sørensen, B.

1998-01-01

We map turnover of workers and jobs in Danish manufacturing over the 1980 to 1991 period, using information about all individual manufacturing plants. We examine the relation between worker flows and job flows and we study separations from and hires to existing jobs ('replacement hiring') in detail....... Our results reveal large heterogeneity among workers as well as plants, even adjusting for the level of job flows. The cyclical properties of worker reallocation point to worker flow dynamics being driven by workers quitting in upturns to find better jobs, rather than by plants upgrading the labour...

Recruitment versus retention: why working to keep good employees is worth the effort.

Science.gov (United States)

Van, Allen

2008-01-01

The tight demand for medical professionals has many organizations lowering hiring standards in desperate hopes of filling long-vacant positions, but one physician recruiter cautions practice managers against making that mistake. Instead, maintaining high standards and working from the outset with a strategic plan to retain valued employees is the best long-term solution. Breaking down the time and cost investment, and looking at the consequences of both good and bad hires, there's no doubt that waiting longer for the right candidate beats settling for the next warm body that walks through the door.

Ilmenit z dvojslídných granitů šumavské větve moldanubického batolitu

Czech Academy of Sciences Publication Activity Database

René, Miloš

2012-01-01

Roč. 2011, podzim (2012), s. 193-196 ISSN 0514-8057 R&D Projects: GA MŠk ME10083 Institutional research plan: CEZ:AV0Z30460519 Keywords : ilmenite * two-mica granite * Moldanubian Zone * Bohemian Massif Subject RIV: DB - Geology ; Mineralogy http://www.geology.cz/zpravy/obsah/2011/zpravy_2011-44.pdf

Towards a Risk-based Decision Support for Offshore Wind Turbine Installation and Operation & Maintenance

DEFF Research Database (Denmark)

Gintautas, Tomas; Sørensen, John Dalsgaard; Vatne, Sigrid Ringdalen

2016-01-01

Costs of operation & maintenance, assembly, transport and installation of offshore wind turbines contribute significantly to the total cost of offshore wind farm. These operations are mostly carried out by specific ships that have to be hired for the operational phase and for duration of installa......Costs of operation & maintenance, assembly, transport and installation of offshore wind turbines contribute significantly to the total cost of offshore wind farm. These operations are mostly carried out by specific ships that have to be hired for the operational phase and for duration...... of installation process, respectively. Duration, and therefore ship hiring costs is, among others, driven by waiting time for weather windows for weather-sensitive operations. Today, state of the art decision making criteria for weather-sensitive operations are restrictions to the significant wave height...... and the average wind velocity at reference height. However, actual limitations are physical, related to response of equipment used e.g. crane wire tension, rotor assembly motions while lifting, etc. Transition from weather condition limits to limits on physical equipment response in decision making would improve...

Urban job creation and unemployment in LDCs: Todaro vs. Harris and Todaro.

Science.gov (United States)

Blomqvist, A G

1978-03-01

Overwhelming urban migration occurred so rapidly in many developing countries that widespread unemployment and squalid living conditions are commonplace. For many of these countries, stopping urban migration has become a major policy. Two models propose 2 different theories of urban unemployment. Todaro's short-term effects model concludes that job creation actually causes unemployment. Todaro and Harris formulated a long-term effects model in which welfare subsidies create more employment and stimulate the economy. A real solution to urban job creation would include optimal allocation of investment between the rural and labor sectors. A once and for all hiring tax would reduce replacement hiring. It is impossible to design an optimal tax subsidy package for urban unemployment unless it includes knowledge of the dynamic response of migration and unemployment to the rate of net and gross hiring of labor. If subsidy taxes are levied on the agricultural sector, the net result may be a higher rate of capital formation in the (low social return) manufacturing sector and a lower one in the agricultural sector.

Women Astronomers at Gemini: A Success Story

Science.gov (United States)

Rodgers, Bernadette; Jorgensen, I.; Barker, N.; Edwards, M.; Trancho, G.

2010-01-01

Gemini Observatory has been very successful at attracting, hiring and retaining female Scientists. We present data on the growth of the scientific staff since the start of the Observatory, and science fellow recruiting from 2006-2008. At Gemini 31% of the Science Staff holding PhDs are female compared with 13.9% within the United States. The Science Management is 75% female, as is 50% of the Gemini Directorate. This critical mass of female representation within the science staff and management appears to have had a positive effect on female recruitment and hiring. The science fellow recruitment during the past 3 years has attracted 21-38% female applicants and 57% of new hires during this period have been female scientists. Perhaps even more significant, the retention rate of female science staff at Gemini is 88%, compared to 64% for male science staff. There are likely many factors that contribute to this success, but the conclusion is that Gemini has earned a reputation in the scientific community as a place where female scientists are valued and can be successful.

Employer perceptions of the employability of workers in a social business.

Science.gov (United States)

Krupa, Terry; Howell-Moneta, Angela; Lysaght, Rosemary; Kirsh, Bonnie

2016-06-01

This study examined employer perceptions of employability of job candidates working in a social business for people with mental illnesses. Using an analogue research design, 99 employers participated in a simulated job hiring process, rating 2 applicants on potential to do the job, fit with workplace culture and likelihood of hiring. One job applicant worked in a social business, and the second was either (a) working in a conventional business, (b) with employment lapse attributable to mental health issues, or (c) with an unexplained employment lapse. Paired samples t tests were used to compare ratings. Qualitative data were collected regarding the rationale for rankings and a content analysis was conducted. Employer rankings were significantly higher for the applicant working in a social business compared to either applicant with an employment lapse. Employers rated the candidate working in a conventional business significantly higher compared with the candidate in a social business only on ratings of likelihood to hire. Employers valued the recency of work experience in the social business, citing concerns about risks associated with employment lapses. Their comments suggested a lack of understanding of the nature of social business. Experience in a social business appears to lessen the disadvantage of unemployment in the job hiring process, but does not appear to be ranked on par with experience in the conventional workforce. The social business sector could benefit from considering ways to publically portray these work opportunities to enhance acceptance and inclusion. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

An analysis of the Canadian cognitive psychology job market (2006-2016).

Science.gov (United States)

Pennycook, Gordon; Thompson, Valerie A

2018-06-01

How accomplished does one need to be to compete in the Canadian cognitive psychology job market? We looked at the publication record of everyone who was hired as an assistant professor in Canadian cognitive psychology divisions with PhD programs between 2006 and 2016 (N = 64). Individuals who were hired from 2006 to 2011 averaged 10 journal-article publications up to and including the year they were hired. However, this number increased by 57% to 18 publications between 2012 and 2016. Notably, this increase (a) occurred despite an increase in the number of positions since 2010, (b) was not restricted to top-ranked institutions, (c) did not come at the cost of decreasing quality in research (based on citations), and (d) was not driven by longer postdoctoral fellowships. To supply context, we obtained data on the publication records of 98 eminent and early-career award-winning cognitive psychologists when they obtained their first faculty positions. The correlation between year of hire and publication number in the full sample was strongly positive (r = .47) and driven primarily by a substantial increase in recent years, which suggests that the increasingly competitive job market is not specific to Canada. Finally, we found that behaviour (as opposed to neuroscience) researchers and those who obtained their PhDs from Canadian universities may be at particular risk in the job market. At a time when increasing numbers of PhDs are graduating from cognitive psychology programs, it has likely never been more difficult to obtain a faculty position. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The link between inequalities in science and the scientific evaluation process

Science.gov (United States)

Koren, Ilan

2016-04-01

Unlike the "out of the box", innovative and unconventional way of thinking we would like to cultivate in our science, the academic system tends to be very conservative in the way by which it performs academic evaluations. In the case of hiring and promotion processes, the traditional way may imply the "like attracts like" rule in which the same dominant subset of the population (with respect to culture, nation and gender) preserves its hegemony on the expense of equality and diversity. Being aware of such biases is a good start. Forcing diversity in the hiring and promoting processes is even better.

Returns to Tenure or Seniority?

DEFF Research Database (Denmark)

Buhai, Ioan Sebastian; Portela, Miguel; Teulings, Coen

  This study documents two empirical regularities, using data for Denmark and Portugal. First, workers who are hired last, are the first to leave the firm (Last In, First Out; LIFO). Second, workers' wages rise with seniority (= a Worker's tenure relative to the tenure of her colleagues). We seek...... at the moment of separation). The LIFO rule provides a stronger bargaining position for senior workers, leading to a return to seniority in wages. Efficiency in hiring requires the workers' .bargaining power to be in line with their share in the cost of specific investment. Then, the LIFO rule is a way...

The making of an immigrant niche.

Science.gov (United States)

Waldinger, R

1994-01-01

"This article speaks to the conceptual and methodological issues in research on the making of an immigrant niche through a case study of immigrant professionals in New York City government." The author argues that "the growth of this immigrant niche resulted from changes in the relative supply of native workers and in the structure of employment, which opened the bureaucracy to immigrants and reduced native/immigrant competition. These shifts opened hiring portals; given the advantages of network hiring for workers and managers, and an immigrant propensity for government employment, network recruitment led to a rapid buildup in immigrant ranks." excerpt

Receptum Liability of Skippers, Innkeepers and Stable Keepers in Roman Law

Directory of Open Access Journals (Sweden)

Mehmet YEŞİLLER

2013-06-01

Full Text Available Our study discusses the regulations regarding the liabilities of skippers, innkeepers and stable keepers in Roman Law. It is clear from the resources that "actio de damno aut furto adversus nautas, caupones, stabularios and receptum, nautae, cauponis, stabularii" responsibilities used to be regulated in addition to custodia liability arising from the hire of work between the parties, particularly because personnels of skippers, innkeepers and stable keepers were unreliable. These practices, which were implemented with Praetor Edictum and relied on practices of similar quasi torts, widely applied to areas which were not protected by the hire of work in Rome.

28 CFR 29.9 - Motor vehicles for hire.

Science.gov (United States)

2010-07-01

... provision in the rental or lease agreement must utilize a larger font than the standard type in the... possession of the vehicle. (b) The notice required by this section shall be printed in bold type in the...

Pay Inequities for Recently Hired Faculty, 1988-2004

Science.gov (United States)

Porter, Stephen R.; Toutkoushian, Robert K.; Moore, John V., III

2008-01-01

The national media and academic journals have reported a sizable wage gap between men and women in academe--a gap that has persisted over time. Data from the National Center for Education Statistics for 2004-2005 show that the average salary for all male faculty ($69,337) exceeded the average salary for female faculty ($56,926) by almost 22%.…

Coercion for Hire: A Theory of Indirect Coercion

Science.gov (United States)

2014-06-01

Liddell Hart’s book Strategy through the quote: “The object of obliquity is to find the chink in the armour , the mental armour at that.”1 The concept...political forces, 2. maintaining a market oriented socioeconomic system, and 3. shaping Italy’s foreign policy objectives and military posture within the

Hiring retirees: impact of age norms and stereotypes

NARCIS (Netherlands)

Karpinska, K.; Henkens, K.; Schippers, J.

2013-01-01

Purpose - This study aims to investigate the role of managers in the re-employment of early retirees and focuses on the effect of managers' age norms and stereotypes on managers' employment decisions. Design/methodology/approach - A combination of a factorial study and a survey was conducted. First,

Hiring retirees: impact of age norms and stereotypes

NARCIS (Netherlands)

Karspinska, K.; Henkens, K.; Schippers, J.

2013-01-01

Purpose – This study aims to investigate the role of managers in the re-employment of early retirees and focuses on the effect of managers' age norms and stereotypes on managers' employment decisions. Design/methodology/approach – A combination of a factorial study and a survey was conducted. First,

The Hi-Ring Architecture for Data Center Networks

DEFF Research Database (Denmark)

Kamchevska, Valerija; Ding, Yunhong; Berger, Michael Stübert

2018-01-01

Optical technologies have long been used for standard telecom applications ranging from long haul to metro and access networks. With the rapid expansion of traffic in data center networks, the deployment of optical technologies for computationally intensive short reach networking has attracted...... a lot of attention. The main interest in photonics comes from the fact that optical technologies are known for providing high bandwidth at low-cost and low power consumption. Unlike electrical switching, optical switching offers bit rate-independent operation; thus, the required processing capacity can...

Hire Education: Mastery, Modularization, and the Workforce Revolution

Science.gov (United States)

Weise, Michelle R.; Christensen, Clayton M.

2014-01-01

The economic urgency around higher education is undeniable: the price of tuition has soared; student loan debt now exceeds $1 trillion and is greater than credit card debt; the dollars available from government sources for colleges are expected to shrink in the years to come; and the costs for traditional institutions to stay competitive continue…

Survey questions evidence of US female hiring bias

Science.gov (United States)

Gwynne, Peter

2013-09-01

An analysis by the American Institute of Physics (AIP) suggests that the complete absence of female faculty in more than a third of US university physics departments does not necessarily constitute evidence that they discriminate against women.

Dietary habits among persons hired on shift work

OpenAIRE

Joanna Strzemecka; Iwona Bojar; Ewa Strzemecka; Alfred Owoc

2014-01-01

Introduction. Shift-work determinates irregular nutrition habits. The quality as well as the quantity of meals consumed by shift-workers can significantly affects their health. Objective. The aim of this study was to evaluate the dietary habits of people performing shift work in the Bogdanka mine. Material and Methods. The study was carried out in the Bogdanka mine in Leczna. The questionnaire, which was designed by the author of this dissertation, was conducted among 700 shift-workers,...

Dietary habits among persons hired on shift work.

Science.gov (United States)

Strzemecka, Joanna; Bojar, Iwona; Strzemecka, Ewa; Owoc, Alfred

2014-01-01

Shift-work determinates irregular nutrition habits. The quality as well as the quantity of meals consumed by shift-workers can significantly affects their health. The aim of this study was to evaluate the dietary habits of people performing shift work in the Bogdanka mine. The study was carried out in the Bogdanka mine in Leczna. The questionnaire, which was designed by the author of this dissertation, was conducted among 700 shift-workers, working underground. The results were subjected to statistical analysis based on STATISTICA v. 7.1 (StatSoft, Poland) software. Nearly half of respondents reported regular consumption of meals (40.0%) Interviewees admitted having warm meals during the day (81.4%). The most frequently consumed meal during the day was the hot one (50.9%), three meals and more were consumed the least frequently (8.1%). Almost half of respondents considered their eating habits as inappropriate (46.3%). Among those, nearly half (68.2%) stated that shift - work is the reason for their nutrition habits. More than half of respondents (66.0%) admitted that shift work hampers regular consumption of meals. Shift work makes nourishment and regular consumption difficult. It contributes to the limited amount of warm meals eaten during the day. In order to maintain preventive health care and the improvement of quality of life, shift workers should be provided with an easier access to meals (including warm one) at specified times of the day.

Dietary habits among persons hired on shift work

Directory of Open Access Journals (Sweden)

Joanna Strzemecka

2014-03-01

Full Text Available Introduction. Shift-work determinates irregular nutrition habits. The quality as well as the quantity of meals consumed by shift-workers can significantly affects their health. Objective. The aim of this study was to evaluate the dietary habits of people performing shift work in the Bogdanka mine. Material and Methods. The study was carried out in the Bogdanka mine in Leczna. The questionnaire, which was designed by the author of this dissertation, was conducted among 700 shift-workers, working underground. The results were subjected to statistical analysis based on STATISTICA v. 7.1 (StatSoft, Poland software. Results. Nearly half of respondents reported regular consumption of meals (40.0% Interviewees admitted having warm meals during the day (81.4%. The most frequently consumed meal during the day was the hot one (50.9%, three meals and more were consumed the least frequently (8.1%. Almost half of respondents considered their eating habits as inappropriate (46.3%. Among those, nearly half (68.2% stated that shift – work is the reason for their nutrition habits. More than half of respondents (66.0% admitted that shift work hampers regular consumption of meals. Conclusions. Shift work makes nourishment and regular consumption difficult. It contributes to the limited amount of warm meals eaten during the day. In order to maintain preventive health care and the improvement of quality of life, shift workers should be provided with an easier access to meals (including warm one at specified times of the day.

Keeping Competitive: Hiring, Training, and Retaining Qualified Workers.

Science.gov (United States)

Cheney, Scott

The Center for Workforce Preparation (CWP), a nonprofit affiliate of the U.S. Chamber of Commerce, initiated the Workforce Academies demonstration project to help businesses remain successful in a competitive, tight economy. More than 1,800 business members of the 6 chambers engaged with the Workforce Academies demonstration in 2001 were surveyed…

28 CFR 345.33 - Waiting list hiring exceptions.

Science.gov (United States)

2010-07-01

... reason other than formal education, vocational training, drug abuse or similar formal programs). For... force of an industry is reduced to meet institution or FPI needs. An inmate transferred under the provisions of this part will have the same benefits as any intra-industry transfer. (d) Disciplinary...

The Effect of Learning by Hiring on Productivity

DEFF Research Database (Denmark)

Parrotta, Pierpaolo; Pozzoli, Dario

This work studies the phenomenon of inter-firm labor mobility as potential channel of knowledge transfer. Using data from the Danish employer-employee register, covering the period 1995-2005, it investigates how the knowledge embedded into recruited workers, coming from other firms, contributes...... to the process of knowledge diffusion and boosts firms productivity. Specifically, estimating both parametric (Cobb-Douglas) and semi-parametric production functions (Olley and Pakes, 1996; Levinsohn and Petrin, 2003), the impact of recruited technicians and highly educated workers on total factor productivity...

46 CFR Sec. 2 - Authority for launch hire.

Science.gov (United States)

2010-10-01

..., only under the following circumstances: (a) When incurred by the Master of an NSA vessel, or by an agent of NSA or by his sub-agent, for the purpose of properly conducting the owners' activities and business of NSA vessels; (b) When incurred in transporting liberty parties to or from an NSA vessel with...

Television and Children: five years after the Self-regulation Code

Directory of Open Access Journals (Sweden)

Mª Cruz López-de-Ayala-López, Ph.D.

2011-01-01

Full Text Available In the context of the technological transformations caused by the digital switchover in Television, the management and exploitation of DTT presents important challenges to service providers. One of the most outstanding challenges is the creation of contents that ensures minors’ correct education and protection against violence and harmful social behaviours. This article presents the results of a qualitative and quantitative study, conducted by the authors and other researchers from the Rey Juan Carlos University, aimed at verifying the effective application of the Self-regulation Code on TV Contents and Children that was signed by the main national and regional networks operating in Spain. The study examined all the programmes broadcast during the time of special protection for children introduced by the Self-regulation Code, by TVE 1, Antena 3, Cuatro, Tele5, La Sexta, and Telemadrid from September to December 2008 and from July to September 2009. Based on the results, the article offers a verdict on the degree of success with which the objectives of the Self-regulation Code have been met by the networks.

Analysis of José Luis Rodríguez Zapatero’s nonverbal communication

Directory of Open Access Journals (Sweden)

Imelda Rodríguez-Escanciano, Ph.D.

2010-01-01

Full Text Available Aware of television’s high level of persuasion and impact, politicians have progressively adapted their messages to the guidelines of the audiovisual media in order to strongly persuade TV viewers, which are seen as potential voters. Currently, the communication, marketing and telegenicity teams of most political parties do not only train their politicians to effectively use verbal communication, but they also try to reinforce their non-verbal communications skills, because they understand that a really effective message is only created through the correct combination of both dimensions. This article presents an in-depth study of the nonverbal communication displayed by the Prime Minister of Spain, José Luis Rodríguez Zapatero, during the first quarter of 2010 when a political topic predominated in the agenda: the financial crisis. Through content analysis, and a self-developed methodology, the study aims to decipher the strategic meaning of this political leader’s kinesic behaviour in the second edition of Telediario, the news programme broadcast by Spain’s Public TV Network (Televisión Española, aka, TVE.

Employees with mental health problems: Survey of U.K. employers' knowledge, attitudes and workplace practices.

Science.gov (United States)

Brohan, Elaine; Henderson, Claire; Little, Kirsty; Thornicroft, Graham

2010-01-01

To investigate whether employers who have experience of hiring people with mental health problems differ significantly from those without such experience in terms of knowledge, attitudes and behaviours regarding mental health in the workplace, and the concerns which they report about employing people with mental health problems. We also examine whether non-workplace social contact is associated with the above variables. A telephone survey was conducted with a randomly selected sample of British employers. The sample included a similar number of human resource managers and managers/executive employees in other roles. 502 employers took part. Having employed someone with a mental health problem was associated with closer non-workplace social contact. Those with experience of employing applicants with mental health problems had significant differences in knowledge (regarding the law), and behaviour (having a policy on hiring applicants with disabilities) but not in attitudes. Non-workplace social contact may be useful to consider in understanding hiring practices. The nature of social contact at work and possible lack of impact of this contact on employer attitudes and concerns warrants further study. Greater support is needed for employers to understand the law regarding mental health problems in the workplace.

Career in the bank for collection in times of financial crisis

Directory of Open Access Journals (Sweden)

Ioana Florentina BUDU

2009-06-01

Full Text Available Staffing a collection call centre, in a period of crisis, requires more than hiring the most qualified applicants. Collection managers must define a recruiting, hiring and staffing plan to meet inbound call service levels and maximize outbound calling during optimal customer contact times, usually on nights and weekends. Job candidates who have prior telephone job experience, especially in telemarketing or customer service, have proven to be successful collectors because of their skill sets and experience. Screening collectors through testing has proven to be a reliable tool to assist managers in the selection process. Staffing the call centre operation with the right balance between full time and part time collectors will assist in meeting department targets. There are many creative ways to schedule collectors to cover all the required hours. Management must be prepared to offset ‘irregular’ staffing hours, especially on nights and weekends, with incentive, perks and benefits so they can recruit and retain a reliable staff to place outbound calls during the best times to reach the customer. A consistent hiring policy that is constantly evaluated and improved will help reduce turnover by recruiting and staffing the most qualified collectors for the job

Innovative Approaches to Building Comprehensive Talent Pipelines: Helping to Grow a Strong and Diverse Professional Workforce

Directory of Open Access Journals (Sweden)

R. Cherinka

2015-10-01

Full Text Available The world today is constantly changing requiring organizations to adapt quickly and seek expertise to help meet the demands on their business. There are many workforce challenges that organizations seek to overcome, and one of the hardest things to do in modern corporations is to keep the talent pool young and vibrant. Early career hires tend to bring new and exciting ideas into play that may not even be considered by their more seasoned peers. The challenge with early career hires, especially in the Science, Technology, Engineeringand Math (STEM career fields, is the extreme difficulty in finding candidates who, not only have book knowledge, but also have hands-on, real world experience. Statistics show that this is a real concern to professional workforce employers. In this presentation, we highlight a model aimed at adopting new approaches for seeking and evaluating high quality candidates for on-boarding, conducting interviews and hiring to build a corporate talent pipeline. We discuss the model as it relates to recruiting, training, competition-based interviewing and providing hands-on work experience toward helping to build strong professionals in an organization. We conclude by highlighting several examples of successful approaches and their outcomes.

Age, wage, and job placement: older women's experiences entering the retail sector.

Science.gov (United States)

Frank-Miller, Ellen G; Lambert, Susan J; Henly, Julia R

2015-01-01

Older women seeking employment often find opportunities limited to low-wage jobs, such as those in retail. We report findings about job placement and starting wages for hourly workers hired at a women's apparel retailer from August 2006 to December 2009. We examine competing hypotheses regarding the role of age in explaining women's job placement and starting wages. Although newly hired women age 55+ earn higher wages and are placed in higher-quality jobs than the youngest women (ages 18-22), they are less likely to be placed in better-quality jobs than their midlife counterparts. Overall, wage differences are largely explained by job quality.

Epilepsy and workplace discrimination: population characteristics and trends.

Science.gov (United States)

West, Michael D; Dye, Amy N; McMahon, Brian T

2006-08-01

This study investigates the nature of allegations of workplace discrimination made by job seekers and workers with epilepsy. Demographic characteristics of individuals making allegations were consistent with those of individuals with epilepsy nationwide. Approximately three-fourths of allegations were related to post-hire issues, such as discrimination in promotion and termination, disciplinary actions, and harassment. The lowest rate of merit allegation was related to discrimination in hiring. Comparison of merit allegations before and after the U.S. Supreme Court's Sutton decision revealed that claimants have had higher rates of success following the decision, suggesting that the Sutton decision has had no negative effect on claimants with epilepsy.

Consideraciones contractuales del outsourcing, para el desarrollo de Software

Directory of Open Access Journals (Sweden)

Jose Luis Cantu Mata

2011-01-01

Full Text Available Software Outsourcing has become a solution for organizations due to different reasons that companies consider to get some benefit from doing any business process. After evaluating what those benefits and the decision to resort to outsourcing, the company considers an outsourcing contract and becomes a client company. The contents of the outsourcing contract is based on factors that companies consider to hire an outsourcing provider for software development. Based on the significant investment in recruiting software provider for businesses in Mexico, performed a literature review to identify key variables that, in principle, influence the hiring of a vendor whose business is software development.

E-recruitment and Selection

DEFF Research Database (Denmark)

Holm, Anna B.; Haahr, Lars

2018-01-01

The use of information and communication technologies has revolutionized e-recruitment and selection function in many organizations, especially transforming it into a time- and space-independent process of sourcing and evaluating candidates. In the process, organizations rely on websites, social...... media and job portals for sourcing candidates and deploy computerized and online assessment tools when selecting the best-qualified applicants. Similarly, their communication with jobseekers has moved to cyberspace and is often performed through applicant tracking systems, where hiring managers use...... mobile technologies to track and evaluate candidates. In this chapter, we present an overview of e-recruitment and selection practices and discuss the use of technology throughout the hiring process....

Predictors of early faculty attrition at one Academic Medical Center.

Science.gov (United States)

Bucklin, Brenda A; Valley, Morgan; Welch, Cheryl; Tran, Zung Vu; Lowenstein, Steven R

2014-02-10

Faculty turnover threatens the research, teaching and clinical missions of medical schools. We measured early attrition among newly-hired medical school faculty and identified personal and institutional factors associated with early attrition. This retrospective cohort study identified faculty hired during the 2005-2006 academic year at one school. Three-year attrition rates were measured. A 40-question electronic survey measured demographics, career satisfaction, faculty responsibilities, institutional/departmental support, and reasons for resignation. Odds ratios (ORs) and 95 percent confidence intervals (95% CI) identified variables associated with early attrition. Of 139 faculty, 34% (95% CI = 26-42%) resigned within three years of hire. Attrition was associated with: perceived failure of the Department Chair to foster a climate of teaching, research, and service (OR = 6.03; 95% CI: 1.84, 19.69), inclusiveness, respect, and open communication (OR = 3.21; 95% CI: 1.04, 9.98). Lack of professional development of the faculty member (OR = 3.84; 95% CI: 1.25, 11.81); institutional recognition and support for excellence in teaching (OR = 2.96; 95% CI: 0.78, 11.19) and clinical care (OR = 3.87; 95% CI: 1.04, 14.41); and >50% of professional time devoted to patient care (OR = 3.93; 95% CI: 1.29, 11.93) predicted attrition. Gender, race, ethnicity, academic degree, department type and tenure status did not predict early attrition. Of still-active faculty, an additional 27 (48.2%, 95% CI: 35.8, 61.0) reported considering resignation within the 5 years. In this pilot study, one-third of new faculty resigned within 3 years of hire. Greater awareness of predictors of early attrition may help schools identify threats to faculty career satisfaction and retention.

A history of herpetologists and herpetology in the U.S. Department of the Interior

Science.gov (United States)

Lovich, Jeffrey E.; Scott, Norman J.; Bury, R. Bruce; Dodd, C. Kenneth; McDiarmid, Roy W.

2012-01-01

The U.S. Department of the Interior (DOI) has a long and distinguished history of employing herpetologists to conduct basic and applied research to better manage amphibian and reptile populations on public lands and even outside the boundaries of the United States. This history extends back over 125 years with roots in the U.S. Biological Survey, the Fish and Wildlife Service, the Bureau of Land Management, the National Park Service and later, the National Biological Service. In more recent times, the DOI employed more professional herpetologists than any single organization in the world, especially in the U.S. Geological Survey. In 1938, Henry Fitch was the first Interior scientist hired who conducted substantial herpetological research. William and Lucille Stickel of the Fish and Wildlife Service conducted herpetological research throughout the period from the 1940s-1980s but most DOI herpetologists were hired from 1975-80 with another hiring spike from 2000-2005. The former spike was congruent with early versions of the Endangered Species Act while the latter reflected growing recognition of global amphibian decline and the creation of the Amphibian Research and Monitoring Initiative in DOI. Collectively, these herpetologists produced hundreds of books, scientific publications and other scholarly publications, many of which are classics in the literature. In addition, many have served as officers and on the boards of numerous scientific societies particularly those specializing in amphibian and reptile research. The DOI shows a continuing commitment to funding herpetological research by hiring young scientists to replace the aging ranks of herpetologists who started their careers in the 1970s. This commitment is critical given the global decline of both amphibians and reptiles, including those found on public lands in the United States.

77 FR 47818 - Proposed Information Collection; Comment Request; Socioeconomics of Commercial Fishers and for...

Science.gov (United States)

2012-08-10

... DEPARTMENT OF COMMERCE National Oceanic and Atmospheric Administration Proposed Information Collection; Comment Request; Socioeconomics of Commercial Fishers and for Hire Diving and Fishing Operations... [[Page 47819

Burkina Faso - BRIGHT II

Data.gov (United States)

Millennium Challenge Corporation — Millennium Challenge Corporation hired Mathematica Policy Research to conduct an independent evaluation of the BRIGHT II program. The three main research questions...

The Future SSC Pacific Civil Service Workforce

National Research Council Canada - National Science Library

Shigley, P; Pennoyer, G; Carreno, J

2008-01-01

.... This study supports strategic leadership decisions on future recruitment and retention initiatives by providing visibility into future hiring, providing understanding of the make-up and availability...

Managing manpower and cutting costs in the health care industry.

Science.gov (United States)

Kocakülâh, Mehmet C; Wiggins, Laura M; Albin, Marvin

2009-01-01

The Bureau of Labor Statistics projects that health care services will account for one out of every six new jobs from 2002 to 2012. Based upon workload fluctuations, some companies in health care have opted to utilize "just-in-time" employees. Such an employee not only serves to stabilize the workforce but can also reduce employers' cost by allowing them to pay for labor only when they need it. Based on the analysis, a company should reduce reliance on casual staff, as the upfront cost per hire is far greater than hiring a temporary employee. Information presented points to fairly high turnover among casual employees, thus bolstering the argument against this staffing scheme when compared with temporary employee staffing.

Interviews with the dead: using meta-life qualitative analysis to validate Hippocrates' theory of humours

Science.gov (United States)

Secretion, F; Conjur, G S; Attitude, S P

1998-01-01

BACKGROUND: Hippocrates devised his theory of the 4 humours (blood, phlegm, black bile and yellow bile) 24 centuries ago. Since then, medicine has evolved into a complex body of confusing and sometimes contradictory facts. The authors, seeing a need to determine the validity of his theory, hired a psychic. METHODS: The psychic interviewed 4 eminent ancient physicians, including Hippocrates. A randomized double-blind cross-over design was used for this meta-life qualitative analysis. RESULTS: All of the interviewees agreed that the theory of humours is an accurate model to explain disease and personality. INTERPRETATION: Hiring a psychic to conduct after-death interviews with key informants is a useful way to validate scientific theories. PMID:9875254

Does Immigrant Employment Matter for Exports? Evidence From Denmark

DEFF Research Database (Denmark)

Hiller, Sanne

Immigration impacts the economy in ample ways: it affects growth, wages and total factor productivity. This study deals with the effects of immigration on firm exports. Can firms benefit from hiring immigrants to expand their export sales? Or do immigrants who live in the firm’s region affect trade...... evidence on the adjustment of firms’ product portfolio in response to immigration. Our results show that firms can reap the benefits from immigration only through hiring foreigners. This implies that the trade-cost reducing intercultural knowledge embedded in foreign expatriates can only be accessed via...... employment. Thus, to tap the full potential of foreign labor movements for international trade, political efforts should be targeted towards labor market integration of immigrants....

The skills of a teleworker for competitiveness

Directory of Open Access Journals (Sweden)

Alba Patricia Guzmán Duque

2018-04-01

Full Text Available The adoption of Information and Communication Technologies (ICT in organizations favors business competitiveness. This article presents teleworking as a hiring mechanism through the use of ICT and the need to define the competencies related to a teleworker’s activities. The research was carried out with 114 entrepreneurs of the footwear sector in Bucaramanga, Colombia to ascertain their perceptions on the adoption of this work modality. The results reflect that hiring teleworkers will require establishing trust and developing skills that go beyond their computer knowledge. Entrepreneurs present evidence that teleworkers must be responsible, creative, innovative, compliant with their duty, and develop the competencies related to communication, time management, and literacy to improve business competitiveness.

Clashing Conventions? Exploring Human Resource Management in the Cleavage Between Academic Field Traditions and New Institutional Rules. Quantitative and Qualitative Insights from the Field of Communication and Media Studies in Switzerland

Energy Technology Data Exchange (ETDEWEB)

Buhmann, A.; Lepori, B.; Ingenhoff, D.

2016-07-01

Contemporary developments in the academic profession, such as increasing financial constraints, processes of differentiation, marketization, and rising international co-operation and competition, have a bearing on human resource management in higher education and research institutions (Enders & Musselin, 2008; Enders & Teichler, 1997). One aspect of these trends is the introduction of university-level rules on hiring and career development, which largely follow new public management approaches and focus on competition, mobility and performance as key criteria for hiring and internal promotions (Kehm & Teichler, 2013; Goastellec, Park, Ates & Toffel, 2013). At the same time universities remain largely decentralized organizations and much of the personnel selection takes place at the level of departments (Bleiklie, Enders & Lepori, 2015). (Author)

A fuzzy AHP approach for employee recruitment

Directory of Open Access Journals (Sweden)

Mohsen Varmazyar

2014-01-01

Full Text Available Human resource management plays an essential role on development of any business organization. Selection of employee normally depends on various criteria such as employee commitment, necessary skills, etc. Therefore, a good strategy to hire appropriate employee is a multi-criteria decision making (MCDM specially the ones, which could handle uncertainty, properly. In this paper, we present a method to use MCDM techniques for hiring employees. In fact, the present work proposes a Fuzzy Analytic Hierarchy Process (FAHP as one of the most popular multi-criteria decision making techniques. A computer application is developed where it receives the configuration of the employee selection problem, evaluates the candidates and ranks them using the appropriate voting system.

Are we preparing the next generation of fisheries professionals to succeed in their careers?: A survey of AFS members

Science.gov (United States)

McMullin, Steve L.; DiCenzo, Vic; Essig, Ron; Bonds, Craig; DeBruyne, Robin L.; Kaemingk, Mark A.; Mather, Martha E.; Myrick, Christopher A.; Phelps, Quinton E.; Sutton, Trent M.; Triplett, James

2016-01-01

Natural resource professionals have frequently criticized universities for poorly preparing graduates to succeed in their jobs. We surveyed members of the American Fisheries Society to determine which job skills and knowledge of academic topics employers, students, and university faculty members deemed most important to early-career success of fisheries professionals. Respondents also rated proficiency of recently hired, entry-level professionals (employers) on how well their programs prepared them for career success (students and faculty) in those same job skills and academic topics. Critical thinking and written and oral communication skills topped the list of important skills and academic topics. Employers perceived recent entry-level hires to be less well-prepared to succeed in their careers than either university faculty or students. Entry-level hires with post-graduate degrees rated higher in proficiency for highly important skills and knowledge than those with bachelor's degrees. We conclude that although universities have the primary responsibility for developing critical thinking and basic communication skills of students, employers have equal or greater responsibility for enhancing skills of employees in teamwork, field techniques, and communicating with stakeholders. The American Fisheries Society can significantly contribute to the preparation of young fisheries professionals by providing opportunities for continuing education and networking with peers at professional conferences.

Examining Live-In Foreign Domestic Helpers as a Coping Resource for Family Caregivers of People With Dementia in Singapore.

Science.gov (United States)

Basnyat, Iccha; Chang, Leanne

2017-09-01

In Singapore, the responsibility of caring for persons with dementia falls on family members who cope with a long-term caregiver burden, depending on available support resources. Hiring foreign domestic workers to alleviate caregiver burden becomes a prevalent coping strategy that caregivers adopt. This strategy allows caregivers to provide home care as part of fulfilling family obligations while managing the caregiver burden. This study aimed to investigate primary caregivers' relationship with hired support and its impact on coping with caregiver burden. Twenty in-depth interviews were conducted with primary caregivers who hired live-in domestic helpers to take care of their family members with dementia. The findings revealed that caregivers perceived the normative obligations to provide home care to family members with dementia. They sought support from domestic helpers to cope with physical and mental burnout, disruption of normal routines, and avoidance of financial strain. A mutual-support relationship was built between caregivers and domestic helpers through trust and interdependence. The presence of domestic helpers as a coping resource reveals the positive outcomes of problem-, emotional-, and diversion-focused coping. This study illustrates that coping strategies are employed in different ways depending on the needs of caregivers, access to infrastructure, cultural expectations, and available resources.

HOW APPRAISERS DEVELOP FAIR VALUE

Directory of Open Access Journals (Sweden)

MIROSLAV ŠKODA

2012-01-01

Full Text Available Management is responsible for its own financial decisions. If we take into account, that fair value concept was shown in financial crisis as something that does not work anymore in this way; there is a big need to develop it for the future. Non-professional readers of financial statements believe, however, that company financials are the work of the public accounting firm that had signed the audit certificate. The main reason for bringing this point up is that when companies disclose Fair Value (FV information in their financial statements, they are taking responsibility for the values disclosed. Management may often be encouraged to utilize the services of an outside professional, but at the end of the day, the outside appraiser is a hired gun. Although the appraiser has to take responsibility for his own work, hiring the appraiser does not absolve management of its ultimate responsibility. The obverse of this is also true. Management does not have to hire the appraiser to develop any fair value disclosures made in the financial statements. Developing FV information is not recommended as a do-it yourself undertaking, there is nothing in Generally Accepted Accounting Principles (GAAP or Securities Exchange Commission (SEC regulations, however, that requires an outside appraiser.

Perceptions of society for vascular surgery members and surgery department chairs of the integrated 0 + 5 vascular surgery training paradigm.

Science.gov (United States)

Kiguchi, Misaki; Leake, Andrew; Switzer, Galen; Mitchell, Erica; Makaroun, Michel; Chaer, Rabih A

2014-01-01

As the first generation of integrated (0 + 5) vascular surgery (VS) residents enter the job market, this survey sought to understand how the surgical community perceives this training paradigm. An anonymous online survey was e-mailed to surgery chairpersons (n = 193) and Society for Vascular Surgery (SVS) members (n = 2193) in the United States/Canada with 26% (n = 38) and 14% (n = 309) response rates, respectively. Respondents were asked about their practice background, residency program, hiring patterns, and perceptions of the 0 + 5 training. Response rates were 26% (n = 38) and 14% (n = 309) for surgery chairpersons and SVS members, respectively. SVS respondents were from academic (62%) and private (38%) practices and included staff surgeons (62%), program directors (15%), and division chiefs (22%). Only 33% had a 0 + 5 program, and 57% had a VS fellowship. Overall, 94% were likely to hire a new vascular surgeon in the next 5 years. In some categories, SVS respondents believed 0 + 5 residents would be less prepared than 5 + 2 residents. Only 32% thought that 0 + 5 residents have the same level of surgical maturity, and 36% thought that they have the same level of open operative skills as 5 + 2 trainees. Another 34% thought 0 + 5 residents will need additional fellowship training in open surgery. However, there was also a general perception from SVS respondents that 0 + 5 residents would be prepared for clinical practice (67%) and would have equal endovascular skills to 5 + 2 trainees (92%). The chairpersons had similar perceptions as SVS members. Both SVS members (88%) and chairpersons (86%) would consider interviewing a 0 + 5 graduate for faculty position; 83% and 72%, respectively, would consider hiring. Moreover, 93% of SVS respondents who currently have a 0 + 5 program and 86% of SVS respondents who do not would consider hiring a 0 + 5 graduate. Both SVS members (62%) and chairpersons (50%) believed the 0 + 5 paradigm is essential for the advancement of VS

Dietary Fat and Vitamin E in Prostate Cancer Risk Among African Americans and West Africans: A Case-Control Study

National Research Council Canada - National Science Library

Ukoli, Flora A; Smith, Ernest; Malin, Alecia; Zhao, Barbara; Osime, Usifo; Stain, Steven

2005-01-01

.... Nashville site: Administrative process including grant transfer, IRB approval, research assistant hire, design of souvenirs, posters and brochures has been completed, and purchase of supplies is in progress...

Dietary Fat and Vitamin E in Prostate Cancer Risk Among African Americans and Africans: A Case-Control Study

National Research Council Canada - National Science Library

Ukoli, Flora A; Smith, Ernest; Malin, Alecia; Zhao, Barbara; Osime, Usifo; Stain, Steven

2006-01-01

.... Nashville site: Administrative process including grant transfer, IRB approval, research assistant hire, design of souvenirs, posters and brochures has been completed, and purchase of supplies is in progress...

32 CFR Appendix C to Part 989 - Procedures for Holding Public Hearings on Draft Environmental Impact Statements (EIS)

Science.gov (United States)

2010-07-01

... hiring the court reporter, funds temporary duty costs for the hearing officer, makes logistical...) DEPARTMENT OF THE AIR FORCE ENVIRONMENTAL PROTECTION ENVIRONMENTAL IMPACT ANALYSIS PROCESS (EIAP) Pt. 989...

45 CFR 83.11 - Discriminatory acts prohibited.

Science.gov (United States)

2010-10-01

... in the enjoyment of any right, privilege, advantage, or opportunity. (2) Financial aid established by...: (1) Recruitment, advertising, and the process of application for employment; (2) Hiring, upgrading...

Information Security: USDA Needs to Implement Its Departmentwide Information Security Plan

National Research Council Canada - National Science Library

2000-01-01

USDA has taken positive steps to begin improving its information security by developing its August 1999 Action Plan with recommendations to strengthen department-wide information security and hiring...

77 FR 55233 - Hispanic Council on Federal Employment

Science.gov (United States)

2012-09-07

... and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics in the...

77 FR 37077 - Hispanic Council on Federal Employment

Science.gov (United States)

2012-06-20

... and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics in the...

76 FR 31645 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-06-01

... and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics in the...

76 FR 18263 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-04-01

... Assistant Secretary for Human Resources and Administration at the Department of Veterans Affairs. The... Management on matters involving the recruitment, hiring, and advancement of Hispanics in the Federal...

76 FR 54071 - Noncompetitive Appointment of Certain Military Spouses

Science.gov (United States)

2011-08-31

... consideration under any hiring authority for which they are eligible, or apply through the competitive examining... reinstitute the Defense Civilian Intelligence Personnel System (DCIPS) interchange agreement. The other...

A Recruiting and Hiring Role-Play: An Experiential Simulation

Science.gov (United States)

Newberry, Robert; Collins, Marianne K.

2012-01-01

Creating experiential learning opportunities that engage students, meet marketing curricula objectives, and fit the application in a traditional semester course is extremely challenging. This paper describes a role-playing simulation offered concurrently to the professional selling and sales management classes in which the selling students act as…

Do Targeted Hiring Subsidies and Profiling Techniques Reduce Unemployment?

DEFF Research Database (Denmark)

Jahn, Elke; Wagner, Thomas

, which advance the search effectiveness of the PES, crowd out the active jobseekers and reduce overall employment as well as social welfare. Nevertheless, reforms are a visible success for the PES and its target group, as they significantly increase the service's placement rate and lower the duration...

What CEOs Expect of Employees Hired for International Work.

Science.gov (United States)

Dirks, Ruthann; Buzzard, Janet

1997-01-01

Managers from 47 Kansas City companies identified skills and knowledge important for their international employees. Oral and written communication ranked highest, followed by exporting, customs, marketing, business etiquette, and protocol. Employees with high school education had markedly different overseas assignments than did college graduates.…

Hire a Milwaukee Engineer | College of Engineering & Applied Science

Science.gov (United States)

Electrical Engineering Instructional Laboratories Student Resources Industrial & Manufacturing Engineering Industrial & Manufacturing Engineering Academic Programs Industrial & Manufacturing Engineering Major Industrial & Manufacturing Engineering Minor Industrial & Manufacturing Engineering

Things to Remember During the Teacher Hiring Season. Newsletter

Science.gov (United States)

Center for Comprehensive School Reform and Improvement, 2005

2005-01-01

Of all the factors that schools control, teacher quality is the one that most affects student achievement (Darling-Hammond, 2000). In fact, researcher Eric Hanushek (2002) found the difference in annual student achievement growth between a student taught by an effective teacher and one taught by an ineffective teacher can be as much as one…

One Principal's Approach to Hiring Staff for Athletic Programs.

Science.gov (United States)

Irvine, Marion

1990-01-01

The principal at a Catholic coeducational preparatory high school describes her perfect coach as a gentleman or gentlewoman dedicated to truth and capable of inspiring respect and building self-esteem. The coach should be compassionate and encouraging, model concern and caring, and work untiringly to teach the life-long benefits of participation…

30 CFR 46.6 - Newly hired experienced miner training.

Science.gov (United States)

2010-07-01

... adversely affect the miner's health or safety. This training must be given before the miner begins work at..., including the safe work procedures of such tasks, the mandatory health and safety standards pertinent to such tasks, information about the physical and health hazards of chemicals in the miner's work area...

Women in Academic Science: Experimental Findings from Hiring Studies

Science.gov (United States)

Ceci, Stephen J.

2018-01-01

Although women are underrepresented in the most mathematically intensive fields, the gender gap in these fields has narrowed over the past 2 decades. In my E. L. Thorndike address I summarized the temporal trends in sex differences for 8 fields and considered factors that drive both the underrepresentation of women and its recent narrowing. I…

Radar Training Facility Local Area Network -

Data.gov (United States)

Department of Transportation — The RTF LAN system provides a progressive training environment for initial and refresher radar training qualification for new and re-hired FAA employees. Its purpose...

77 FR 5582 - Hispanic Council on Federal Employment

Science.gov (United States)

2012-02-03

... Management and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

76 FR 4742 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-01-26

... Management and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

76 FR 54811 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-09-02

... Management and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

76 FR 75567 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-12-02

... Office of Personnel Management and the Assistant Secretary for Human Resources and Administration at the... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

76 FR 67233 - Hispanic Council on Federal Employment

Science.gov (United States)

2011-10-31

... Management and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

77 FR 23513 - Hispanic Council on Federal Employment

Science.gov (United States)

2012-04-19

... Management and the Assistant Secretary for Human Resources and Administration at the Department of Veterans... Office of Personnel Management on matters involving the recruitment, hiring, and advancement of Hispanics...

Epidemic Outbreak Surveillance (EOS)

National Research Council Canada - National Science Library

Scofield, Thomas C

2005-01-01

.... The funding supported the hiring of technical and administrative personnel necessary to carry out protocols to standardize methods of specimen collection and to optimize the processing of these specimens...

Telemedicine-Based Burn Research Initiative: Longitudinal Outcomes of Patients

National Research Council Canada - National Science Library

Montalvo, Alfredo

2003-01-01

.... All instruments were professionally printed. The consultant for the project was hired and telemedicine equipment was evaluated by the consultant based on clinical requirements defined by the research team...

Pluralismo y paralelismo político en la información televisiva en España

Directory of Open Access Journals (Sweden)

ML Humanes

2013-10-01

Full Text Available Introducción: El artículo se articula en dos objetivos generales. En primer lugar se intenta verificar si la información televisiva de las cadenas generalistas se rige por el dominio del pluralismo externo como característica distintiva del sistema de medios pluralista-polarizado, tal como han expuesto Hallin y Mancini. El segundo propósito se centra más específicamente en abordar la relación entre pluralismo y paralelismo político. Metodología: Se ha realizado un análisis de contenido a una muestra de 3.134 noticias de los noticiarios prime time de seis cadenas de televisión de cobertura estatal: TVE1, Antena 3, Telecinco, La Sexta, Cuatro e Intereconomía. Resultados: Los resultados demuestran respecto al pluralismo que el modelo televisivo español es un modelo híbrido en el que coexisten diferentes gradaciones de pluralismo interno y externo en función del perfil de la cadena y de la estrategia de negocio del grupo de comunicación. Los informativos de la televisión pública reflejan los mayores niveles de pluralismo interno.

Televisión e infancia: cinco años después del código de autorregulación

Directory of Open Access Journals (Sweden)

Ángeles Fernández Martínez

2011-01-01

Full Text Available En el contexto de transformaciones tecnológicas que dibuja el encendido digital, la gestión y explotación de la TDT plantea importantes desafíos a las operadoras. Entre ellos destaca el reto de programar contenidos que aseguren una correcta alfabetización de los menores y su protección frente a la violencia o comportamientos sociales nocivos. Un equipo de investigadores de la Universidad Rey Juan Carlos hemos realizado el seguimiento de los contenidos televisivos en horario de especial protección infantil, con la referencia del Código de Autorregulación sobre Contenidos Televisivos e Infancia firmado por las principales cadenas de ámbito nacional y autonómicas en España que operan en España. Los resultados de este estudio cuantitativo y cualitativo, que comprende la totalidad de los programas de TVE 1, Antena 3, Cuatro, Tele5, La Sexta y Telemadrid emitidos en esa franja horaria entre septiembre y diciembre de 2008 y julio y septiembre de 2009, nos han permitido elaborar un diagnóstico del grado de seguimiento e incumplimientos del citado Código.

Professional services contract manager development and certification strategy : spr 696 : final report.

Science.gov (United States)

2013-02-27

SCDOT hires many consultants to provide professional services in support of its planning, design, construction and : maintenance projects. SCDOT personnel responsible for procuring and administering these professional service : contracts, especially ...

49 CFR 25.500 - Employment.

Science.gov (United States)

2010-10-01

... to: (1) Recruitment, advertising, and the process of application for employment; (2) Hiring... pregnancy, termination of pregnancy, leave for persons of either sex to care for children or dependents, or...

77 FR 70206 - Eastside Community Rail, LLC; Acquisition and Operation Exemption; GNP RLY, Inc.

Science.gov (United States)

2012-11-23

... and Snohomish Counties, Wash.\\2\\ \\1\\ Those rights encompass all of GNP's assets and operating..., 20091218001539, 20091218001540 and King County AF 200912201438 and 20091220439; and all car hire agreements and...

Institutional Structure and International Competitiveness Relationship in Developed Countries

Directory of Open Access Journals (Sweden)

Aynur Yıldırım

2016-06-01

Full Text Available This study analyzes the effects of institutional structure on the international competitiveness of developed countries econometrically by employing a “Panel Data Analysis” with a sample of 21 developed countries and 23 institutional variables for the period 2000-2011. The results of the analysis indicate that while judicial independence, protection of intellectual property rights, integrity of the juridical system, marginal tax, political freedoms, black market exchange rate, restrictions on foreign investment, private sector’s share in the banking system, hiring-minimum wage, and hiring-dismissal have a positive effect; the nature of legal arrangements, government spending, transfers and subsidies, civil liberties, tariffs, regulations regarding trade barriers, collective bargaining, and military tutelage have a negative effect on the international competitiveness of developed countries.

Optical Multidimensional Switching for Data Center Networks

DEFF Research Database (Denmark)

Kamchevska, Valerija

2017-01-01

. Software controlled switching using an on-chip integrated fiber switch is demonstrated and enabling of additional network functionalities such as multicast and optical grooming is experimentally confirmed. Altogether this work demonstrates the potential of optical switching technologies...... for the purpose of deploying optical switching within the network. First, the Hi-Ring data center architecture is proposed. It is based on optical multidimensional switching nodes that provide switching in hierarchically layered space, wavelength and time domain. The performance of the Hi-Ring architecture...... is evaluated experimentally and successful switching of both high capacity wavelength connections and time-shared subwavelengthconnections is demonstrated. Error-free performance is also achieved when transmitting 7 Tbit/s using multicore fiber, confirming the ability to scale the network. Moreover...

How to create high-performing teams.

Science.gov (United States)

Lam, Samuel M

2010-02-01

This article is intended to discuss inspirational aspects on how to lead a high-performance team. Cogent topics discussed include how to hire staff through methods of "topgrading" with reference to Geoff Smart and "getting the right people on the bus" referencing Jim Collins' work. In addition, once the staff is hired, this article covers how to separate the "eagles from the ducks" and how to inspire one's staff by creating the right culture with suggestions for further reading by Don Miguel Ruiz (The four agreements) and John Maxwell (21 Irrefutable laws of leadership). In addition, Simon Sinek's concept of "Start with Why" is elaborated to help a leader know what the core element should be with any superior culture. Thieme Medical Publishers.

Negative stereotyping of older nurses despite contact and mere exposure: the case of nursing recruiters in Western australia.

Science.gov (United States)

Gringart, Eyal; Jones, Bronwyn; Helmes, Edward; Jansz, Janis; Monterosso, Leanne; Edwards, Mary

2012-01-01

Ageist attitudes have been identified across different industries. The nursing profession has a high proportion of older workers. As this facilitates regular contact with, as well as exposure to, older nurses, it may be expected to show less ageism. This study investigated 163 Western Australian nursing recruiters' attitudes toward older nurses. Results showed clear evidence of both negative and positive stereotyping of older nurses. Nursing recruiters indicated that they would be more than likely to hire older nurses and that age was less relevant in making hiring decisions. These findings suggest that enhancing the employability of older workers does not necessarily change ageist attitudes. This is relevant to policy formulation, attitude change interventions, and the well-being of older workers.

Hierarchical rank and women's organizational mobility: glass ceilings in corporate law firms.

Science.gov (United States)

Gorman, Elizabeth H; Kmec, Julie A

2009-03-01

This article revives the debate over whether women's upward mobility prospects decline as they climb organizational hierarchies. Although this proposition is a core element of the "glass ceiling" metaphor, it has failed to gain strong support in previous research. The article establishes a firm theoretical foundation for expecting an increasing female disadvantage, with an eye toward defining the scope conditions and extending the model to upper-level external hires. The approach is illustrated in an empirical setting that meets the proposed scope conditions: corporate law firms in the United States. Results confirm that in this setting, the female mobility disadvantage is greater at higher organizational levels in the case of internal promotions, but not in the case of external hires.

Age Bias in Selection Decisions: The Role of Facial Appearance and Fitness Impressions

Directory of Open Access Journals (Sweden)

Michèle C. Kaufmann

2017-12-01

Full Text Available This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label with either younger or older facial age appearance (as indicated by a photograph. In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office.

The Disabled: Ready, Willing and Able.

Science.gov (United States)

Geber, Beverly

1990-01-01

Discusses the Americans with Disabilities Act, which bans discrimination against the disabled by private-sector employers. Describes the hiring practices and experiences of several companies that have employed disabled people. (JOW)

Boom time for scientists: with tens of millions of dollars coming in every year, science researchers across Ottawa are enjoying a new sense of optimism

CERN Multimedia

Spears, T

2002-01-01

A combination of fresh government and industry money and a sense of optimism have stimulated hiring, new construction and an aura of aggressive expansion in Ottowa's science research facilities (1 page).

Employee Information Management System (EIMS)

Data.gov (United States)

US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

Socio-economic Survey of Commercial Fishing Crew in the Northeast

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — The Northeast Fisheries Science Center's Social Sciences Branch (SSB) completed a survey of crew, including hired captains, participating in commercial fisheries in...

Survey of Participants in the Gulf of Mexico Grouper-Tilefish Individual Fishing Quota Program

Data.gov (United States)

National Oceanic and Atmospheric Administration, Department of Commerce — Data includes qualitative responses regarding participant satisfaction with the IFQ, changes in fishing operations due to IFQ, hiring crew, and availability of...

41 CFR 60-300.5 - Equal opportunity clause.

Science.gov (United States)

2010-07-01

... hiring of any particular job applicants or from any particular group of job applicants, and nothing... Puerto Rico, Guam, the Virgin Islands, American Samoa, the Commonwealth of the Northern Mariana Islands...

MTB-USDH Compensation Tracking System (MTB-CTS)

Data.gov (United States)

US Agency for International Development — MTB-USDH Compensation Tracking System: is the USDH Compensation Tracking System (MTB-CTS) to assist managers in monitoring their payroll costs for U.S. direct hires....

The Fine Art of Faculty Recruitment.

Science.gov (United States)

Ross, Ronald D.

1981-01-01

Presents step-by-step guidelines to the administrator for hiring a college music teacher, from the determination of a vacancy, through advertising and screening, to the employment interview and salary negotiation. (SJL)

Building and Retaining Human Capital Through the Assignment Process

National Research Council Canada - National Science Library

Bruce, Prince

2002-01-01

...). The active involvement of the HR department in partnership with the hiring unit in the decision process contributed to achieving broader organizational and individual focused criteria and other indices of decision effectiveness.

Entry on Duty System

Data.gov (United States)

US Agency for International Development — EODS (CareerLauncher) is an online system managed by Treasury that services newly hired federal employees before they begin their employment at a federal site. EODS...

77 FR 42548 - Privacy Act of 1974; Department of Transportation, Federal Motor Carrier Safety Administration...

Science.gov (United States)

2012-07-19

... motor carrier business models which may include the use of industry service providers to directly hire... in secure facilities. Electronic records may be stored on magnetic disc, tape, digital media, and CD...

47 CFR 1.20002 - Definitions.

Science.gov (United States)

2010-10-01

... term appropriate legal authorization means: (1) A court order signed by a judge or magistrate... communications as a common carrier for hire; (2) A person or entity engaged in providing commercial mobile...

How stereotypes impair women's careers in science.

Science.gov (United States)

Reuben, Ernesto; Sapienza, Paola; Zingales, Luigi

2014-03-25

Women outnumber men in undergraduate enrollments, but they are much less likely than men to major in mathematics or science or to choose a profession in these fields. This outcome often is attributed to the effects of negative sex-based stereotypes. We studied the effect of such stereotypes in an experimental market, where subjects were hired to perform an arithmetic task that, on average, both genders perform equally well. We find that without any information other than a candidate's appearance (which makes sex clear), both male and female subjects are twice more likely to hire a man than a woman. The discrimination survives if performance on the arithmetic task is self-reported, because men tend to boast about their performance, whereas women generally underreport it. The discrimination is reduced, but not eliminated, by providing full information about previous performance on the task. By using the Implicit Association Test, we show that implicit stereotypes are responsible for the initial average bias in sex-related beliefs and for a bias in updating expectations when performance information is self-reported. That is, employers biased against women are less likely to take into account the fact that men, on average, boast more than women about their future performance, leading to suboptimal hiring choices that remain biased in favor of men.

Social and Economic Consequences of Informal Labor and Ways to Reduce It

Directory of Open Access Journals (Sweden)

Inna V. Donova

2017-06-01

Full Text Available The purpose of the article is to analyse the consequences of informal employment for the Russian labor market. The author approaches informal employment from the legalism perspective. While distinguishing between formal and informal employment, the author relies on the contract criterion, i.e. presence or absence of formally established labor relations. The reasons for the existence and reproduction of informal employment relations in the Russian labor market are imperfect institutions of regulation and a complex of economic and social factors. The consequences of informal hiring for participants of the employment relationship are different. In the article are considered the positive and negative consequences of informal hiring for employees, employers and the state. It is shown that the problem of informal hiring is multilayered, not reducible only to imperfect labor market regulation institutions and requires adequate complexity of approaches. The ways to reduce the level of informality on the Russian labor market: the stimulation of an increase in the number of formal jobs and the legalization of business, especially in the smallest and micro-business; refusal of attempts of violent and excessive formalization of employment; improvement of the quality of regulation of the social and labor conditions and business climate. Special attention should be paid to estimation the balance of benefits and losses associated with informality for all participants of social and labor relations.

76 FR 19187 - City of Davenport, Iowa-Construction and Operation Exemption-in Scott County, Iowa

Science.gov (United States)

2011-04-06

... the Eastern Iowa Industrial Center, an industrial park, with rail access. The City will hire an... design and in the rail alignment, OEA, the FHWA, the Iowa Department of Transportation, and the City...

7 CFR 1944.520 - Ineligible activities.

Science.gov (United States)

2010-01-01

... financial support which would be available from any other source. (3) Duplication of current services in conflict with the requirements of § 1944.514(c). (4) Hiring personnel to perform construction. (5) Buying...

IDRC and BetterEvaluation launch an interactive guide to manage ...

International Development Research Centre (IDRC) Digital Library (Canada)

2016-10-21

Oct 21, 2016 ... ... evaluations, this guide is intended for program and project managers. ... used to hire evaluators, and guide the management of the evaluation. ... Strategic Evaluation on Communicating Research for Influence: Part I.