WorldWideScience

Sample records for staff commit misconduct

  1. Predictors of organizational commitment among staff in assisted living.

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2005-04-01

    This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization. Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment. Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.

  2. Predictors of Organizational Commitment among Staff in Assisted Living

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2005-01-01

    Purpose: This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Design and Methods: Data were collected…

  3. Dealing with professional misconduct by colleagues in home care: a survey among nursing staff.

    NARCIS (Netherlands)

    Maurits, E.E.M.; Veer, A.J.E. de; Groenewegen, P.P.; Francke, A.L.

    2016-01-01

    Background<\\strong> Professional misconduct in healthcare, a (generally) lasting situation in which patients are at risk or actually harmed, can jeopardise the health and well-being of patients and the quality of teamwork. Two types of professional misconduct can be distinguished: misconduct

  4. Dealing with professional misconduct by colleagues in home care : A nationwide survey among nursing staff

    NARCIS (Netherlands)

    Maurits, Erica E M; de Veer, Anke J E; Groenewegen, Peter P.; Francke, Anneke L.

    2016-01-01

    Background: Professional misconduct in healthcare, a (generally) lasting situation in which patients are at risk or actually harmed, can jeopardise the health and well-being of patients and the quality of teamwork. Two types of professional misconduct can be distinguished: misconduct associated with

  5. Delegation and Staff Commitment in the School of Finance and ...

    African Journals Online (AJOL)

    The purpose of the study was to investigate the relationship between Delegation of Authority and Staff Commitment in the School of Finance and Banking in Kigali Rwanda. A cross-sectional survey design was used with the target sample size of 97 out of 130 parent population. The total number of questionnaires that were ...

  6. Do PCL-R scores from state or defense experts best predict future misconduct among civilly committed sex offenders?

    Science.gov (United States)

    Boccaccini, Marcus T; Turner, Darrel B; Murrie, Daniel C; Rufino, Katrina A

    2012-06-01

    In a recent study of sex offender civil commitment proceedings, Murrie et al. (Psychol Public Policy Law 15:19-53, 2009) found that state-retained experts consistently assigned higher PCL-R total scores than defense-retained experts for the same offenders (Cohen's d > .83). This finding raises an important question about the validity of these discrepant scores: Which type of score, state or defense evaluator, provides the most useful information about risk? We examined the ability of PCL-R total scores from state and defense evaluators to predict future misconduct among civilly committed sex offenders (N = 38). For comparison, we also examined predictive validity when two state experts evaluated the same offender (N = 32). Agreement between evaluators was low for cases with opposing experts (ICCA,1 = .43 to .52) and for cases with two state experts (ICCA,1 = .40). Nevertheless, scores from state and defense experts demonstrated similar levels of predictive validity (AUC values in the .70 range), although scores from different types of state evaluators (corrections-contracted vs. prosecution-retained) did not. The finding of mean differences between opposing evaluator scores, but similar levels of predictive validity, suggests that scores from opposing experts in SVP cases may need to be interpreted differently depending on who assigned them. Findings have important implications for understanding how rater disagreement may relate to predictive validity.

  7. Staff Utilization and Commitment in Borno State Colleges of Education, Nigeria

    Science.gov (United States)

    Fika, Ibrahim Baba; Ibi, Mustapha Baba; Abdulrahman, Aishatu

    2016-01-01

    The study determines the relationship between staff utilization and staff commitment in Borno State Colleges of Education, Nigeria. The objectives of the study were to determine: the level of staff utilization in Borno State Colleges of Education, the level of staff commitment in Borno State Colleges of Education and the relationship between staff…

  8. Is nurse managers' leadership style related to Japanese staff nurses' affective commitment to their hospital?

    Science.gov (United States)

    Kodama, Yoshimi; Fukahori, Hiroki; Sato, Kana; Nishida, Tomoko

    2016-10-01

    To determine if nurse managers' leadership style is related to Japanese staff nurses' affective commitment to their hospital. In Western countries, nurse managers' transformational leadership style has been found to increase staff nurses' affective commitment to their hospital. However, there are few studies examining this relationship in the context of acute care hospitals in Japan. Staff nurses completed measures of their nurse managers' perceived leadership style and factors related to their own affective commitment. The association between affective commitment and perception of leadership style was assessed with multiple logistic regression. Of 736 questionnaires distributed, 579 (78.9%) were returned, and data from 396 (53.8%) fully completed questionnaires were analysed. The intellectual stimulation aspect of transformational leadership positively increased staff nurses' affective commitment (odds ratio: 2.23). Nurse managers' transactional and laissez-faire leadership styles were not related to affective commitment among staff nurses. The intellectual stimulation aspect of transformational leadership may increase the retention of staff nurses through enhanced affective commitment. To increase staff nurses' affective commitment to their hospital, we suggest that hospital administrators equip nurse managers with intellectual stimulation skills. © 2016 John Wiley & Sons Ltd.

  9. Elections for staff representatives – Join, commit and vote!

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Council is a statutory body representing collectively in the area of employment conditions all CERN staff members (MPE and MPA), as well as the pensioners, former Cernois. The Staff Council is the supreme representative body of the CERN staff and pensioners, which defines the main lines of the policy of the Staff Association. The Staff Council is composed of staff representatives (45 seats to represent staff members, and 5 for representing fellows and associate members), as well as delegates for pensioners (seven positions), designated by GAC-EPA. Every two years, the Council is renewed through elections. Concerning the 45 delegates representing staff members, all departments have a least two seats allocated, one in career paths AA to D and one in career paths E to H. This guarantees a fair distribution of seats among the various organizational units and career paths. The table below, shows the exact number of delegates per department and career paths. Staff members or fellows who want to participa...

  10. 75 FR 4566 - Findings of Misconduct in Science

    Science.gov (United States)

    2010-01-28

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Misconduct in Science... of HHS, issued a final notice of debarment based on the misconduct in science findings of the Office..., School of Nursing, TSU, committed misconduct in science and research misconduct in research supported by...

  11. Administrative, Faculty, and Staff Perceptions of Organizational Climate and Commitment in Christian Higher Education

    Science.gov (United States)

    Thomas, John Charles

    2008-01-01

    Findings of 957 surveyed employees from four evangelical higher education institutions found a negative correlation for climate and commitment and staff members. Administrators were found to have a more favorable view of their institutional climate than staff. Employee age, tenure, and classification had predictive value for organizational…

  12. Factors associated with the goal commitment of radiography departments' staff in organizational change

    International Nuclear Information System (INIS)

    Groenroos, Eija; Pajukari, Arja; Matinheikki-Kokko, Kaija

    2009-01-01

    Purpose: The aim of the study is to examine factors associated with the goal commitment of radiography departments' staff. The associations studied are (1) organizational change, (2) work-related factors, (3) psychosocial work environment, and (4) intention to leave. Method: The follow-up study was performed between 2005 and 2007 in co-operation with 10 radiography departments of two Finnish municipalities. In 2005 the response rate was 60% (n = 97/163) and in 2007 it was 49% (n = 73/150). Results: The goal commitment had dropped during the organizational change from 3.96 in 2005 to 3.60 in 2007 (scale 1-5) (p = 0.001). Best predictors for the goal commitment of radiography departments' staff were having children (OR 4.4) and perceiving functional environment clearly (OR 2.6). Correlation between the goal commitment and intention to leave of the staff was -0.32 (p = 0.01). Conclusion: From the viewpoint of the commitment of the radiography departments' staff, the trend of uniting quite independent health care units into larger entities seems not to be beneficial. This study reveals that commitment to one's work unit is most of all a question of stability and job security. This is a fact the leadership of the radiography departments should take into account, appreciate and support to assure the tenure and productivity of their workforce.

  13. Factors associated with the goal commitment of radiography departments' staff in organizational change

    Energy Technology Data Exchange (ETDEWEB)

    Groenroos, Eija [Helsinki Metropolia University of Applied Sciences, Degree Programme in Radiography and Radiotherapy, Mannerheimintie 172, 00300 Helsinki (Finland)], E-mail: eija.gronroos@metropolia.fi; Pajukari, Arja [MHS, Hus-Roentgen, PL 809, 00029 Hus (Finland)], E-mail: arja.pajukari@hus.fi; Matinheikki-Kokko, Kaija [Helsinki Metropolia University of Applied Sciences, Mannerheimintie 172, 00300 Helsinki (Finland)

    2009-11-15

    Purpose: The aim of the study is to examine factors associated with the goal commitment of radiography departments' staff. The associations studied are (1) organizational change, (2) work-related factors, (3) psychosocial work environment, and (4) intention to leave. Method: The follow-up study was performed between 2005 and 2007 in co-operation with 10 radiography departments of two Finnish municipalities. In 2005 the response rate was 60% (n = 97/163) and in 2007 it was 49% (n = 73/150). Results: The goal commitment had dropped during the organizational change from 3.96 in 2005 to 3.60 in 2007 (scale 1-5) (p = 0.001). Best predictors for the goal commitment of radiography departments' staff were having children (OR 4.4) and perceiving functional environment clearly (OR 2.6). Correlation between the goal commitment and intention to leave of the staff was -0.32 (p = 0.01). Conclusion: From the viewpoint of the commitment of the radiography departments' staff, the trend of uniting quite independent health care units into larger entities seems not to be beneficial. This study reveals that commitment to one's work unit is most of all a question of stability and job security. This is a fact the leadership of the radiography departments should take into account, appreciate and support to assure the tenure and productivity of their workforce.

  14. Research misconduct

    International Nuclear Information System (INIS)

    Gilbert, F.J.; Denison, A.R.

    2003-01-01

    Good research practice is important to the scientific community. An awareness of what constitutes poor practice is important. Various types of research misconduct are defined in this article. The extent of research misconduct in the field of radiology has been assessed by contacting five English language radiology journals. Redundant or duplicate publication has been reported infrequently, Radiology (1), American Journal of Roentgenology (3), Clinical Radiology (3), British Journal of Radiology (2) and European Radiology (1). The issue of how the radiology community might tackle research misconduct is discussed with reference to guidance from the Medical Research Council, the Wellcome Trust and the Committee of Publication Ethics

  15. Self esteem and organizational commitment among health information management staff in tertiary care hospitals in Tehran.

    Science.gov (United States)

    Sadoughi, Farahnaz; Ebrahimi, Kamal

    2014-12-12

    Self esteem (SE) and organizational commitment (OC)? have significant impact on the quality of work life. This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran). This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen's three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests. The OC and SE of the employees' were 67.8?, out of 120 (weak) and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (Pwork experience with SE and OC. This research showed that SE and OC ?are moderate. SE and OC have strong correlation with turnover, critical thinking, job satisfaction, and individual and organizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures.

  16. Professional Ethics and Organizational Commitment Among the Education Department Staff of Tabriz University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Ali Imani

    2017-06-01

    Full Text Available Background: Concepts such as organizational commitment and employees’ and managers’ ethics provide decision-makers and policy makers with potentially useful information which can result in increasing organizational efficiency and effectiveness. This study aimed to explore the relationship between professional ethics and organizational commitment among the staff working in the education departments of Tabriz University of Medical Sciences. Methods: This cross-sectional study was conducted in 2015. The study population consisted of all staff working as educational experts in the education departments of Tabriz University of Medical Sciences (N = 65. Data collection instruments used in this study were two standard questionnaires on professional ethics and organizational commitment. SPSS software version 21 was used to analyze the data. Results: According to the results, mean scores obtained for professional ethics and organizational commitment were (91.57± 9.13 (95% CI, 89.23-93.91 and (64.89 ± 10.37 (95% CI, 62.2367.54, respectively. A significant relationship was observed between professional ethics and organizational commitment among the educational experts working in Tabriz University of Medical Sciences (correlation coefficient = 0.405 (P = 0.001 (at 95% confidence level. Furthermore, there was a significant relationship between professional ethics and work experience (P = 0.043. The highest level of professional ethics observed was associated with those participants having a work experience of ranging from 6 to 10 years. Individuals with fulltime employment scored the highest in organizational commitment. Conclusion: Educational experts possessed a high level of professional ethics. The finding provides the grounds for promoting organizational commitment, which will lead to higher levels of organizational effectiveness.

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

    Directory of Open Access Journals (Sweden)

    Yuda Ayu Timorita

    2017-12-01

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

  18. Improving the scientific misconduct hearing process.

    Science.gov (United States)

    Parrish, D M

    The overturning and withdrawal of several of the Office of Research Integrity's (ORI's) findings of scientific misconduct have called its role into question. The contested findings of scientific misconduct that have been tried before the hearing body have been based on lengthy and expensive ORI investigations. How could ORI have failed to prove its findings of scientific misconduct after the commitment of substantial resources that far exceed those devoted during institutional investigations? One reason may be that the current hearing process makes it difficult or impossible for ORI, institutions, or individuals to prove scientific misconduct. The hearing process has been criticized by discouraged whistleblowers who believe that their allegations of scientific misconduct should have been upheld, and by the accused for the expensive and protracted nature of the proceedings. The following article examines problems in the scientific misconduct hearing process and suggests that the process could be improved by letting administrative law judges, patent attorneys, and a scientific majority decide these cases.

  19. Leadership style and organisational commitment among nursing staff in Saudi Arabia.

    Science.gov (United States)

    Al-Yami, Mansour; Galdas, Paul; Watson, Roger

    2018-03-23

    To examine how nurse managers' leadership styles, and nurses' organisational commitment in Saudi Arabia relate. Effective leadership is influential in staff retention; however, recruiting and maintaining nurses is an increasing problem in Saudi Arabia. Using a survey design, the Multifactor Leadership Questionnaire and the Organisational Commitment Questionnaire were distributed to a sample of 219 nurses and nurse managers from two hospitals in Saudi Arabia. Transformational leadership was the most dominant leadership style. After controlling for the influence of manager/staff status, nationality and hospitals, transformational leadership was the strongest contributor to organisational commitment. Perceptions of both transformational and transactional leadership styles, increased with age for nurse managers and nursing staff. Introducing the Full Range of Leadership model to the Saudi nursing workforce could help to prepare Saudi nurses for positions as nurse managers and leaders. The study provides insight into the type of leadership that is best suited to the dynamic and changing health care system in Saudi Arabia. It is possible that transformational leaders could influence and induce positive changes in nursing. © 2018 The Authors. Journal of Nursing Management Published by John Wiley & Sons Ltd.

  20. 45 CFR 689.5 - Initial NSF handling of misconduct matters.

    Science.gov (United States)

    2010-10-01

    ... regulation. (c) If OIG determines that alleged research misconduct involves potential civil or criminal... FOUNDATION RESEARCH MISCONDUCT § 689.5 Initial NSF handling of misconduct matters. (a) NSF staff who learn of... awardee institution of the alleged research misconduct and encourage it to undertake an inquiry; (2) Defer...

  1. Effectiveness of Acceptance and Commitment Therapy on Anxiety and Depression of Razi Psychiatric Center Staff

    Directory of Open Access Journals (Sweden)

    Mostafa Heydari

    2018-02-01

    Full Text Available AIM: Considering the key role of human resources as the main operator of organisations, the present research aimed to determine the effectiveness of acceptance and commitment therapy for anxiety and depression of Razi Psychiatric Center staff. MATERIALS AND METHODS: This research follows a quasi-experimental type with pre-test, post-test plans, and control group. Accordingly, 30 people were selected through volunteered sampling among Razi Psychiatric Center staff. Then, they were randomly placed into two groups of 15 (experimental and control and evaluated using research tools. Research tools consisted of Beck Anxiety and Depression Inventories whose reliability and validity have been confirmed in several studies. Research data were analysed using the analysis of covariance (ANCOVA. Results: The statistical analysis confirmed the difference in the components of anxiety and depression in the experimental group, which had received acceptance and commitment therapy compared to the group that had not received any therapy in this regard (control group (p < 0.05. CONCLUSION: Acceptance and commitment therapy reduces anxiety and depression.

  2. Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.

    Science.gov (United States)

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

    2015-09-07

    It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

  3. Determinants of staff commitment to hip protectors in long-term care: A cross-sectional survey.

    Science.gov (United States)

    Korall, Alexandra M B; Loughin, Thomas M; Feldman, Fabio; Cameron, Ian D; Leung, Pet Ming; Sims-Gould, Joanie; Godin, Judith; Robinovitch, Stephen N

    2018-03-17

    If worn, certain models of hip protectors are highly effective at preventing hip fractures from falls in residents of long-term care, but modest acceptance and adherence have limited the effectiveness of hip protectors. Residents of long-term care are more likely to accept the initial offer of hip protectors and to adhere to recommendations concerning the use of hip protectors when staff are committed to supporting the application of hip protectors. Yet, we know very little about the nature of and factors associated with staff commitment to hip protectors in long-term care. To identify factors associated with staff commitment to hip protectors in long-term care. A cross-sectional survey. Thirteen long-term care homes (total beds = 1816) from a single regional health district in British Columbia, Canada. A convenience sample of 535 paid staff who worked most of their time (>50% of work hours) at a participating long-term care home, for at least one month, and for at least 8 h per week. We excluded six (1.1%) respondents who were unaware of hip protectors. Of the remaining 529 respondents, 90% were female and 55% were health care assistants. Respondents completed the Commitment to Hip Protectors Index to indicate their commitment to hip protectors. We used Bayesian Model Averaging logistic regression to model staff commitment as a function of personal variables, experiences with hip protectors, intraorganizational communication and influence, and organizational context. Staff commitment was negatively related to organizational tenure >20 years (posterior probability = 97%; logistic regression coefficient = -0.28; 95% confidence interval = -0.48, -0.08), and awareness of a padded hip fracture (100%; -0.57; -0.69, -0.44). Staff commitment was positively related to the existence of a champion of hip protectors within the home (100%; 0.24; 0.17, 0.31), perceived quality of intraorganizational communication (100%; 0.04; 0.02, 0.05), extent of mutual

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

    Directory of Open Access Journals (Sweden)

    2015-07-01

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

  5. Happiness, work engagement and organisational commitment of support staff at a tertiary education institution in South Africa

    Directory of Open Access Journals (Sweden)

    Lyndsay K. Field

    2011-09-01

    Research purpose: The purpose of the research was to determine the relationship between happiness, work engagement and organisational commitment and to determine whether happiness and work engagement hold predictive value for the organisational commitment of support staff. Motivation for the study: This study aims to enable the identification of a link between happiness, work engagement and organisational commitment and to identify a predictive value of the model. Research design, approach and method: The researchers used a cross-sectional survey design. They used a sample of 123 (N = 123 support staff members from a tertiary education institution in South Africa. The researchers used four demographic questionnaires for the research. These were the ‘Satisfaction with Life Scale’ (SWLS, the ‘Well-Being Questionnaire’ (WBQ, the ‘Utrecht Work Engagement Scale’ (UWES and the ‘Organisational Commitment Questionnaire’ (OCQ. Main findings: The researchers found a significant positive relationship between affective organisational commitment and work engagement, as well as between affective organisational commitment and happiness (as the SWLS and WBQ measure. They found a significant positive relationship between work engagement and happiness. Finally, the results showed that happiness and work engagement have predictive value for affective organisational commitment. Practical/managerial implications: Happiness and work engagement have predictive value for affective organisational commitment. Therefore, institutions should carefully tailor any implementation programme or initiative to address this relationship. Contribution/value-add: The findings will benefit both managers and workers. Institutions should consider evaluating the levels of happiness and work engagement of their support staff to address the issue of the organisational commitment of their employees.

  6. The Perceptions and Expectations Toward the Social Responsibility of Hospitals and Organizational Commitment of Nursing Staff.

    Science.gov (United States)

    Hsieh, Sheng-Che; Chiu, Herng-Chia; Hsieh, Ya-Hui; Ho, Pei-Shen; Chen, Li-Chin; Chang, Wei-Chou

    2016-09-01

    The labor rights of medical workers in hospitals in Taiwan have been a key issue of discussion and controversy in recent years. Generally, poor work conditions and manpower shortages in hospitals have resulted in a vicious circle of severely overworked medical and healthcare staff and chronically low staffing and retention rates. This study employed corporate social responsibility as the conceptual framework of the social responsibility of hospitals to examine the perceptions and expectations of nurses toward the social responsibility practices of the hospital where they serve and to explore the relationship between these perceptions and organizational commitment (OC). The participants were all nurses who were employed by one medical group in southern Taiwan. Two hundred forty anonymous questionnaires, which included scales that were designed to measure the social responsibility of hospitals and OC, were distributed. Two hundred twenty-seven valid questionnaires were returned. Exploratory factor analysis was used to validate the dimension of the social responsibility of hospitals, and hierarchical multiregression analyses were used to verify the relationship between the perceptions of nurses with regard to the social responsibility practices of the hospital where nurses serve and OC. There were considerable differences between participants' perceptions and expectations toward the social responsibility of hospitals. The nurses with high perceptions toward the social responsibility practices of the hospital where they serve tended to have relatively high OC. Senior nurses who had high perceptions of the legal and rational, ethical, and economic dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong affective commitment. Nurses in junior positions who had high perceptions of the practices of ethical responsibilities exhibited relatively strong continuance commitment. Senior nurses who had high perceptions of the

  7. Organisational Communication and Its Relationships with Job Satisfaction and Organisational Commitment of Primary School Staff in Western Australia

    Science.gov (United States)

    De Nobile, John

    2017-01-01

    The aim of this study was to investigate the relationships between aspects of organisational communication and dimensions of job satisfaction and general organisational commitment. Participants were 358 staff members from 35 government primary schools in the state of Western Australia, who completed a survey comprising the Organisational…

  8. Relationship between staff-reported culture change and occupancy rate and organizational commitment among nursing homes in South Korea.

    Science.gov (United States)

    Lee, Minhong; Choi, Jae-Sung; Lim, Jinseop; Kim, Young Sun

    2013-04-01

    This study aims to examine culture change in nursing homes in South Korea and to identify the outcomes of culture change implementation. Data were taken from survey responses from 223 top- or mid-level staff among nursing homes in South Korea that were selected through a proportionate random-stratified sampling method from four regions nationwide. Culture change in nursing homes was operationalized by five person-directed care (PDC) constructs and three organizational environment constructs, and outcome quality was indicated by changes to occupancy rate and organizational commitment. After controlling for facility characteristics, the effect of staff-reported culture change on occupancy rate and organizational commitment was analyzed through the multiple-regression method. Consistent with previous research, this study revealed positive effects of culture change for nursing homes in South Korea. The study found that staff-reported culture change correlated with occupancy rate and organizational commitment. Given that culture change variables were significantly related to occupancy rate and organizational commitment, the findings of the study provide a persuasive argument that policies and/or programs to support culture change in nursing homes should be enhanced. Management-level workers in these facilities should have the skills and knowledge to foster more PDC and a more person-directed environment.

  9. A RESEARCH ON THE DETERMINATIONS OF THE ORGANIZATIONAL COMMITMENT AND BUSINESS ESTIMATION OF THE MARKETING STAFF ACCORDING TO THEIR SOCIO-CULTURAL POSITIONS

    OpenAIRE

    Nevzat Demir

    2017-01-01

    This study includes a research on organizational culture, job satisfaction and organizational commitment of the marketing staff, made in an enterprise. The study ascertained the fact that there are meaningful relations among the marketing staff between organizational culture, job satisfaction and organizational commitment. It is precipitated that the findings pertaining to the job satisfaction and organizational commitment are in a characteristic supporting the common opinions in the literatu...

  10. Chief officer misconduct in policing: an exploratory study

    OpenAIRE

    Hales, Gavin; May, Tiggey; Belur, J.; Hough, Mike

    2015-01-01

    Key findings\\ud This study has examined cases of alleged misconduct involving chief police officers and staff.\\ud The aim was to describe the nature of cases that have come to light, examine the perceived\\ud pathways that led to misconduct, and suggest ways of mitigating the risks of misconduct. The\\ud study is based on interviews with key stakeholders and with investigating officers in chief\\ud officer misconduct cases since April 2008. These cases involved only a small minority of chief\\ud ...

  11. The impact of bullying on health care administration staff: reduced commitment beyond the influences of negative affectivity.

    Science.gov (United States)

    Rodwell, John; Demir, Defne; Parris, Melissa; Steane, Peter; Noblet, Andrew

    2012-01-01

    Investigations of workplace bullying in health care settings have tended to focus on nurses or other clinical staff. However, the organizational and power structures enabling bullying in health care are present for all employees, including administrative staff. : The purpose of this study was to specifically focus on health care administration staff and examine the prevalence and consequences of workplace bullying in this occupational group. A cross-sectional study was conducted based on questionnaire data from health care administration staff who work across facilities within a medium to large health care organization in Australia. The questionnaire included measures of bullying, negative affectivity (NA), job satisfaction, organizational commitment, well-being, and psychological distress. The three hypotheses of the study were that (a) workplace bullying will be linked to negative employee outcomes, (b) individual differences on demographic factors will have an impact on these outcomes, and (c) individual differences in NA will be a significant covariate in the analyses. The hypotheses were tested using t tests and analyses of covariances. A total of 150 health care administration staff completed the questionnaire (76% response rate). Significant main effects were found for workplace bullying, with lower organizational commitment and well-being with the effect on commitment remaining over and above NA. Main effects were found for age on job satisfaction and for employment type on psychological distress. A significant interaction between bullying and employment type for psychological distress was also observed. Negative affectivity was a significant covariate for all analyses of covariance. The applications of these results include the need to consider the occupations receiving attention in health care to include administration employees, that bullying is present across health care occupations, and that some employees, particularly part-time staff, may need to be

  12. TOURISM IN HEALTH PROMOTION – A STRATEGY IN STRESS MANAGEMENT AND ORGANIZATIONAL COMMITMENT OF UNIVERSITY ACADEMIC STAFF

    OpenAIRE

    Lawal Yazid Ibrahim

    2016-01-01

    Despite the growth of leisure travel and stress coping research based analysis of leisure and tourism, stress coping have been performed rarely. The purpose of the present study is to examine how University staffs cope with stress through participation in leisure and tourism activities, and how work related stress affect their organizational commitment using data collected from a focus group interview approach and a self-developed questionnaire consisting of 25 items design to elicit informat...

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

    Science.gov (United States)

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

    2011-01-01

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

  14. Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

    Science.gov (United States)

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu

    2015-04-01

    To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.

  15. What is scientific misconduct?

    DEFF Research Database (Denmark)

    Hansen, Vagn Lundsgaard

    2006-01-01

    Selected examples from history are discussed to illustrate the many difficulties in judging scientific behavior. Scientific misconduct is not an a priori given concept but must first be defined. The definitions of scientific misconduct used in the USA and in Denmark are discussed as examples....

  16. A Quantitative Study on Organisational Commitment and Communication Satisfaction of Professional Staff at a Master's Institution in the United States

    Science.gov (United States)

    Bray, Nathaniel J.; Williams, Laine

    2017-01-01

    This study examined communication satisfaction and organisational commitment for professional staff at an American Master's institution using two quantitative surveys: Downs and Hazen's Communication Satisfaction Questionnaire and Meyer and Allen's TCM Employee Commitment Survey. One hundred and sixty-eight full-time and part-time staff…

  17. Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses.

    Science.gov (United States)

    Weng, Rhay-Hung; Huang, Ching-Yuan; Tsai, Wen-Chen; Chang, Li-Yu; Lin, Syr-En; Lee, Mei-Ying

    2010-08-16

    Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on job satisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the job satisfaction and organizational commitment of new nurses in Taiwan's hospitals. We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions. Results revealed that career development and role modeling functions have positive effects on the job satisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes. It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the job satisfaction and organizational commitment of new nurses.

  18. Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses

    Directory of Open Access Journals (Sweden)

    Weng Rhay-Hung

    2010-08-01

    Full Text Available Abstract Background Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on job satisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the job satisfaction and organizational commitment of new nurses in Taiwan's hospitals. Methods We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions. Results Results revealed that career development and role modeling functions have positive effects on the job satisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes. Conclusion It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the job satisfaction and organizational commitment of new nurses.

  19. Financial costs and personal consequences of research misconduct resulting in retracted publications.

    Science.gov (United States)

    Stern, Andrew M; Casadevall, Arturo; Steen, R Grant; Fang, Ferric C

    2014-08-14

    The number of retracted scientific articles has been increasing. Most retractions are associated with research misconduct, entailing financial costs to funding sources and damage to the careers of those committing misconduct. We sought to calculate the magnitude of these effects. Data relating to retracted manuscripts and authors found by the Office of Research Integrity (ORI) to have committed misconduct were reviewed from public databases. Attributable costs of retracted manuscripts, and publication output and funding of researchers found to have committed misconduct were determined. We found that papers retracted due to misconduct accounted for approximately $58 million in direct funding by the NIH between 1992 and 2012, less than 1% of the NIH budget over this period. Each of these articles accounted for a mean of $392,582 in direct costs (SD $423,256). Researchers experienced a median 91.8% decrease in publication output and large declines in funding after censure by the ORI. Copyright © 2014, Stern et al.

  20. Pedagogical Staff in Children's Day Care Centres in Germany--Links between Working Conditions, Job Satisfaction, Commitment and Work-Related Stress

    Science.gov (United States)

    Schreyer, Inge; Krause, Martin

    2016-01-01

    This article investigates links between staff working conditions in children's day care centres ("Kindertageseinrichtungen"--known as "Kitas" in Germany), job satisfaction, commitment and perceived stress at work. Data are based on the nationwide, representative questionnaire survey AQUA ("Arbeitsplatz und Qualität in…

  1. Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

    Science.gov (United States)

    Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

    2012-06-01

    To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

  2. Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

    Directory of Open Access Journals (Sweden)

    Nahid Hatam

    2016-04-01

    Full Text Available Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02. Family-work conflict was significantly higher in married participants (P=0.001. Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001. Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001. An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001. Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever.

  3. Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals.

    Science.gov (United States)

    Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

    2016-04-01

    High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals' turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Thus, regarding the prominent and preventative role of organizational commitment in employees' desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people's organizational commitment must be considered by health system managers more than ever.

  4. Workplace Spirituality as a Determinant of Organizational Commitment amongst Academic Staff in the Private and Public Universities in Kenya

    OpenAIRE

    Lawrence Wainaina; Mike Iravo; Anthony Waititu

    2014-01-01

    This study focused on workplace spirituality an intrinsic factor as a determinant of organizational commitment although most recent studies on organizational commitment have focused mostly on the extrinsic rewards such remuneration, training opportunities, promotion and other tangible monetary benefits as predictors of organizational commitment. Employees are viewed as one of the most important assets for most organizations, in particular servicebased organizations like universities because o...

  5. Disciplinary responses to misconduct among female prison inmates with mental illness, substance use disorders, and co-occurring disorders.

    Science.gov (United States)

    Houser, Kimberly; Belenko, Steven

    2015-03-01

    Most female inmates have mental health, substance use, or co-occurring disorders (CODs), which can create greater difficulty adjusting to incarceration and higher rates of prison misconduct. The response of prison officials to institutional misbehaviors has important implications for female inmates' experiences while incarcerated, their likelihood of parole, and the clinical course of their condition. This article examined whether disciplinary actions are more severe for women with CODs. Data were provided by the Pennsylvania Department of Corrections for all female state prison inmates incarcerated between January 1, 2007, and July 30, 2009 (N = 2,279). The final sample of 211 women included those who had committed a minor misconduct during their incarceration. Disorder categories were created based on intake assessments, and multivariate models were estimated to determine the effect of disorder category on whether the prison imposed a severe or minor disciplinary response to the misconduct. The odds of receiving severe disciplinary responses to minor misconduct was significantly greater for women with CODs than those with the singular disorders of mental illness or substance abuse disorders, or those with no disorders. Findings suggest correctional institutions are responding in a punitive manner to the symptomatic manifestations of CODs in female inmates. These findings suggest the importance of screening instruments in correctional settings that assess for the presence of dual disorders. In addition, correctional administrators must implement training protocols for correctional officers and staff on the complexity of CODs and the ability to identify behavioral and emotional symptoms associated with this vulnerable subset of the offender population. (PsycINFO Database Record (c) 2015 APA, all rights reserved).

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

    Directory of Open Access Journals (Sweden)

    Mostafa Emami

    2013-05-01

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

  7. Staff and Student Perceptions of Plagiarism and Cheating

    Science.gov (United States)

    Wilkinson, Jenny

    2009-01-01

    Cheating, plagiarism, and other forms of academic misconduct are a significant issue in higher education. In this study, the attitudes of academic staff and students in a 3 year undergraduate nursing program to various forms of academic misconduct were assessed and compared. Forty-nine percent of staff and 39% of students thought that cheating on…

  8. Relationship between Staff-Reported Culture Change and Occupancy Rate and Organizational Commitment among Nursing Homes in South Korea

    Science.gov (United States)

    Lee, Minhong; Choi, Jae-Sung; Lim, Jinseop; Kim, Young Sun

    2013-01-01

    Purpose: This study aims to examine culture change in nursing homes in South Korea and to identify the outcomes of culture change implementation. Design and Methods: Data were taken from survey responses from 223 top- or mid-level staff among nursing homes in South Korea that were selected through a proportionate random-stratified sampling method…

  9. Misconduct versus Honest Error and Scientific Disagreement

    OpenAIRE

    Resnik, David B.; Stewart, C. Neal

    2012-01-01

    Researchers sometimes mistakenly accuse their peers of misconduct. It is important to distinguish between misconduct and honest error or a difference of scientific opinion to prevent unnecessary and time-consuming misconduct proceedings, protect scientists from harm, and avoid deterring researchers from using novel methods or proposing controversial hypotheses. While it is obvious to many researchers that misconduct is different from a scientific disagreement or simply an inadvertent mistake ...

  10. Misconduct in Credence Good Markets

    OpenAIRE

    Jennifer Brown; Dylan B. Minor

    2012-01-01

    We examine misconduct in credence good markets with price taking experts. We propose a market-level model in which price-taking experts extract surplus based on the value of their firm's brand and their own skill. We test the predictions of the model using sales complaint data for exclusive and independent insurance agents. We find that exclusive insurance agents working for large branded firms are more likely to be the subject of a justified sales complaint, relative to independent experts, ...

  11. Misconduct versus honest error and scientific disagreement.

    Science.gov (United States)

    Resnik, David B; Stewart, C Neal

    2012-01-01

    Researchers sometimes mistakenly accuse their peers of misconduct. It is important to distinguish between misconduct and honest error or a difference of scientific opinion to prevent unnecessary and time-consuming misconduct proceedings, protect scientists from harm, and avoid deterring researchers from using novel methods or proposing controversial hypotheses. While it is obvious to many researchers that misconduct is different from a scientific disagreement or simply an inadvertent mistake in methods, analysis or misinterpretation of data, applying this distinction to real cases is sometimes not easy. Because the line between misconduct and honest error or a scientific dispute is often unclear, research organizations and institutions should distinguish between misconduct and honest error and scientific disagreement in their policies and practices. These distinctions should also be explained during educational sessions on the responsible conduct of research and in the mentoring process. When researchers wrongfully accuse their peers of misconduct, it is important to help them understand the distinction between misconduct and honest error and differences of scientific judgment or opinion, pinpoint the source of disagreement, and identify the relevant scientific norms. They can be encouraged to settle the dispute through collegial discussion and dialogue, rather than a misconduct allegation.

  12. 75 FR 52346 - Findings of Scientific Misconduct

    Science.gov (United States)

    2010-08-25

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Scientific Misconduct... professor of genetics and medical genetics, UW-M, engaged in scientific misconduct while her research was...: Falsified Figures 5A and 5B by reusing figures from two of her earlier published papers and falsely labeling...

  13. 10 CFR 60.11 - Deliberate misconduct.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 2 2010-01-01 2010-01-01 false Deliberate misconduct. 60.11 Section 60.11 Energy NUCLEAR REGULATORY COMMISSION (CONTINUED) DISPOSAL OF HIGH-LEVEL RADIOACTIVE WASTES IN GEOLOGIC REPOSITORIES General Provisions § 60.11 Deliberate misconduct. (a) Any licensee, applicant for a license, employee of a licensee...

  14. A Social Control Perspective on Scientific Misconduct.

    Science.gov (United States)

    Hackett, Edward J.

    1994-01-01

    Some explanations for scientific misconduct are examined, including those based on theories of individual psychopathology, anomie, and alienation. An alternative explanation, drawing on the concept of social control, is presented, and implications for research and policy are examined. (MSE)

  15. Research Misconduct and the Physical Sciences

    Energy Technology Data Exchange (ETDEWEB)

    HM Kerch; JJ Dooley

    1999-10-11

    Research misconduct includes the fabrication, falsification, and plagiarism (FFP) of concepts or ideas; some institutions have expanded this concept to include ''other serious deviations (OSD) from accepted research practice.'' An action can be evaluated as research misconduct if it involves activities unique to the practice of science and could negatively affect the scientific record. Although the number of cases of research misconduct is uncertain (formal records are kept only by the NIH and the NSF), the costs are high in integrity of the scientific record, diversions from research to investigate allegations, ruined careers of those eventually exonerated, and erosion of public confidence in science. Currently, research misconduct policies vary from institution to institution and from government agency to government agency; some have highly developed guidelines that include OSD, others have no guidelines at ail. One result has been that the federal False Claims Act has been used to pursue allegations of research misconduct and have them adjudicated in the federal court, rather than being judged by scientific peers. The federal government will soon establish a first-ever research misconduct policy that would apply to all research funded by the federal government regardless of what agency funded the research or whether the research was carried out in a government, industrial or university laboratory. Physical scientists, who up to now have only infrequently been the subject or research misconduct allegations, must none-the-less become active in the debate over research misconduct policies and how they are implemented since they will now be explicitly covered by this new federal wide policy.

  16. Scientific misconduct encountered by APAME journals: an online survey.

    Science.gov (United States)

    Looi, Lai-Meng; Wong, Li Xuan; Koh, Cing Chai

    2015-12-01

    In June 2015, invitations were sent by email to 151 APAME journals to participate in an online survey with an objective of gaining insight into the common publication misconduct encountered by APAME editors. The survey, conducted through SurveyMonkey over a 20-day-period, comprised 10 questions with expansions to allow anecdotes limited to 400 characters, estimated to take less than 10 minutes to complete. Only one invitation was issued per journal, targeting (in order of priority) editors, editorial board members and editorial staff, and limited by email availability. 54 (36%) journals responded. 98% of respondents held Editor or Editorial Board positions. All respondent journals have editorial policies on publication ethics and 96% provide instructions related to ethics. 45% use anti-plagiarism software to screen manuscripts, the most popular being iThenticate, CrossCheck and Turnitin. Up to 50% of journals had encountered studies without IRB approval. Author misconduct encountered were (in rank order): plagiarism (75%), duplicate publication (58%), unjustified authorship (39%), authorship disputes (33%), data falsification (29%), data/image manipulation (27%), conflict of interest (25%), copyright violation (17%) and breach of confidentiality (10%). Reviewer misconduct encountered were: conflict of interest (19%), plagiarism (17%), obstructive behavior (17%), abusive language (13%) and breach of confidentiality (13%). Notwithstanding the limitations of the survey and the response rate, a few insights have been gained: (1) the need for strengthening the ethical culture of researchers/authors and reviewers, (2) anti-plagiarism software can improve plagiarism detection by about 15%, and (3) the need for technical support to detect plagiarism, duplicate publication and image manipulation.

  17. Plagiarism and ghostwriting: The rise in academic misconduct

    Directory of Open Access Journals (Sweden)

    Shawren Singh

    2016-05-01

    Full Text Available The aim of this paper is to review the current situation regarding plagiarism and ghostwriting, and to stimulate debate about how universities should respond to the rise in these forms of academic misconduct. The apparent upsurge in academic misconduct means that universities today face one of the greatest challenges to academic integrity they have had to deal with ever since the university system came into existence some 800 years ago. Plagiarism and ghostwriting are undermining the integrity of university degrees to an extent not seen before. Academia and fraud are not strangers. Universities have a long history of cheating of one sort or another, often associated with examinations, but also with research. In the past this cheating involved activities such as smuggling notes (commonly called "crib sheets" into examinations, and consulting them even under the watchful eyes of invigilators. It also involved students obtaining sight of an examination paper in advance. The fraudulent creation of research results has also been an issue. However, in the 21st century, the opportunities for cheating have exploded. This has resulted in universities becoming more concerned about ensuring the integrity of their examination processes and the degrees they award. Our paper focuses on cheating in the writing of dissertations or theses required at undergraduate or postgraduate level, with an emphasis on plagiarism and ghostwriting. We do not propose a simple solution to these problems, as preventing or stopping cheating is not just a matter of catching the wrongdoers. Cheating is endogenous to the current university education system, and needs to be addressed in terms of not only prevention and detection but also how people who are found to engage in such misconduct are treated. We suggest that creative ways of promoting learning would help to minimise cheating at universities. It is also important to ensure that the issue is discussed openly among students

  18. The Relationship between the Training of the Hotel Staff and Their Level of Organizational Commitment: A Study in Five-Star Hotels in Belek Region

    Directory of Open Access Journals (Sweden)

    Ahmet Tayfun

    2010-12-01

    Full Text Available Nowadays it is highly hard to gol on the life of the enterprises in a dense competition conditions day by day. New perspectives emerge in the organizations with the competition process. There is a constant and rapid change and progress in some positions such as job satisfaction, motivation, communication and the organizational commitment. In this developing process, the organizations are in search for competition without stopping. In this context, the contributions of the servers have been analyzed for years and still go on their consistency. In addition to the contributions of the servers to the organizations, the expectations of the servers are examined and according to the survey results, the individuals who get positive reply to their expectations buckle down to their duties. One of the methods that are applied for increasing the benefit from the servers becomes education in time and the most important motive for prefer for organizations. The main aim of our study is underlying the level of the relationship between the organizational commitment and education; and the lower dimension of the organizational commitment such as the permanence, the normative and the emotional commitment and education. Whether the stated organizational commitment and the lower dimensions level change or not according to the general education, tourism education and service training is examined. The Belek region is chosen as a field of application of the study. The application is carried out at five star hotels in the Belek region. The study underlines the relationship between the training and organizational commitment and put emphasis on the importance for increasing thee emotional commitment.

  19. Scientific misconduct: also an issue in nursing science?

    NARCIS (Netherlands)

    Fierz, K.; Gennaro, S.; Dierickx, K.; Achterberg, T. van; Morin, K.H.; Geest, S. de

    2014-01-01

    PURPOSE: Scientific misconduct (SMC) is an increasing concern in nursing science. This article discusses the prevalence of SMC, risk factors and correlates of scientific misconduct in nursing science, and highlights interventional approaches to foster good scientific conduct. METHODS: Using the

  20. Handling of pastoral misconduct and discipline: Evidence from the Apostolic Faith Mission in Zimbabwe church

    Directory of Open Access Journals (Sweden)

    Norman Chivasa

    2017-07-01

    Full Text Available Misconduct has permeated almost every community across the globe and Christian churches have not been spared either. The two basic questions that the current study addresses were what are some of the reported behaviours of male pastors that constitute misconduct in the Apostolic Faith Mission (AFM in Zimbabwe church?; and is there any policy framework in the AFM in Zimbabwe designed to repair distressed relationships between offending pastors and the church? Results showed that in the AFM in Zimbabwe, pastoral misconduct is seen as a negative force that militates against sustaining harmony in the church. As such, whenever a male pastor commits an act of misconduct, disciplinary action is taken against him. It was also found that constructive dialogue to address misconduct is still a blind spot in the church under review. And because there is no policy framework to amend distressed relationships after administering discipline, social interactions between offending pastors and the church remain antagonistic. In view of the identified problem, this study proposed that the AFM in Zimbabwe might need to embrace a peace building framework because it has the propensity to repair broken relationships and to build friendships, social networks and trust between people. This framework can be instrumental in repairing distressed relations between offending pastors and the church at large. The strength of peace building lies in the values of brotherly love, forgiveness, reconciliation and relationship building, which are compatible with Christianity.

  1. Professional misconduct: the Bristol case.

    Science.gov (United States)

    Bolsin, S N

    1998-10-05

    In June 1998, the Professional Conduct Committee of the General Medical Council of the United Kingdom (the body which regulates British doctors) concluded the longest-running case it has considered this century. Three medical practitioners were accused to serious professional misconduct relating to 29 deaths (and four survivors with brain damage) in 53 paediatric cardiac operations undertaken at the Bristol Royal Infirmary between 1988 and 1995. All three denied the charges but, after 65 days of evidence over eight months (costing 2.2 Pounds million), all were found guilty. The doctors concerned are Mr James Wisheart, a paediatric and adult cardiac surgeon (appointed in 1976, now retired), and the former Medical Director of the United Bristol Healthcare Trust (the hospital group that includes the Bristol Royal Infirmary); Mr Janardan Dhasmana, paediatric and adult cardiac surgeon (appointed in 1986); and Dr John Roylance, a former radiologist, and Chief Executive of the Trust from its creation in 1991 until his retirement in 1995. The central allegations were that the Chief Executive and the Medical Director of the Trust allowed to be carried out, and the two paediatric cardiac surgeons carried out, operations on children knowing that the mortality rates for these operations, in the hands of these surgeons, were high. Furthermore, the surgeons were accused of not communicating to the parents the correct risk of death for these operations in their hands. Stephen Bolsin, a cardiac anaesthetist, "blew the whistle" and then had the courage to follow through until a full investigation was carried out. The process took over six years. Here he tells his story.

  2. Plagiarism – A Noble Misconduct

    Directory of Open Access Journals (Sweden)

    Md. Rezwanur Rahman

    2015-07-01

    Full Text Available In science, writing is the most important means of communicating research findings. In most cases, authors of the scientific fraternity report the results of their research activities in scientific journals rather than in a standard scientific paper format.1 Scientific writing includes presentation of a number of documents that consists research related topics, new evidence based guidelines and protocols, case presentations, and review articles, which help in educating, promoting and sharing information to the professionals and also to general public. In modern days of wide availability of resources a rising misconduct by the apparently ‘noble’ writers of scientific papers is ‘plagiarism’. The word plagiarism is derived from Latin ‘Plagiare’ which means to kidnap.2 Most academic researchers reach a consensus that plagiarism is a serious breach of publication ethics.3 The World Association of Medical Editors (WAME defines plagiarism as – ‘the use of others published and unpublished ideas or words (or other intellectual property without attribution or permission, and presenting them as new and original rather than derived from and existing source’.2,4 In simple words, plagiarism is the use of others’ ideas or work without any credit to the original authors whether intentionally or unintentionally.2 Plagiarism dates back to the foundation of science communication as a discipline. According to the World Association of Medical Editors (WAME strict definition, plagiarism is when six consecutive words are copied, or 7 to 11 words are overlapping in a set of 30 letters. 5-7 Plagiarism has different forms but can be categorized into two general distinct categories – plagiarism of ideas and plagiarism of text (verbatim. No doubt, plagiarism of ideas is a blatant act of misconduct. Plagiarism of text and recycling of words are also a serious fault in humanities and literature where the essence of work and novelty are wordings and

  3. 77 FR 5254 - Findings of Research Misconduct

    Science.gov (United States)

    2012-02-02

    ... ] research grant funds establish a lack of trustworthiness and present responsibility to be a steward of... HUMAN SERVICES Office of the Secretary Findings of Research Misconduct AGENCY: Office of the Secretary, HHS. ACTION: Notice. SUMMARY: Notice is hereby given that the Office of Research Integrity (ORI) has...

  4. Demarcating misconduct from misinterpretations and mistakes

    DEFF Research Database (Denmark)

    Andersen, Hanne

    2012-01-01

    debated how to define scientific misconduct. Most definitions centered on falsification, fabrication, and plagiarism (the so-called FFP definition), but suggestions were also made for definitions that were broader and more open-ended, such as the 1995 suggestion from the US Commission of Research...

  5. 77 FR 124 - Findings of Research Misconduct

    Science.gov (United States)

    2012-01-03

    ... Medical University: Based on the report of an investigation conducted by the State University of New York, Upstate Medical University (SUNY US) and additional analysis conducted by ORI in its oversight review, ORI..., SUNY US, engaged in research misconduct in research supported by National Institute of General Medical...

  6. 78 FR 67363 - Findings of Research Misconduct

    Science.gov (United States)

    2013-11-12

    ... HUMAN SERVICES Office of the Secretary Findings of Research Misconduct AGENCY: Office of the Secretary... Novel Anti-CD45RB and Anti-CD40 Chimeric Antibodies Proglons Renal Allograft Survival in Cynomolgus... falsely claimed long term survival, normal serum creatinine concentrations, and lack of adverse effects in...

  7. 76 FR 61361 - Findings of Research Misconduct

    Science.gov (United States)

    2011-10-04

    ..., former Assistant Professor, Health and Community Systems, School of Nursing, UP, engaged in research... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Research Misconduct... Research Integrity (ORI) has taken final action in the following case: Scott Weber, Ed.D., MSN, University...

  8. Research practices and assessment of research misconduct

    NARCIS (Netherlands)

    Hartgerink, C.H.J.; Wicherts, J.M.

    2016-01-01

    This article discusses the responsible conduct of research, questionable research practices, and research misconduct. Responsible conduct of research is often defined in terms of a set of abstract, normative principles, professional standards, and ethics in doing research. In order to accommodate

  9. Friendship Group Composition and Juvenile Institutional Misconduct.

    Science.gov (United States)

    Reid, Shannon E

    2017-02-01

    The present study examines both the patterns of friendship networks and how these network characteristics relate to the risk factors of institutional misconduct for incarcerated youth. Using friendship networks collected from males incarcerated with California's Division of Juvenile Justice (DJJ), latent profile analysis was utilized to create homogeneous groups of friendship patterns based on alter attributes and network structure. The incarcerated youth provided 144 egocentric networks reporting 558 social network relationships. Latent profile analysis identified three network profiles: expected group (67%), new breed group (20%), and model citizen group (13%). The three network profiles were integrated into a multiple group analysis framework to examine the relative influence of individual-level risk factors on their rate of institutional misconduct. The analysis finds variation in predictors of institutional misconduct across profile types. These findings suggest that the close friendships of incarcerated youth are patterned across the individual characteristics of the youth's friends and that the friendship network can act as a moderator for individual risk factors for institutional misconduct.

  10. Face to Face On Research Misconduct

    Indian Academy of Sciences (India)

    the long provenance of scientific misconduct and its world- wide prevalence became apparent to me. ... VN: Yes, it could. The Internet plays two roles here. The huge number of scientific papers being published and easy online access to others' work must make it easier for people to be tempted to copy from others.

  11. 77 FR 69627 - Findings of Research Misconduct

    Science.gov (United States)

    2012-11-20

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Research Misconduct... Institute of Diabetes and Digestive and Kidney Diseases (NIDDK), NIH, grant R56 DK063025, and National... Physiol. 291(6):C1271-8, 2006 Am J. Physiol. Cell Physiol. 294(1):C295-305, 2008 J. Lipid Res. 42:1444...

  12. 75 FR 18836 - Findings of Research Misconduct

    Science.gov (United States)

    2010-04-13

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Research Misconduct... and Digestive and Kidney Diseases (NIDDK), NIH, grant R01 DK082773-01. Specifically, the Respondent... application R01 AT001846-06, ``Chromium Enhanced Insulin & GLUT4 Action via Lipid Rafts,'' Jeffery S...

  13. 77 FR 52034 - Findings of Research Misconduct

    Science.gov (United States)

    2012-08-28

    ... fellow, Department of Developmental and Stem Cell Biology, Joslin, engaged in research misconduct in... regulate ageing and rejuventation of blood stem cell niches.'' Nature 463:495-500, 2010. Mayack, S.R., & Wagers, A.J. ``Osteolineage niche cells initiate hemotopoietic stem cell mobilization.'' Blood 112:519...

  14. 77 FR 22320 - Findings of Research Misconduct

    Science.gov (United States)

    2012-04-13

    ... have injected retinal pigment epithelial (RPE) cells obtained from Rhesus monkey embryonic stem cells... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Research Misconduct... Research Integrity (ORI) has taken final action in the following case: Peter J. Francis, M.D., Ph.D...

  15. 78 FR 25274 - Findings of Research Misconduct

    Science.gov (United States)

    2013-04-30

    ... Respondent engaged in research misconduct by falsifying data that were included in one (1) presentation and...-June 30, 2012, quarterly report and a July 12, 2012, presentation to NIAID. In Liquid Logic laboratory... for a research project on which his participation is proposed and prior to his participation in any...

  16. 42 CFR 93.103 - Research misconduct.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Research misconduct. 93.103 Section 93.103 Public Health PUBLIC HEALTH SERVICE, DEPARTMENT OF HEALTH AND HUMAN SERVICES HEALTH ASSESSMENTS AND HEALTH EFFECTS STUDIES OF HAZARDOUS SUBSTANCES RELEASES AND FACILITIES PUBLIC HEALTH SERVICE POLICIES ON RESEARCH...

  17. Practical Staff Management Techniques for Distance Education Coordinators

    Science.gov (United States)

    Porter, Toccara D.

    2016-01-01

    This article reports on the author's enrollment in the SuccessfUL Supervisor Series course. As a new distance education library coordinator the author sought out formal supervisor training to address staff misconduct and establish staff training initiatives for distance library service needs. Structured as a case study, the author discusses how…

  18. Research coordinators' experiences with scientific misconduct and research integrity.

    Science.gov (United States)

    Habermann, Barbara; Broome, Marion; Pryor, Erica R; Ziner, Kim Wagler

    2010-01-01

    Most reports of scientific misconduct have been focused on principal investigators and other scientists (e.g., biostatisticians) involved in the research enterprise. However, by virtue of their position, research coordinators are often closest to the research field where much of misconduct occurs. The purpose of this study was to describe research coordinators' experiences with scientific misconduct in their clinical environment. The descriptive design was embedded in a larger cross-sectional national survey. A total of 266 respondents, predominately registered nurses, who answered "yes" to having firsthand knowledge of scientific misconduct in the past year, provided open-ended question responses. Content analysis was conducted by the research team, ensuring agreement of core categories and subcategories of misconduct. Research coordinators most commonly learned about misconduct via firsthand witness of the event, with the principal investigator being the person most commonly identified as the responsible party. Five major categories of misconduct were identified: protocol violations, consent violations, fabrication, falsification, and financial conflict of interest. In 70% of cases, the misconduct was reported. In most instances where misconduct was reported, some action was taken. However, in approximately 14% of cases, no action or investigation ensued; in 6.5% of cases, the coordinator was fired or he or she resigned. This study demonstrates the need to expand definitions of scientific misconduct beyond fabrication, falsification, and plagiarism to include other practices. The importance of the ethical climate in the institution in ensuring a safe environment to report and an environment where evidence is reviewed cannot be overlooked.

  19. Plagiarism and registered health professionals: navigating the borderlands between scholarly and professional misconduct.

    Science.gov (United States)

    Wardle, Jon

    2013-12-01

    As access to published materials becomes more readily available, the ability to plagiarise material, deliberately or unwittingly has become easier than ever. This article explores important recent decisions in Australia and the United Kingdom regarding registered health practitioners who have engaged in plagiarism, both related and unrelated to their clinical practice, and explores the ways in which regulatory authorities in these countries have viewed scholarly misconduct committed by registered health professionals. This article also examines the implications of plagiarism for the registered health professions, and makes suggestions for strategies to reduce its influence and incidence in modern clinical practice.

  20. Fraud and Misconduct in Medical Research

    Directory of Open Access Journals (Sweden)

    Ali Moghtaderi

    2012-03-01

    Full Text Available During the last year we had observed different types of misconduct in the submitted manuscripts into the editorial office. Those are included attempted theft of data, presence of ghost authors, gift authorship, dual submissions, salami publications, falsification and some other types of fraud. Our analysis in the editorial office led us to conclude that research fraud is an important issue and should be discussed clearly. The emphasis on competition and pressure to produce published materials, while internal intention to discover the scientific truth may foster a conflict between personal career goals and human intellectual motivation; finally may induce research misconduct. Having accurate and good knowledge in this field is mandatory for researchers especially the younger ones. In the first part of this article we will discuss a short but important part of the history of this problem and in the second part definition and editorial response will be reviewed

  1. 48 CFR 952.235-71 - Research misconduct.

    Science.gov (United States)

    2010-10-01

    ... the public interest; or (4) The allegation involves possible criminal misconduct. (d) In conducting..., medicine, psychology, social sciences statistics, and research involving human subjects or animals...

  2. Scientific misconduct: a brief introduction to its various aspects

    International Nuclear Information System (INIS)

    Nabi, J.U.

    2014-01-01

    Scientific misconduct has various causes, from mere ignorance of authors to the outright deceptive tendencies of perpetrators. It thrives in an atmosphere of indifference, collusion, secrecy and lack of accountability. It is necessary to acquaint the public of the numerous guises, in which scientific misconduct is affecting good and authentic research in a plethora of irrelevant and misleading ones. Among the most common kinds of misconduct are: fabrication, manipulation and plagiarism. With the passage of time, the exact nature of academic fraud has become subtle and is often very difficult to detect. This paper touches upon various aspects of scientific misconduct and briefly suggests possible solutions. (author)

  3. Plagiarism: An Egregious Form of Misconduct

    Science.gov (United States)

    Juyal, Deepak; Thawani, Vijay; Thaledi, Shweta

    2015-01-01

    Background: Publishing research papers for academic fraternity has become important for career advancement and promotion. Number of publications in peer reviewed journals and subsequent citations are recognized as measures of scientific success. Non-publishing academicians and researchers are invisible to the scientific community. Discussion: With pressure to publish, misconduct has crept into scientific writing with the result that research misconduct, plagiarism, misappropriation of intellectual property, and substantial unattributed textual copying of another's publication have become common. The Office of Research Integrity, USA, defines research misconduct as “fabrication, falsification or plagiarism in proposing, performing or reviewing research, or in reporting research results.” Although plagiarism is difficult to define in few words, it can be viewed as the stealing of another person's ideas, methods, results, or words without giving proper attribution. The Office of Research Integrity defines plagiarism as being “theft or misappropriation of intellectual property and the substantial unattributed textual copying of another's work.” Plagiarism is one of the most vehemently derided breaches of research integrity as it undermines the original and honest contribution to an existing body of knowledge. Conclusion: Plagiarism has many forms viz. blatant plagiarism, technical plagiarism, patchwork plagiarism, and self-plagiarism. In any form, the plagiarism is a threat to the research integrity and is unacceptable. We do need to detect such acts and effectively prosecute the offenders. PMID:25789254

  4. Plagiarism: an egregious form of misconduct.

    Science.gov (United States)

    Juyal, Deepak; Thawani, Vijay; Thaledi, Shweta

    2015-02-01

    Publishing research papers for academic fraternity has become important for career advancement and promotion. Number of publications in peer reviewed journals and subsequent citations are recognized as measures of scientific success. Non-publishing academicians and researchers are invisible to the scientific community. With pressure to publish, misconduct has crept into scientific writing with the result that research misconduct, plagiarism, misappropriation of intellectual property, and substantial unattributed textual copying of another's publication have become common. The Office of Research Integrity, USA, defines research misconduct as "fabrication, falsification or plagiarism in proposing, performing or reviewing research, or in reporting research results." Although plagiarism is difficult to define in few words, it can be viewed as the stealing of another person's ideas, methods, results, or words without giving proper attribution. The Office of Research Integrity defines plagiarism as being "theft or misappropriation of intellectual property and the substantial unattributed textual copying of another's work." Plagiarism is one of the most vehemently derided breaches of research integrity as it undermines the original and honest contribution to an existing body of knowledge. Plagiarism has many forms viz. blatant plagiarism, technical plagiarism, patchwork plagiarism, and self-plagiarism. In any form, the plagiarism is a threat to the research integrity and is unacceptable. We do need to detect such acts and effectively prosecute the offenders.

  5. Misconduct policies in high-impact biomedical journals.

    Directory of Open Access Journals (Sweden)

    Xavier Bosch

    Full Text Available It is not clear which research misconduct policies are adopted by biomedical journals. This study assessed the prevalence and content policies of the most influential biomedical journals on misconduct and procedures for handling and responding to allegations of misconduct.We conducted a cross-sectional study of misconduct policies of 399 high-impact biomedical journals in 27 biomedical categories of the Journal Citation Reports in December 2011. Journal websites were reviewed for information relevant to misconduct policies.Of 399 journals, 140 (35.1% provided explicit definitions of misconduct. Falsification was explicitly mentioned by 113 (28.3% journals, fabrication by 104 (26.1%, plagiarism by 224 (56.1%, duplication by 242 (60.7% and image manipulation by 154 (38.6%. Procedures for responding to misconduct were described in 179 (44.9% websites, including retraction, (30.8% and expression of concern (16.3%. Plagiarism-checking services were used by 112 (28.1% journals. The prevalences of all types of misconduct policies were higher in journals that endorsed any policy from editors' associations, Office of Research Integrity or professional societies compared to those that did not state adherence to these policy-producing bodies. Elsevier and Wiley-Blackwell had the most journals included (22.6% and 14.8%, respectively, with Wiley journals having greater a prevalence of misconduct definition and policies on falsification, fabrication and expression of concern and Elsevier of plagiarism-checking services.Only a third of top-ranking peer-reviewed journals had publicly-available definitions of misconduct and less than a half described procedures for handling allegations of misconduct. As endorsement of international policies from policy-producing bodies was positively associated with implementation of policies and procedures, journals and their publishers should standardize their policies globally in order to increase public trust in the

  6. Misconduct Policies in High-Impact Biomedical Journals

    Science.gov (United States)

    Bosch, Xavier; Hernández, Cristina; Pericas, Juan M.; Doti, Pamela; Marušić, Ana

    2012-01-01

    Background It is not clear which research misconduct policies are adopted by biomedical journals. This study assessed the prevalence and content policies of the most influential biomedical journals on misconduct and procedures for handling and responding to allegations of misconduct. Methods We conducted a cross-sectional study of misconduct policies of 399 high-impact biomedical journals in 27 biomedical categories of the Journal Citation Reports in December 2011. Journal websites were reviewed for information relevant to misconduct policies. Results Of 399 journals, 140 (35.1%) provided explicit definitions of misconduct. Falsification was explicitly mentioned by 113 (28.3%) journals, fabrication by 104 (26.1%), plagiarism by 224 (56.1%), duplication by 242 (60.7%) and image manipulation by 154 (38.6%). Procedures for responding to misconduct were described in 179 (44.9%) websites, including retraction, (30.8%) and expression of concern (16.3%). Plagiarism-checking services were used by 112 (28.1%) journals. The prevalences of all types of misconduct policies were higher in journals that endorsed any policy from editors’ associations, Office of Research Integrity or professional societies compared to those that did not state adherence to these policy-producing bodies. Elsevier and Wiley-Blackwell had the most journals included (22.6% and 14.8%, respectively), with Wiley journals having greater a prevalence of misconduct definition and policies on falsification, fabrication and expression of concern and Elsevier of plagiarism-checking services. Conclusions Only a third of top-ranking peer-reviewed journals had publicly-available definitions of misconduct and less than a half described procedures for handling allegations of misconduct. As endorsement of international policies from policy-producing bodies was positively associated with implementation of policies and procedures, journals and their publishers should standardize their policies globally in order to

  7. Following the terrorist attacks recently committed in the United States of America, and according to the recommendations of the Council of the European Union, the CERN staff observed 3 minutes of silence on Friday 14 September 2001 at 12h00, as a sign of deepest sympathy for all the victims and their families, and of solidarity with the American people

    CERN Document Server

    Maximilien Brice

    2001-01-01

    Following the terrorist attacks recently committed in the United States of America, and according to the recommendations of the Council of the European Union, the CERN staff observed 3 minutes of silence on Friday 14 September 2001 at 12h00, as a sign of deepest sympathy for all the victims and their families, and of solidarity with the American people

  8. Ethical Misconduct of Business Students: Some New Evidence

    Science.gov (United States)

    Deshpande, Satish P.; Joseph, Jacob; Berry, Kevin

    2012-01-01

    This study examines ethical misconduct of 193 business students in four universities in the United States. In addition to self-reported ethical behavior, two dimensions of emotional intelligence (self-emotions appraisal and others emotions appraisal) significantly impacted student misconduct. None of the other dimensions of emotional intelligence…

  9. 10 CFR 61.9b - Deliberate misconduct.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 2 2010-01-01 2010-01-01 false Deliberate misconduct. 61.9b Section 61.9b Energy NUCLEAR REGULATORY COMMISSION (CONTINUED) LICENSING REQUIREMENTS FOR LAND DISPOSAL OF RADIOACTIVE WASTE General Provisions § 61.9b Deliberate misconduct. (a) Any licensee, applicant for a license, employee of a licensee...

  10. Exploring Academic Misconduct: Some Insights into Student Behaviour

    Science.gov (United States)

    Perry, Bob

    2010-01-01

    Academic research and newspaper stories suggest that academic misconduct, including plagiarism, is on the increase. This apparent increase coupled with new internet enterprises selling "pass" papers and customized research are worrying trends. Academic misconduct is deeply harmful in a number of ways by devaluing awards, frustrating…

  11. 75 FR 73084 - Findings of Misconduct in Science

    Science.gov (United States)

    2010-11-29

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Office of the Secretary Findings of Misconduct in Science..., former graduate student, Department of Chemistry, CU, engaged in misconduct in science in research funded by National Institute of General Medical Sciences (NIGMS), National Institutes of Health (NIH), grant...

  12. Teacher Sexual Misconduct: Grooming Patterns and Female Offenders

    Science.gov (United States)

    Knoll, James

    2010-01-01

    Educator sexual misconduct has received increasing attention over the past decade. The attention has exposed a number of concerning issues, including a lack of formal research in the area and difficulties in recognizing and prosecuting cases. Public responses to high profile cases of sexual misconduct involving female teachers suggest that…

  13. Percived ethical misconduct: a survey of Neuropsychology professionals in Mexico

    Directory of Open Access Journals (Sweden)

    Paola Fonseca

    2016-01-01

    Full Text Available Objective: To evaluate the frequency of perceived ethical misconduct in the practice of neuropsychology in Mexico. Method: One hundred fourteen psychologists answered a survey which assessed perceptions of ethical misconduct in four areas of professional practice in the field of neuropsychology. Results: The area of professional training contained the highest percentage of perception of ethical misconduct, followed by research and publications, clinical care, and professional relationships. Conclusion: The high frequency of ethical misconduct perceived by neuropsychology professionals in Mexico is a cause for concern. The results suggest the need to create and implement a system to make sure that professionals follow the ethics standards required by the profession, and to provide consequences for those who fail to do so. The profession of neuropsychology and training of professionals in the field must be regularized in the country, to reduce the frequency of future ethical misconducts.

  14. Research Coordinators Experiences with Scientific Misconduct and Research Integrity

    Science.gov (United States)

    Habermann, Barbara; Broome, Marion; Pryor, Erica R.; Ziner, Kim Wagler

    2010-01-01

    Background Most reports of scientific misconduct have been focused on principal investigators and other scientists (e.g., biostatisticians) involved in the research enterprise. However, by virtue of their position, research coordinators are often closest to the research field where much of misconduct occurs. Objective To describe research coordinators’ experiences with scientific misconduct in their clinical environment. Design The descriptive design was embedded in a larger, cross-sectional national survey. A total of 266 respondents, predominately registered nurses, who answered yes to having first hand knowledge of scientific misconduct in the past year provided open-ended question responses. Methods Content analysis was conducted by the research team, ensuring agreement of core categories and subcategories of misconduct. Findings Research coordinators most commonly learned about misconduct via first-hand witness of the event, with the principal investigator being the person most commonly identified as the responsible party. Five major categories of misconduct were identified: protocol violations, consent violations, fabrication, falsification, and financial conflict of interest. In 70% of cases, the misconduct was reported. In the majority of instances where misconduct was reported, some action was taken. However, in approximately 14% of cases, no action or investigation ensued; in 6.5% of cases the coordinator was either fired or resigned. Conclusions The study demonstrates the need to expand definitions of scientific misconduct beyond fabrication, falsification, and plagiarism to include other practices. The importance of the ethical climate in the institution in ensuring a safe environment to report and an environment where evidence is reviewed cannot be overlooked. PMID:20010045

  15. Research integrity and misconduct: a clarification of the concepts.

    Science.gov (United States)

    Khanyile, T D; Duma, S; Fakude, L P; Mbombo, N; Daniels, F; Sabone, M S

    2006-03-01

    The commercialization of research and the ever changing scientific environment has led scholars to shift the focus from promoting research integrity to regulating misconduct. As a result, most literature explains research integrity in terms of avoidance of misconduct. The purpose of the paper is to stimulate reflection and discussion on research integrity and research misconduct. This article explores the meaning of research integrity and research misconduct, and how research integrity can be promoted to ensure safer research and scholarship. We believe that the discussion can help clarify some hazy areas in the research and publication processes, and appreciate some crucial aspects that they may have seen taken for granted. The purpose of this article is to share with the readers some clarification or analysis of the two concepts namely: research integrity and misconduct. The objectives are: (1) To explore and analyse the concepts of research integrity and research misconduct from the educational or developmental perspective and not the legal perspective as others in literature have done. (2) To stimulate the reflection and discussion on strategies to promote research integrity and thus prevent research misconduct Literature review and concept analysis was undertaken to clarify the two concepts. We argue that the two concepts can be viewed along a continuum, i.e. where research integrity ends, research misconduct starts. We also argue that it is the responsibility of the research community at large to always ensure that the scientific ethics balance is maintained throughout the research process to ensure research integrity and avoid research misconduct. We also argue that research integrity is interlinked with morality while misconduct is interlinked with immorality.

  16. Responsibility for scientific misconduct in collaborative papers.

    Science.gov (United States)

    Helgesson, Gert; Eriksson, Stefan

    2017-12-08

    This paper concerns the responsibility of co-authors in cases of scientific misconduct. Arguments in research integrity guidelines and in the bioethics literature concerning authorship responsibilities are discussed. It is argued that it is unreasonable to claim that for every case where a research paper is found to be fraudulent, each author is morally responsible for all aspects of that paper, or that one particular author has such a responsibility. It is further argued that it is more constructive to specify what task responsibilities come with different roles in a project and describe what kinds of situations or events call for some kind of action, and what the appropriate actions might be.

  17. The Perceived Social Contexts of Adolescents' Misconduct: A Comparative Study of Youths in Three Cultures.

    Science.gov (United States)

    Greenberger, Ellen; Chen, Chuansheng; Beam, Margaret; Whang, Sang-Min; Dong, Qi

    2000-01-01

    Examined relations between U.S., Korean, and Chinese adolescents' misconduct and their perceptions of others' behavior and attitudes toward youth misconduct. Found that U.S. youths engaged in more misconduct than other groups. Perceived behavior and sanctions of close friends were strongest predictors of misconduct in all cultures. Found unique…

  18. BANK’S RISK MANAGEMENT REGARDING RISK OF MISCONDUCT AT THE PRESENT STAGE

    Directory of Open Access Journals (Sweden)

    M. S. Liuft

    2014-01-01

    Full Text Available The article describes such operational banking risk as the risk of opportunistic (unfair behavior on borrowers’ and bank staff’s part. It describes current situation of bank’s risk management as regards to dealing with unfair behavior. Also it describes every risk-forming factor of this type of risk, including a degree of threat generalization (the risk of misconduct is put into multiple risks, its mechanism, objects of potential threat (monetary funds, capital issues, bank information, including credit assessment methods, bank property and potential bank profit, individuals who are involved in the risk and consequences. The particular attention is paid to a participation of a bank staff and financial agents - loan brokers in the implementation of misconduct facts, as on statistical data the presence of these sides of the risk precisely causes maximum harm. Classification of the events’ types that entailed losses, related to the unfair behavior and examples of manifestations of unfair behavior are given in the article on basis of regulatory documentation of The Committee on Banking Supervision of the Bank for international Settlements. The author gives the concept of unfair client of lending agency. The article presents the data of maximum loss received as the result of implementation of the unfair behavior’s fact involving bank staff. The most obvious examples demonstrating the facts of misconduct are given in the article. The author forms the final definition of the opportunistic behavior risk, based on considered characteristics and guidelines for work with risk regarding alteration in legal texts: The Criminal Code of the Russian Federation (hereinafter referred to as CC RF and the regulations of The Bank of Russia № 254-P.

  19. Corruption and misconduct: A behavioural reflection from investigative reports into local government

    OpenAIRE

    Aquinas J. Purcell

    2014-01-01

    This paper offers a local government perspective on the behavioural factors which can be the precursors for corruption and misconduct and those factors which can prevent corruption and misconduct. The investigation centred on corruption and misconduct evidenced from local government investigation reports in Australia, New Zealand and the United Kingdom. A corruption and misconduct taxonomy was developed and the role of the audit committee in the oversight of corruption and misconduct allegati...

  20. The Joint Staff Officer's Guide 2000

    National Research Council Canada - National Science Library

    2000-01-01

    The Joint Forces Staff College (JFSC) educates staff officers and other leaders in joint operational-level planning and warfighting and instills a commitment to joint, multinational, and interagency teamwork, attitudes, and perspectives...

  1. How Should Journal Editors Respond to Cases of Suspected Misconduct?

    Directory of Open Access Journals (Sweden)

    Elizabeth Wager

    2014-10-01

    Full Text Available Journals and institutions have important complementary roles to play in cases of suspected research and publication misconduct. Journals should take responsibility for everything they publish and should alert institutions to cases of possible serious misconduct but should not attempt to investigate such cases. Institutions should take responsibility for their researchers and for investigating cases of possible misconduct and for ensuring journals are informed if they have published unreliable or misleading articles so that these can be retracted or corrected. Journals and institutions should have policies in place for handling such cases and these policies should respect their different roles.

  2. [Academic misconduct of graduates and the credit education].

    Science.gov (United States)

    Bi, Xiaoyan; Tang, Xiaoya; Fan, Xuegong

    2011-10-01

    Nowadays the phenomenon of academic misconduct (such as plagiarism, fabrication, falsification, etc.) is very frequent. The reasons for academic misconduct are involved in the problems in graduate education system, social environment and students themselves. Therefore, colleges and universities should place great emphasis on constructing a healthy school environment and academic atmosphere for failure tolerance with the help of high-tech modern means. It also needs to improve the academic supervision and evaluation system, strengthen the punishments for academic misconduct and enhance the mentor's exemplary role in education. The eventual goal for our education is to obtain innovative talents who are integrity, respect science and truth, and are good samples for academic performances.

  3. [Associative commitments].

    Science.gov (United States)

    Paulet, Marie-Claire

    2017-12-01

    Volunteering to serve the general interest, that is the profession of faith behind associative commitments. Notably, actions by associations undertaken in favour of organ donation today must, in their content and forms, reconcile tradition and modernity. But they keep their driving principles and values intact. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

  4. Moral Credentialing and the Rationalization of Misconduct

    Science.gov (United States)

    Brown, Ryan P.; Tamborski, Michael; Wang, Xiaoqian; Barnes, Collin D.; Mumford, Michael D.; Connelly, Shane; Devenport, Lynn D.

    2010-01-01

    Recent studies lead to the paradoxical conclusion that the act of affirming one’s egalitarian or pro-social values and virtues might subsequently facilitate prejudiced or self-serving behavior, an effect previously referred to as “moral credentialing.” The present study extends this paradox to the domain of academic misconduct and investigates the hypothesis that such an effect might be limited by the extent to which misbehavior is rationalizable. Using a paradigm designed to investigate deliberative and rationalized forms of cheating (von Hippel, Lakin, & Shakarchi, 2005), we found that when participants had credentialed themselves (versus a non-close acquaintance) via a set of hypothetical moral dilemmas, they were more likely to cheat on a subsequent math task, but only if cheating was highly rationalizable. When cheating was difficult to rationalize, moral credentialing had almost no impact on cheating. PMID:21503267

  5. European Universities' Guidance on Research Integrity and Misconduct.

    Science.gov (United States)

    Aubert Bonn, Noémie; Godecharle, Simon; Dierickx, Kris

    2017-02-01

    Research integrity is imperative to good science. Nonetheless, many countries and institutions develop their own integrity guidance, thereby risking incompatibilities with guidance of collaborating institutions. We retrieved guidance for academic integrity and misconduct of 18 universities from 10 European countries and investigated accessibility, general content, principles endorsed, and definitions of misconduct. Accessibility and content differ substantially between institutions. There are general trends of common principles of integrity and definitions of misconduct, yet differences remain. Parallel with previous research, we distinguish different approaches in integrity guidance; one emphasizes broad values of integrity, and the other details negative behaviors of misconduct. We propose that a balance between both approaches is necessary to preserve trust, meaning, and realism of guidance on research integrity.

  6. Improving biomedical journals' ethical policies: the case of research misconduct.

    Science.gov (United States)

    Bosch, Xavier

    2014-09-01

    Scientific journals may incur scientific error if articles are tainted by research misconduct. While some journals' ethical policies, especially those on conflicts of interest, have improved over recent years, with some adopting a uniform approach, only around half of biomedical journals, principally those with higher impact factors, currently have formal misconduct policies, mainly for handling allegations. Worryingly, since a response to allegations would reasonably require an a priori definition, far fewer journals have publicly available definitions of misconduct. While some journals and editors' associations have taken significant steps to prevent and detect misconduct and respond to allegations, the content, visibility of and access to these policies varies considerably. In addition, while the lack of misconduct policies may prompt and maintain a de novo approach for journals, potentially causing stress, publication delays and even legal disputes, the lack of uniformity may be a matter of contention for research stakeholders such as editors, authors and their institutions, and publishers. Although each case may need an individual approach, I argue that posting highly visible, readily accessible, comprehensive, consistent misconduct policies could prevent the publication of fraudulent papers, increase the number of retractions of already published papers and, perhaps, reduce research misconduct. Although legally problematic, a concerted approach, with sharing of information between editors, which is clearly explained in journal websites, could also help. Ideally, journals, editors' associations, and publishers should seek consistency and homogenise misconduct policies to maintain public confidence in the integrity of biomedical research publications. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  7. 28 CFR 571.52 - Procedures-committed fines.

    Science.gov (United States)

    2010-07-01

    ... the inmate's commitment, staff shall inform the inmate that there is a committed fine, or fine and costs on file, as part of the sentence. Staff shall then impound the inmate's trust fund account until the fine, or fine and costs is paid, except— (i) The inmate may spend money from his/her trust fund...

  8. 75 FR 49357 - United States Department of Agriculture Research Misconduct Regulations for Extramural Research

    Science.gov (United States)

    2010-08-13

    ... research misconduct proceedings reveal behavior that may be criminal in nature at any point during the... United States Department of Agriculture Research Misconduct Regulations for Extramural Research AGENCY... Federal Policy on Research Misconduct applicable to extramural research. The regulation defines research...

  9. 42 CFR 93.411 - Final HHS action with settlement or finding of research misconduct.

    Science.gov (United States)

    2010-10-01

    ... Health and Human Services Research Misconduct Issues § 93.411 Final HHS action with settlement or finding of research misconduct. When a final HHS action results in a settlement or research misconduct... 42 Public Health 1 2010-10-01 2010-10-01 false Final HHS action with settlement or finding of...

  10. Tackling conflict of interest and misconduct in biomedical research.

    Science.gov (United States)

    Dadhich, J P

    2012-07-01

    Biomedical research forms the basis of evidence based practices in the field of health and nutrition. However, it is, increasingly being seen that conflicts of interest and misconduct are undermining research. More and more instances of using research to promote commercial interest are being reported. Fraudulent means, in the quest to publish, are also being used. This article discusses conflict of interest and misconduct in bio-medical research, reviews scientific evidence available on the subject, and proposes some solutions to check the menace.

  11. Academic misconduct in nursing students: behaviors, attitudes, rationalizations, and cultural identity.

    Science.gov (United States)

    McCrink, Andrea

    2010-11-01

    The purpose of this study was to gain knowledge about academic misconduct in associate degree nursing students enrolled in two nursing programs in the northeastern United States. Study respondents (n = 193) identified the frequency of engagement in behaviors of misconduct in both the classroom and clinical setting and their attitudes toward the identified behaviors of misconduct, neutralization behaviors, ethical standards of the nursing profession, and the ethic of caring within the nursing profession. Findings were consistent with previous research on academic misconduct in baccalaureate nursing students. Analysis of self-reported cultural identities refuted the prevailing literature on academic misconduct across differing cultures and nations. Copyright 2010, SLACK Incorporated.

  12. The visibility of scientific misconduct: A review of the literature on retracted journal articles.

    Science.gov (United States)

    Hesselmann, Felicitas; Graf, Verena; Schmidt, Marion; Reinhart, Martin

    2017-10-01

    Retractions of scientific articles are becoming the most relevant institution for making sense of scientific misconduct. An increasing number of retracted articles, mainly attributed to misconduct, is currently providing a new empirical basis for research about scientific misconduct. This article reviews the relevant research literature from an interdisciplinary context. Furthermore, the results from these studies are contextualized sociologically by asking how scientific misconduct is made visible through retractions. This study treats retractions as an emerging institution that renders scientific misconduct visible, thus, following up on the sociology of deviance and its focus on visibility. The article shows that retractions, by highlighting individual cases of misconduct and general policies for preventing misconduct while obscuring the actors and processes through which retractions are effected, produce highly fragmented patterns of visibility. These patterns resemble the bifurcation in current justice systems.

  13. Ethics misconduct among dietetic practitioners in South Africa (2007 ...

    African Journals Online (AJOL)

    2014-09-11

    Sep 11, 2014 ... Original Research: Ethics misconduct among dietetic practitioners in South Africa (2007-2013). 2015;28(2) ... Professions Council of South Africa (HPCSA) is a statutory body which was established in terms of the Health Professions Act (No 56 of 1974) to regulate .... financial litigation under common law.

  14. 48 CFR 1252.235-70 - Research misconduct.

    Science.gov (United States)

    2010-10-01

    ..., equipment, or processes, or changing or omitting data or results such that the research is not accurately..., and journal articles. Respondent is the person against whom an allegation of research misconduct has... the part of DOT organization management, the report will be addressed by management officials who will...

  15. Perception of Ethical Misconduct by Neuropsychology Professionals in Latin America.

    Science.gov (United States)

    Panyavin, Ivan S; Goldberg-Looney, Lisa D; Rivera, Diego; Perrin, Paul B; Arango-Lasprilla, Juan Carlos

    2015-08-01

    To date, extremely limited research has focused on the ethical aspects of clinical neuropsychology practice in Latin America. The current study aimed to identify the frequency of perceived ethical misconduct in a sample of 465 self-identified neuropsychology professionals from Latin America in order to better guide policies for training and begin to establish standards for practitioners in the region. Frequencies of neuropsychologists who knew another professional engaging in ethical misconduct ranged from 1.1% to 60.4% in the areas of research, clinical care, training, and professional relationships. The most frequently reported perceived misconduct was in the domain of professional training and expertise, with nearly two thirds of participants knowing other professionals who do not possess adequate training to be working as neuropsychologists. The least frequently reported perceived misconduct was in the domain of professional relationships. Nearly one third of participants indicated that they had never received formal training in professional ethics. © The Author 2015. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  16. Publication misconduct and plagiarism retractions: a systematic, retrospective study.

    Science.gov (United States)

    Stretton, Serina; Bramich, Narelle J; Keys, Janelle R; Monk, Julie A; Ely, Julie A; Haley, Cassandra; Woolley, Mark J; Woolley, Karen L

    2012-10-01

    To investigate whether plagiarism is more prevalent in publications retracted from the medical literature when first authors are affiliated with lower-income countries versus higher-income countries. Secondary objectives included investigating other factors associated with plagiarism (e.g., national language of the first author's country affiliation, publication type, journal ranking). Systematic, controlled, retrospective, bibliometric study. Retracted publications dataset in MEDLINE (search filters: English, human, January 1966-February 2008). Retracted misconduct publications were classified according to the first author's country affiliation, country income level, and country national language, publication type, and ranking of the publishing journal. Standardised definitions and data collection tools were used; data were analysed (odds ratio [OR], 95% confidence limits [CL], chi-squared tests) by an independent academic statistician. Of the 213 retracted misconduct publications, 41.8% (89/213) were retracted for plagiarism, 52.1% (111/213) for falsification/fabrication, 2.3% (5/213) for author disputes, 2.3% (5/213) for ethical issues, and 1.4% (3/213) for unknown reasons. The OR (95% CL) of plagiarism retractions (other misconduct retractions as reference) were higher (P 1 retraction) with publications retracted for plagiarism (11.5%, 9/78) than other types of misconduct (28.9%, 24/83). This is the first study to demonstrate that publications retracted for plagiarism are significantly associated with first authors affiliated with lower-income countries. These findings have implications for developing appropriate evidence-based strategies and allocation of resources to help mitigate plagiarism misconduct.

  17. Factors influencing job satisfaction and organizational commitment.

    Science.gov (United States)

    Watson, Liana M

    2008-01-01

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

  18. Whistleblowing and scientific misconduct: renewing legal and virtue ethics foundations.

    Science.gov (United States)

    Faunce, Thomas Alured; Jefferys, Susannah

    2007-09-01

    Whistleblowing in relation to scientific research misconduct, despite the benefits of increased transparency and accountability it often has brought to society and the discipline of science itself, remains generally regarded as a pariah activity by many of the most influential relevant organizations. The motivations of whistleblowers and those supporting them continued to be questioned and their actions criticised by colleagues and management, despite statutory protections for reasonable disclosures appropriately made in good faith and for the public interest. One reason for this paradoxical position, explored here, is that whistle blowing concerning scientific misconduct lacks the policy support customarily derived from firm bioethical and jurisprudential foundations. Recommendations are made for altering this situation in the public interest.

  19. Postmarket Requirements and Commitments

    Data.gov (United States)

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

  20. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  1. 42 CFR 93.317 - Retention and custody of the research misconduct proceeding record.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 1 2010-10-01 2010-10-01 false Retention and custody of the research misconduct... Institutional Responsibilities § 93.317 Retention and custody of the research misconduct proceeding record. (a... of record. Unless custody has been transferred to HHS under paragraph (c) of this section, or ORI has...

  2. European Universities’ Guidance on Research Integrity and Misconduct: Accessibility, Approaches, and Content

    OpenAIRE

    Aubert Bonn, Noémie; Godecharle, Simon; Dierickx, Kris

    2017-01-01

    Research integrity is imperative to good science. Nonetheless, many countries and institutions develop their own integrity guidance, thereby risking incompatibilities with guidance of collaborating institutions. We retrieved guidance for academic integrity and misconduct of 18 universities from 10 European countries and investigated accessibility, general content, principles endorsed, and definitions of misconduct. Accessibility and content differ substantially between institutions. There are...

  3. Abuso sexual por parte de los empleados del colegio (Sexual Misconduct by School Employees). ERIC Digest.

    Science.gov (United States)

    Goorian, Brad

    This digest in Spanish defines sexual misconduct and offers guidelines that school boards and administrators can initiate to protect students from unwanted sexual behavior. The law recognizes two types of sexual misconduct: quid pro quo, when a school employee grants a student a favor in exchange for sexual gratification, and hostile environment,…

  4. 42 CFR 93.410 - Final HHS action with no settlement or finding of research misconduct.

    Science.gov (United States)

    2010-10-01

    ... Health and Human Services Research Misconduct Issues § 93.410 Final HHS action with no settlement or finding of research misconduct. When the final HHS action does not result in a settlement or finding of... 42 Public Health 1 2010-10-01 2010-10-01 false Final HHS action with no settlement or finding of...

  5. 42 CFR 93.404 - Findings of research misconduct and proposed administrative actions.

    Science.gov (United States)

    2010-10-01

    ... administrative actions. After completing its review, ORI either closes the case without a finding of research... administrative actions based on the record of the research misconduct proceedings and any other information... 42 Public Health 1 2010-10-01 2010-10-01 false Findings of research misconduct and proposed...

  6. Organizational commitment and turnover intentions in humanitarian organizations

    NARCIS (Netherlands)

    Wijnmalen, Julia; Heyse, Liesbet; Voordijk, Hans

    2016-01-01

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

  7. Staff development and employee welfare practices and their effect ...

    African Journals Online (AJOL)

    Every organization primarily needs committed and dedicated staff that will help the organization to meet its tactical and strategic objectives. The study examines whether staff development policies exist in three special libraries in Ghana, and whether training programmes are being offered to increase staff competence, ...

  8. NATO: Revisiting American Commitment

    Science.gov (United States)

    2013-03-01

    NATO: Revisiting American Commitment by Captain Thomas F Hurley II United States Navy United...STRATEGY RESEARCH PROJECT .33 3. DATES COVERED (From - To) 4. TITLE AND SUBTITLE NATO: Revisiting American Commitment 5a. CONTRACT NUMBER...the 21st century. The strategic benefit to the United States may no longer be worth the commitment to the alliance. The U.S. should reevaluate its

  9. Perceptions of Chinese Biomedical Researchers Towards Academic Misconduct: A Comparison Between 2015 and 2010.

    Science.gov (United States)

    Liao, Qing-Jiao; Zhang, Yuan-Yuan; Fan, Yu-Chen; Zheng, Ming-Hua; Bai, Yu; Eslick, Guy D; He, Xing-Xiang; Zhang, Shi-Bing; Xia, Harry Hua-Xiang; He, Hua

    2018-04-01

    Publications by Chinese researchers in scientific journals have dramatically increased over the past decade; however, academic misconduct also becomes more prevalent in the country. The aim of this prospective study was to understand the perceptions of Chinese biomedical researchers towards academic misconduct and the trend from 2010 to 2015. A questionnaire comprising 10 questions was designed and then validated by ten biomedical researchers in China. In the years 2010 and 2015, respectively, the questionnaire was sent as a survey to biomedical researchers at teaching hospitals, universities, and medical institutes in mainland China. Data were analyzed by the Chi squared test, one-way analysis of variance with the Tukey post hoc test, or Spearman's rank correlation method, where appropriate. The overall response rates in 2010 and 2015 were 4.5% (446/9986) and 5.5% (832/15,127), respectively. Data from 15 participants in 2010 were invalid, and analysis was thus performed for 1263 participants. Among the participants, 54.7% thought that academic misconduct was serious-to-extremely serious, and 71.2% believed that the Chinese authorities paid no or little attention to the academic misconduct. Moreover, 70.2 and 65.2% of participants considered that the punishment for academic misconduct at the authority and institution levels, respectively, was not appropriate or severe enough. Inappropriate authorship and plagiarism were the most common forms of academic misconduct. The most important factor underlying academic misconduct was the academic assessment system, as judged by 50.7% of the participants. Participants estimated that 40.1% (39.8 ± 23.5% in 2010; 40.2 ± 24.5% in 2015) of published scientific articles were associated with some form of academic misconduct. Their perceptions towards academic misconduct had not significantly changed over the 5 years. Reform of the academic assessment system should be the fundamental approach to tackling this problem in

  10. Calibrating collective commitments

    NARCIS (Netherlands)

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

    2003-01-01

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

  11. Implementing environmental commitments

    Energy Technology Data Exchange (ETDEWEB)

    Victor, D.G.; Skolnikoff, E.B. [IIASA, Laxenburg (Austria)

    1997-08-01

    The article summarises the aims and results of a three-year project conducted at the International Institute for Applied Systems Analysis called `Implementation and effectiveness of international environmental commitments` (IEC) which analysed how many environmental commitments are implemented or how intentions are put into practice. Fourteen case studies were conducted on the following issues: conservation and preservation of fauna and flora; stratospheric ozone depletion; Baltic sea pollution; trade in hazardous chemicals and pesticides; acid rain in Europe; North Sea pollution; whaling; and marine dumping of nuclear waste. The research confirmed previous findings that compliance with legally binding commitments is high. However, IEC results suggest that high compliance reflects mainly that governments make special effort to adopt only those commitments with which they can comply. The influence of those commitments is often low. In contrast, compliance with nonbinding commitments has been low, but such commitments can often have a large influence on behavior. The findings differs sharply from conventional wisdom, which maintains that the most effective international commitments are legally binding. The research suggests more attention is needed to building systems for gathering and reviewing data on implementation and for handling implementation problems. Among IEC`s contributions to policy has been to apply this finding to the design of possible non-compliance procedures within the United Nations Framework Convention on Climate Change.

  12. Managing by commitments.

    Science.gov (United States)

    Sull, Donald N

    2003-06-01

    What makes a great manager great? Despite differences in their personal attributes, successful managers all excel in the making, honoring, and remaking of commitments. Managerial commitments take many forms, from capital investments to personnel decisions to public statements, but each exerts both immediate and enduring influence on a company. A leader's commitments shape a business's identity, define its strengths and weaknesses, establish its opportunities and limitations, and set its direction. Executives can all too easily forget that commitments are extraordinarily powerful. Caught up in the present, managers often take actions that, while beneficial in the near term, impose lasting constraints on their operations and organizations. When market or competitive conditions change, they can find themselves unable to respond effectively. Managers who understand the nature and power of their commitments can wield them more effectively throughout a company's life cycle. Entrepreneurs can avoid taking actions that imprint a new venture with a dysfunctional character. Managers in established enterprises can buttress past commitments that retain their currency and learn to recognize when commitments have become roadblocks to needed changes. The manager can then replace those roadblocks with new, rejuvenating commitments. That doesn't mean you should try to anticipate all the long-run consequences of every commitment--and it certainly doesn't mean you should shy away from making commitments. But it does mean that before making important decisions about, say, operating processes or partnerships, you should always ask yourself: Is this a process or relationship that we can live with in the future? Am I locking us into a course that we'll come to regret?

  13. Irreversible and irretrievable commitments of material resources

    International Nuclear Information System (INIS)

    1976-06-01

    In accordance with 10 CFR Part 51, ''Licensing and Regulatory Policy and Procedures for Environmental Protection,'' applicants are required to discuss any irreversible and irretrievable commitments of resources that would be involved in a proposed action, should it be implemented. The construction and operation of nuclear power stations involve commitments of such resources as water, fuel, and materials. The guide presented identifies a report on material resources that forms a basis acceptable to the NRC staff for required discussions of irreversible and irretrievable commitments of material resources involved in the construction of a 1000 MWe pressurized water reactor. The guide describes numerical estimates useful in all such discussions. It also provides methods of computation that may be referenced

  14. Misconduct accounts for the majority of retracted scientific publications

    Science.gov (United States)

    Fang, Ferric C.; Steen, R. Grant; Casadevall, Arturo

    2012-01-01

    A detailed review of all 2,047 biomedical and life-science research articles indexed by PubMed as retracted on May 3, 2012 revealed that only 21.3% of retractions were attributable to error. In contrast, 67.4% of retractions were attributable to misconduct, including fraud or suspected fraud (43.4%), duplicate publication (14.2%), and plagiarism (9.8%). Incomplete, uninformative or misleading retraction announcements have led to a previous underestimation of the role of fraud in the ongoing retraction epidemic. The percentage of scientific articles retracted because of fraud has increased ∼10-fold since 1975. Retractions exhibit distinctive temporal and geographic patterns that may reveal underlying causes. PMID:23027971

  15. Practical Relativistic Bit Commitment.

    Science.gov (United States)

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

    2015-07-17

    Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through an asynchronous exchange of quantum information. Perfect security is, however, possible when Alice and Bob each split into several agents exchanging classical information at times and locations suitably chosen to satisfy specific relativistic constraints. In this Letter we first revisit a previously proposed scheme [C. Crépeau et al., Lect. Notes Comput. Sci. 7073, 407 (2011)] that realizes bit commitment using only classical communication. We prove that the protocol is secure against quantum adversaries for a duration limited by the light-speed communication time between the locations of the agents. We then propose a novel multiround scheme based on finite-field arithmetic that extends the commitment time beyond this limit, and we prove its security against classical attacks. Finally, we present an implementation of these protocols using dedicated hardware and we demonstrate a 2 ms-long bit commitment over a distance of 131 km. By positioning the agents on antipodal points on the surface of Earth, the commitment time could possibly be extended to 212 ms.

  16. Bidding to Commit

    Directory of Open Access Journals (Sweden)

    Pat Barclay

    2017-02-01

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

  17. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  18. Psychiatric Diagnoses and Punishment for Misconduct: The Effects of PTSD in Combat-Developed Marines

    Science.gov (United States)

    2010-10-25

    this study. Demographic and personnel predictors included sex, race (Caucasian, African American, Hispanic , or other), date of military entry...only included misconduct outcomes that were measurable in personnel records, so the relationship between PTSD and undocumented types of misconduct...ethnicity Caucasian 9050 (64.9) 55 942 (71.8) ** 54 191 (74.3) ** African American 1653 (11.9) 5504 (7.1) ** 5554 (7.6) ** Hispanic 2171

  19. Curbing misconduct in the pharmaceutical industry: insights from behavioral ethics and the behavioral approach to law.

    Science.gov (United States)

    Feldman, Yuval; Gauthier, Rebecca; Schuler, Troy

    2013-01-01

    Two insights of psychology on which we would like to draw are that people react to law in more complex ways than rational-choice models assume and that good people sometimes do bad things. With that starting point, this article provides a behavioral perspective on some of the factors that policymakers seeking to reduce the level of misconduct in the pharmaceutical industry should consider. Effective regulation and enforcement need to address the following questions: Who are the regulation's targeted actors - researchers or executives? Are the regulations directed toward research or marketing activities? Is the misconduct a product of explicit rational choice or implicit processes of which the actor is unaware? Is it reasonable to address all types of misconduct using the same approach? Certain misconduct - particularly by researchers - is due to automatic, intuitive, and unconscious decisions and needs to be addressed through different means than those used to address misconduct due to controlled, deliberate decisions. This article therefore recommends using different sorts of regulation depending on the context. It suggests more tailored enforcement mechanisms that will be sensitive to the pharmaceutical researchers' unique work motivations and to their awareness or lack of awareness of their own misconduct. © 2013 American Society of Law, Medicine & Ethics, Inc.

  20. Using internal marketing to improve organizational commitment and service quality.

    Science.gov (United States)

    Tsai, Yafang; Wu, Shih-Wang

    2011-12-01

    The purpose of this article was to explore the structural relationships among internal marketing, organizational commitment and service quality and to practically apply the findings. Internal marketing is a way to assist hospitals in improving the quality of the services that they provide while executing highly labour-intensive tasks. Through internal marketing, a hospital can enhance the organizational commitment of its employees to attain higher service quality. This research uses a cross-sectional study to survey nursing staff perceptions about internal marketing, organizational commitment and service quality. The results of the survey are evaluated using equation models. The sample includes three regional hospitals in Taiwan. Three hundred and fifty questionnaires were distributed and 288 valid questionnaires were returned, yielding a response rate of 82.3%. The survey process lasted from 1 February to 9 March 2007. The data were analysed with SPSS 12.0, including descriptive statistics based on demographics. In addition, the influence of demographics on internal marketing, organizational commitment and service quality is examined using one-way anova. The findings reveal that internal marketing plays a critical role in explaining employee perceptions of organizational commitment and service quality. Organizational commitment is the mediator between internal marketing and service quality. The results indicate that internal marketing has an impact on both organizational commitment and service quality. Internal marketing should be emphasized to influence frontline nursing staff, thereby helping to create better organizational commitment and service quality. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

  1. Alzheimer's: From Caring to Commitment

    Science.gov (United States)

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

  2. School Climate Improvement Action Guide for Noninstructional Staff. School Climate Improvement Resource Package

    Science.gov (United States)

    National Center on Safe Supportive Learning Environments, 2017

    2017-01-01

    Improving school climate takes time and commitment from a variety of people in a variety of roles. This document outlines key action steps that noninstructional staff--including guidance counselors, social workers, school psychologists, office staff, bus drivers, maintenance and facility staff, and food service staff--can take to support school…

  3. Onderzoeksnotitie: Een vernieuwd meetinstrument voor organizational commitment

    NARCIS (Netherlands)

    Jak, S.; Evers, A.

    2010-01-01

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

  4. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  5. Failure to Replicate: A Sign of Scientific Misconduct?

    Directory of Open Access Journals (Sweden)

    Helene Z. Hill

    2014-09-01

    Full Text Available Repeated failures to replicate reported experimental results could indicate scientific misconduct or simply result from unintended error. Experiments performed by one individual involving tritiated thymidine, published in two papers in Radiation Research, showed exponential killing of V79 Chinese hamster cells. Two other members of the same laboratory were unable to replicate the published results in 15 subsequent attempts to do so, finding, instead, at least 100-fold less killing and biphasic survival curves. These replication failures (which could have been anticipated based on earlier radiobiological literature raise questions regarding the reliability of the two reports. Two unusual numerical patterns appear in the questioned individual’s data, but do not appear in control data sets from the two other laboratory members, even though the two key protocols followed by all three were identical or nearly so. This report emphasizes the importance of: (1 access to raw data that form the background of reports and grant applications; (2 knowledge of the literature in the field; and (3 the application of statistical methods to detect anomalous numerical behaviors in raw data. Furthermore, journals and granting agencies should require that authors report failures to reproduce their published results.

  6. Knowledge and attitudes of nursing staff and mothers towards ...

    African Journals Online (AJOL)

    Sixty per cent of the nursing staff did not have any KMC training. The majority of the mothers were committed to KMC, were satisfied with the results (with regard to the weight gain of the infant), and indicated that they would continue to practise KMC at home. The majority of the hospital nursing staff was very positive toward ...

  7. A Review of the Scientific Misconduct Inquiry Process, Ankara Chamber of Medicine, Turkey.

    Science.gov (United States)

    Gökçay, Banu; Arda, Berna

    2017-08-01

    The aim of this study is to review the inquiry process used in scientific misconduct cases in the Ankara Chamber of Medicine between the years 1998 and 2012. The violations of the "Disciplinary Regulations of the Turkish Medical Association" have been examined by keeping the names of the people, institutions, associations and journals secret. In total, 31 files have been studied and 11 of these files have been identified as related to scientific misconduct. The methods of inquiry, the decisions about the need for an investigation process, the types of scientific misconduct, and the adjudication processes have all been reported. Furthermore, the motives of researchers who made allegations, the study approaches of investigators, and the objections to the decisions about guilt and innocence have also been examined. Based on the findings obtained, the reasons for scientific misconduct and the distribution of responsibilities among the people in the inquiry process have been discussed. A major conclusion is the need to standardize the process of conducting inquiries about scientific misconduct cases for the regional chambers of medicine in Turkey.

  8. The Fold of Commitment

    DEFF Research Database (Denmark)

    Raastrup Kristensen, Anders; Pedersen, Michael

    2016-01-01

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

  9. Commitment to Peace.

    Science.gov (United States)

    Montessori, Renilde

    1995-01-01

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

  10. Employee organizational commitment

    Directory of Open Access Journals (Sweden)

    Radosavljević Života

    2017-01-01

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

  11. Do the Ends Strengthen the Means? An Examination of the Link between Purpose in Life and Academic Misconduct among College Students

    Science.gov (United States)

    Yu, Hongwei; Glanzer, Perry; Johnson, Byron

    2016-01-01

    Scholarship addressing academic misconduct has started to examine the relationship between academic misconduct and student virtues such as self-control. To date, however, no one has studied the relationship between academic misconduct and life purpose. To address this gap, the authors drew upon a large sample of 2,503 college students and used the…

  12. Investigating the Effect of Academic Procrastination on the Frequency and Variety of Academic Misconduct: A Panel Study

    Science.gov (United States)

    Patrzek, Justine; Sattler, Sebastian; van Veen, Floris; Grunschel, Carola; Fries, Stefan

    2015-01-01

    In prior studies, academic procrastination has been discussed as an influencing factor of academic misconduct. However, empirical studies were conducted solely cross-sectionally and investigated only a few forms of academic misconduct. This large scale web-based study examined the responses of between 1359 and 2207 participants from different…

  13. Academic Misconduct: An Investigation into Male Students' Perceptions, Experiences & Attitudes towards Cheating and Plagiarism in a Middle Eastern University Context

    Science.gov (United States)

    Tayan, Bilal M.

    2017-01-01

    Academic misconduct in many educational institutions in the Middle East is an inherent problem. This has been particularly true amongst the university student population. The proliferation of the Internet and the ownership of mobile and electronic devices, have, in part, witnessed rates of cheating, plagiarism and academic misconduct cases…

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

    Science.gov (United States)

    Tsai, Yafang

    2014-04-04

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

  15. Exploring the job satisfaction and organisational commitment of ...

    African Journals Online (AJOL)

    Exploring the job satisfaction and organisational commitment of employees in the information technology environment. ... between the two variables. The fi ndings add new knowledge that can be used to improve organisational practices for the retention of valuable staff members in the information technology environment.

  16. Misconduct Policies, Academic Culture and Career Stage, Not Gender or Pressures to Publish, Affect Scientific Integrity.

    Directory of Open Access Journals (Sweden)

    Daniele Fanelli

    Full Text Available The honesty and integrity of scientists is widely believed to be threatened by pressures to publish, unsupportive research environments, and other structural, sociological and psychological factors. Belief in the importance of these factors has inspired major policy initiatives, but evidence to support them is either non-existent or derived from self-reports and other sources that have known limitations. We used a retrospective study design to verify whether risk factors for scientific misconduct could predict the occurrence of retractions, which are usually the consequence of research misconduct, or corrections, which are honest rectifications of minor mistakes. Bibliographic and personal information were collected on all co-authors of papers that have been retracted or corrected in 2010-2011 (N=611 and N=2226 papers, respectively and authors of control papers matched by journal and issue (N=1181 and N=4285 papers, respectively, and were analysed with conditional logistic regression. Results, which avoided several limitations of past studies and are robust to different sampling strategies, support the notion that scientific misconduct is more likely in countries that lack research integrity policies, in countries where individual publication performance is rewarded with cash, in cultures and situations were mutual criticism is hampered, and in the earliest phases of a researcher's career. The hypothesis that males might be prone to scientific misconduct was not supported, and the widespread belief that pressures to publish are a major driver of misconduct was largely contradicted: high-impact and productive researchers, and those working in countries in which pressures to publish are believed to be higher, are less-likely to produce retracted papers, and more likely to correct them. Efforts to reduce and prevent misconduct, therefore, might be most effective if focused on promoting research integrity policies, improving mentoring and training

  17. Sustainability Marketing Commitment

    DEFF Research Database (Denmark)

    Tollin, Karin; Bech Christensen, Lars

    2017-01-01

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

  18. Unit Commitment Solution Methods

    OpenAIRE

    Sayeed Salam

    2007-01-01

    An effort to develop a unit commitment approach capable of handling large power systems consisting of both thermal and hydro generating units offers a large profitable return. In order to be feasible, the method to be developed must be flexible, efficient and reliable. In this paper, various proposed methods have been described along with their strengths and weaknesses. As all of these methods have some sort of weaknesses, a comprehensive algorithm that combines the stren...

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

    Science.gov (United States)

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

    2015-11-01

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

  20. Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

    Science.gov (United States)

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

    According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

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

    Science.gov (United States)

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

    2016-01-01

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

  2. Linking Resident Satisfaction to Staff Perceptions of the Work Environment in Assisted Living: A Multilevel Analysis

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2006-01-01

    Purpose: This study examines the relationship between resident satisfaction and staff perceptions of the work environment in assisted living. Staff perceptions were assessed at the facility level, using aggregate measures of staff job satisfaction, organizational commitment, and views of organizational culture. Design and Methods: The sample…

  3. [Acceptance and commitment therapy].

    Science.gov (United States)

    Ducasse, D; Fond, G

    2015-02-01

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

  4. Fraud and misconduct in science: the stem cell seduction: Implications for the peer-review process

    NARCIS (Netherlands)

    van der Heyden, M. A. G.; van de Ven, T. Derks; Opthof, T.

    2009-01-01

    Scientific misconduct and fraud occur in science. The (anonymous) peer review process serves as goalkeeper of scientific quality rather than scientific integrity. In this brief paper we describe some limitations of the peer-review process. We describe the catastrophic facts of the 'Woo-Suk Hwang

  5. School Social Workers' Roles Involving Teacher-Student Sexual Misconduct and Exploitation

    Science.gov (United States)

    Ruffin, Cedrina M.

    2017-01-01

    Incidents of sexual misconduct by educators continue to become more prevalent in the United States, resulting in negative social, emotional, and psychological effects on many students. School social workers are professionals with backgrounds in prevention, intervention, and advocacy; however, very little literature has examined the roles of school…

  6. Medical students' perceptions of professional misconduct: relationship with typology and year of programme.

    Science.gov (United States)

    Zulkifli, Juliana; Noel, Brad; Bennett, Deirdre; O'Flynn, Siun; O'Tuathaigh, Colm

    2018-02-01

    To examine the contribution of programme year and demographic factors to medical students' perceptions of evidence-based classification categories of professional misconduct. Students at an Irish medical school were administered a cross-sectional survey comprising 31 vignettes of professional misconduct, which mapped onto a 12-category classification system. Students scored each item using a 5-point Likert scale, where 1 represents the least severe form of misconduct and 5 the most severe. Of the 1012 eligible respondents, 561 students completed the survey, providing a response rate of 55%. Items pertaining to disclosure of conflict of interest were ranked as the least severe examples of professional misconduct, and this perception was highest among finalyear students. While ratings of severity declined for items related to 'inappropriate conduct not in relation to patient' and 'inappropriate use of social media' between years 1 and 3, ratings for both categories increased again among clinical cycle (fourth and final year) students. Increased clinical exposure during years 4 and 5 of the undergraduate programme was associated with better recognition of the importance of selected professional domains. Disclosure of conflict of interest is identified as an area of medical professionalism that requires greater emphasis for students who are at the point of transition from student to doctor. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  7. Gangkill: An Exploratory Empirical Assessment of Gang Membership, Homicide Offending, and Prison Misconduct

    Science.gov (United States)

    Drury, Alan J.; DeLisi, Matt

    2011-01-01

    Extant research indicates that inmates with street gang history are prone for prison misconduct but that inmates convicted of homicide offenses are less likely to be noncompliant. No research has explored the interaction between street gang history and homicide offending. Based on official infraction data from 1,005 inmates selected from the…

  8. Medical students' and teachers' perceptions of sexual misconduct in the student-teacher relationship

    NARCIS (Netherlands)

    Dekker, Hanke; Snoek, Jos W; Schonrock-Adema, Johanna; van der Molen, Thys; Cohen - Schotanus, Janke

    2013-01-01

    Teachers are important role models for the development of professional behaviour of young trainee doctors. Unfortunately, sometimes they show unprofessional behaviour. To address misconduct in teaching, it is important to determine where the thresholds lie when it comes to inappropriate behaviours

  9. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2006-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association's work and help promote and defend the staff's interests and, more broadly, those of the Organization itself.

  10. Organizational commitment of military physicians.

    Science.gov (United States)

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

    2009-09-01

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

  11. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    Toline, B.C.

    1991-01-01

    In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

  12. Perceptions of job satisfaction relating to affective organisation commitment.

    Science.gov (United States)

    Papinczak, Tracey

    2012-10-01

    Affective organisation commitment, which refers to a psychological attachment to, and involvement with, an employing institution, is regarded as important because of its effects on employee identification with the employer and its causal effects on work effort and staff retention. This paper explores the experiences of casual tutors facilitating problem-based learning (PBL) tutorials and aims to identify aspects of their role that strengthen and detract from employee job satisfaction and affective commitment. Qualitative data were gathered from first- and second-year tutors (N = 13) through 2 focus groups. Both clinicians and non-clinicians were recruited, including highly experienced staff and those with organisation commitment; novel findings include the supportive and compensatory nature of the collegial relationships formed between casual tutors. Role attenuation, a job-related factor, was a predominant perception as it related to dysfunctional groups and increasing student disengagement with PBL. Within the unique learning environment of PBL, positive factors relating to job satisfaction may have an important role to play in improving tutors' commitment to their employing organisation. Aspects of the role which are viewed most negatively and relate most significantly to affective commitment need to be addressed promptly. Attention should be directed to supporting tutors to maximise the perceived benefits and providing professional development and improved communication to better address issues associated with difficult or disengaged students as well as isolation from decision-makers. © Blackwell Publishing Ltd 2012.

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

    Science.gov (United States)

    Kebriaei, A; Rakhshaninejad, M; Mohseni, M

    2014-12-01

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

  14. Work values and organizational commitment.

    Science.gov (United States)

    Kidron, A

    1978-06-01

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

  15. Educator Sexual Misconduct: Exposing or Causing Learners to Be Exposed to Child Pornography or Pornography

    Directory of Open Access Journals (Sweden)

    Susan Coetzee

    2016-02-01

    Full Text Available he law recognises that non-contact sexual offences can cause harm and several offences were created to regulate non-contact sexual child abuse offences. Several of these offences deal with the exposure or causing exposure of children to child pornography or pornography. Sexual grooming of children and the “Exposure or display of or causing exposure or display of child pornography or pornography to children” are criminalised in sections 18(2 and 19 of the Criminal Law (Sexual Offences and Related Matters Amendment Act 32 of 2007. And offences in relation to exposing children to disturbing, harmful and age-inappropriate materials are criminalised in sections 24A(2 and (4 of the Films and Publications Act 65 of 1996. In this article the author considered the content of the offences of “Exposure or display of or causing exposure or display of child pornography or pornography to children” in relation to the other offences dealing with exposure of children to child pornography or pornography. Benchmarked against these criminal offences the author then conceptualised exposing learners, or causing the exposure of learners to child pornography or pornography as forms of educator misconduct. The seriousness that should be attached to these forms of misconduct was considered in light of the various criminal offences. The review of the criminal offences and the forms of educator misconduct brought the ineffectiveness of current forms of serious educator misconduct to the fore. There is no form of serious misconduct that covers the transgression of educators who expose learners to child pornography or pornography that can be classified as “XX”. In conclusion a suggestion is made with regard to how a new form of serious misconduct could be worded so as to cover this gap, eg An educator must be dismissed if he or she is found guilty of – (g exposing a learner to or causing exposure of a learner to material classified as “Refused” or

  16. A documentation of, and statements in reply to, articles in the weekly 'Der Spiegel', laying BMFT staff members open to the approach of punishable acceptance of advantage

    International Nuclear Information System (INIS)

    1988-01-01

    In connection with the occurrences in the Hanau nuclear firms Nukem and Transnuklear, the weekly magazine 'Der Spiegel' published a number of articles and statements on allegedly further irregularities and cases of misconduct by staff members of the Federal Ministry of Research and Technology, including alleged violation of the Non-Proliferation Treaty because of clandestine supply of plutonium to Pakistan and Libya. The documentation presents background information and the response by the Federal Ministry. (DG) [de

  17. Evaluating U.S. medical schools' efforts to educate faculty researchers on research integrity and research misconduct policies and procedures.

    Science.gov (United States)

    Titus, Sandra Larsen

    2014-01-01

    This paper examines how well U.S. medical school institutions are doing to promote research integrity. It is an important question to ask in order to determine whether there are sufficient and adequate protections in place to protect the U.S. Public Health Service's (PHS) resources devoted to medical research. This paper focuses on 5,100 medical school researchers' knowledge of what constitutes research misconduct as well as their willingness to report it to the research integrity officer (RIO) and educate their Ph.D. trainees. We learned that 5.6% of researchers could correctly distinguish seven or more of the nine scenarios that depicted likely research misconduct, as defined by the PHS regulations, from scenarios describing other ethical issues. Instead, researchers had expansive definitions and often inappropriately identified infractions such as conflicts of interest, Institutional Review Board (IRB) violations, and other breaches in ethical standards to be research misconduct. In addition, researchers who correctly identified four instances of likely research misconduct in the test items were highly unlikely to report their observations to a RIO. Researchers also provided insight on the factors they believe influence their decision making process of whether to report research misconduct. In addition, this paper also reports on the guidance that faculty said they provided their trainees on research misconduct issues. We conclude with a discussion and recommendations on what institutional leaders might consider doing in order to enhance their research integrity efforts and protect their institution's reputation.

  18. E3 Staff Database

    Data.gov (United States)

    US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...

  19. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...

  20. Our commitment to quality

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-05-01

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

  1. Staff Performance Evaluation in Public Organizations

    Directory of Open Access Journals (Sweden)

    Drumea C.

    2014-12-01

    Full Text Available In public Organizations staff performance is difficult to measure in absence of overall quantitative performance indicators. There are also the qualitative indicators that give an overview on staff’s motivation, strive, ability, commitment to values, teamwork. These aspects are even less easy to illustrate, in private and public sectors equally. In both cases, measuring staff performance at work, as well as its input on the global performance of the organization is a difficult task which has in practice different approaches. Subsequently, this paper is discussing the system indicators and performance triggers used in International Organizations UN affiliated, in order to adjust staff classification and benefits to their staff’s performance.

  2. CHIEF OF STAFF FINANCE

    African Journals Online (AJOL)

    Internal Audit, Military. Museums, Documentation. Service, Language. Service, Financial Co-ordination, Chief Pay Mas- ter, Programming and Budget, Electronic Data. Processing and Expenditure Control. Chief of Staff Finance. With effect from 13 February 1978 Chief of Staff. Management Services became Chief of Staff.

  3. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2007-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association’s work and help promote and defend the staff’s interests and, more broadly, those of the Organization itself.

  4. Organizational Climate and Teacher Commitment

    Science.gov (United States)

    Douglas, Stephen Michael

    2010-01-01

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

  5. Representative misconduct, voter perceptions and accountability: Evidence from the 2009 House of Commons expenses scandal☆

    Science.gov (United States)

    Vivyan, Nick; Wagner, Markus; Tarlov, Jessica

    2012-01-01

    This paper examines electoral accountability after the 2009–10 UK expenses scandal. Existing research shows that Members of Parliament (MPs) implicated in the scandal fared only marginally worse in the election than non-implicated colleagues. This lack of electoral accountability for misconduct could have arisen either because voters did not know about their representative's wrongdoing or because they chose not to electorally sanction them. We combine panel survey data with new measures of MP implication in the expenses scandal to test where electoral accountability failed. We find that MP implication influenced voter perceptions of wrongdoing more than expected. In contrast, constituents were only marginally less likely to vote for MPs who were implicated in the scandal. Electoral accountability may therefore be constrained even when information about representative misconduct is easily available and clearly influences voter perceptions. PMID:23576832

  6. Representative misconduct, voter perceptions and accountability: Evidence from the 2009 House of Commons expenses scandal.

    Science.gov (United States)

    Vivyan, Nick; Wagner, Markus; Tarlov, Jessica

    2012-12-01

    This paper examines electoral accountability after the 2009-10 UK expenses scandal. Existing research shows that Members of Parliament (MPs) implicated in the scandal fared only marginally worse in the election than non-implicated colleagues. This lack of electoral accountability for misconduct could have arisen either because voters did not know about their representative's wrongdoing or because they chose not to electorally sanction them. We combine panel survey data with new measures of MP implication in the expenses scandal to test where electoral accountability failed. We find that MP implication influenced voter perceptions of wrongdoing more than expected. In contrast, constituents were only marginally less likely to vote for MPs who were implicated in the scandal. Electoral accountability may therefore be constrained even when information about representative misconduct is easily available and clearly influences voter perceptions.

  7. Using internal communication as a marketing strategy: gaining physician commitment.

    Science.gov (United States)

    Heine, R P

    1990-01-01

    In the ambulatory care industry, increased competition and promotional costs are pressuring managers to design more creative and effective marketing strategies. One largely overlooked strategy is careful monitoring of the daily communication between physicians and ambulatory care staff providing physician services. Satisfying physician communication needs is the key to increasing physician commitment and referrals. This article outlines the steps necessary to first monitor, then improve the quality of all communication provided to physicians by ambulatory care personnel.

  8. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

    2013 Elections to Staff Council   Vote! Make your voice heard and be many to elect the new Staff Council. More details on the elections can be found on the Staff Association web site (https://ap-vote.web.cern.ch/elections-2013).   Timetable elections Monday 28 October to Monday 11 November, 12:00 am voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November, Staff Association Assizes Tuesday 3 December, first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee.

  9. Corporate Hegemony in Japanese Collaborative Management:A Case Study of Corporate Misconduct in Japan

    OpenAIRE

    清宮 徹; Toru KIYOMIYA

    2011-01-01

    Japanese organizations have traditionally had strong relationships with their employees, which are recognized as a unique quality of Japanese organizational identities. In this article, I focus on corporate misconduct as related to organizational identity and corporate hegemony in Japanese collaborative management. An analysis of the cover-up scandal by the Japanese organization the Mitsubishi Motors Corporation (MMC) is presented to study this issue. Several important findings from this stud...

  10. Malaysian researchers talk about the influence of culture on research misconduct in higher learning institutions.

    Science.gov (United States)

    Olesen, Angelina P; Amin, Latifah; Mahadi, Zurina

    2017-01-01

    Based on a previous survey by the Office of Research Integrity (ORI) in the USA, a considerable number of foreign research scientists have been found guilty of research misconduct. However, it remains unclear as to whether or not cultural factors really contribute to research misconduct. This study is based on a series of interviews with Malaysian researchers from the local universities regarding their own professional experiences involving working with researchers or research students from different countries or of different nationalities. Most of the researchers interviewed agreed that cultures do shape individual character, which influences the way that such individuals conduct research, their decision-making, and their style of academic writing. Our findings also showed that working culture within the institution also influences research practices, as well as faculty mentorship of the younger generation of researchers. Given the fact such misconduct might be due to a lack of understanding of research or working cultures or practices within the institution, the impact on the scientific community and on society could be destructive. Therefore, it is suggested that the institution has an important role to play in orienting foreign researchers through training, mentoring, and discussion with regard to the "does" and "don'ts" related to research, and to provide them with an awareness of the importance of ethics when it comes to conducting research.

  11. Off with their heads: the need to criminalize some forms of scientific misconduct.

    Science.gov (United States)

    Redman, Barbara K; Caplan, Arthur L

    2005-01-01

    Improvement in policy for the management of scientific misconduct has been slow. While assurance of due process at the ORI level is now in place, similar protections at the institutional level and institutional responsibility for further oversight and a workplace where the responsible conduct of research can be practiced have not yet been addressed. In contrast, policy regarding human subject protection has evolved rapidly to reflect firmer norms, with decisive priority given to subject protection over scientific or social needs. Perhaps because scientific misconduct policy has the potential to harm the careers of individual scientists and harms to individual subjects are thought to be indirect, the scientific community has been successful in blocking every move toward testing more rigorous regulation. The mantras that scientists can discipline their own, and the price of competitive science is some level of scientific misconduct are not persuasive. The standards by which science is judged should not be an exception to those governing others who deal with the public's money and have a duty to the public interest.

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

    Science.gov (United States)

    Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

    2009-12-01

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

  13. Demographic differences, occupational stress and organisational commitment among employees in higher education institution

    Directory of Open Access Journals (Sweden)

    Simbarashe Zhuwao

    2015-11-01

    Full Text Available The objectives of this study was to determine the levels of occupational stress and organizational commitment of employees and to determine the differences of occupational stress and organisational commitment based on demographic information in a higher education institution. The sample consisted of 141 academic staff. The Organisational Stress Screening Tool (ASSET, and Allen and Meyer’s Organisational Commitment Tool (OCT were used. The results showed that different occupational stressors contributed significantly to low organisational commitment. Occupational stress levels about job characteristics, work relationships, job overload and job control contributed to low levels of organisational commitment. The results also showed that there is a significant difference in occupational stress and organisational commitment levels based on the demographic differences of employees

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

    Science.gov (United States)

    Chang, Ching Sheng; Chang, Hae Ching

    2009-01-01

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

  15. A Study of the Drivers of Commitment amongst Nurses: The Salience of Training, Development and Career Issues

    Science.gov (United States)

    McCabe, Thomas Joseph; Garavan, Thomas N.

    2008-01-01

    Purpose: The aim of this study is to highlight factors influencing the commitment of nurses, and particularly focuses on the role of training, development and career issues. It provides the basis for a HRD framework, outlining policy choices in developing high commitment amongst nursing staff. Design/methodology/approach: A qualitative research…

  16. Relationship between Employees' Beliefs regarding Training Benefits and Employees' Organizational Commitment in a Petroleum Company in the State of Qatar

    Science.gov (United States)

    Al-Emadi, Mohammed Asad Shareef; Marquardt, Michael J.

    2007-01-01

    The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

  17. Staff training program of CANDU projects in Saskatoon

    International Nuclear Information System (INIS)

    Huterer, J.

    1996-01-01

    This paper describes the training process for a nuclear project on a new site. When AECL opened a project office Saskatoon, senior management recognized the need for large scale staff training and made the necessary commitments. Two types of training programs were initiated, general and technical. The general training plan included topics related to nuclear project life cycle. Technical training was discipline and task specific. Based on the job descriptions and staff qualifications, technical training requirements were documented for the entire staff. The training strategy was developed and implemented. Detailed records were maintained to monitor the progress, draw conclusions, and plan training for future nuclear facilities. (author)

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

    Science.gov (United States)

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

    2018-03-22

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

  19. Self-determination in sport commitment.

    Science.gov (United States)

    Zahariadis, Panayotis; Tsorbatzoudis, Haralambos; Alexandris, Konstantinos

    2006-04-01

    The study tested utility of self-determination and sport commitment theories to understanding young athletes' sport commitment. 343 young athletes (M= 13.5 yr., SD= +/- 1.1) from soccer, basketball, volleyball, handball, and water polo teams volunteered to participate. All completed the Sport Motivation Scale and the Sport Commitment Questionnaire. Pearson correlations showed a strong relationship between commitment and intrinsic motivation scores. In contrast, extrinsic motivation scores were not significantly correlated to commitment, whereas amotivation scores showed a negative correlation to commitment. Path analysis resulted in strong positive association of intrinsic motivation and commitment. Amotivation had small negative relation to commitment. According to the model tested, social constraints and involvement opportunities were not significant contributors to sport commitment. An alternative model supported the mediating role of enjoyment to psychological commitment. The results showed that high self-determination is supportive of sport commitment, whereas low self-determination reduces sport commitment.

  20. Employee organizational commitment and hospital performance.

    Science.gov (United States)

    Baird, Kevin M; Tung, Amy; Yu, Yanjie

    2017-09-15

    There is widespread evidence of the purported benefits of employee organizational commitment (EOC) and its impact on both individual and organizational performance. This study contributes to this literature by providing a unique insight into this relationship, focusing on the interrelationship between EOC with hospital performance and the role of the provision of adequate facilities in eliciting EOC. The aim of this study was to introduce and empirically examine a new theoretical model in which it is argued that the performance of hospitals with regard to the provision of adequate facilities (medical facilities, support facilities, and staff resources) influences the level of EOC, which in turn influences hospital performance with regard to patient care and operational effectiveness. To examine the interrelationships between the provision of adequate facilities, EOC, and hospital performance, the study utilizes a survey of hospital managers. The findings support the theoretical model, with the provision of support facilities and staff resources positively indirectly associated with both patient care and operational effectiveness through their impact on EOC. The findings highlight the importance of providing adequate facilities and EOC within hospitals and suggest that CEOs and general managers should try to enhance the provision of such resources in an attempt to elicit EOC within their hospitals. The findings suggest that managers should try to enhance their provision of adequate facilities in order to elicit EOC and enhance hospital performance. With regard to medical facilities, they should consider and incorporate the latest technology and up-to-date equipment. They should also provide adequate staff resources, including appropriate numbers of beds, nurses, and doctors, to prevent "fatigue" (West, 2001, p. 41) and provide adequate support facilities.

  1. Occupational stress and organisational commitment of employees at higher educational institution

    Directory of Open Access Journals (Sweden)

    Simbarashe Zhuwao

    2015-12-01

    Full Text Available The objective of this study was to determine the relationship between occupational stress and organisational commitment of employees at a higher education institution. A random sample (N=30 was chosen from academic staff within the university. The study used a quantitative design. The Organisational Stress Screening Tool (ASSET and Allen and Meyer’s Organisational Commitment Tool (OCT were administered. The study revealed that a statistical significant relationship exists between occupational stress and organizational commitment of employees. The study also showed that academic staff overall experienced average levels of occupational stress and organisational commitment. Job characteristics and work relationship were found to be the major sources of occupation stress. It is recommended that higher education institutions should improve employee participation in decision making to reduce employees’ stress as a result of unmanageable workloads and overload.

  2. Alcohol myopia and goal commitment

    Directory of Open Access Journals (Sweden)

    A. Timur Sevincer

    2014-03-01

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

  3. Committed warming inferred from observations

    Science.gov (United States)

    Mauritsen, Thorsten; Pincus, Robert

    2017-09-01

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

  4. Quantum bit commitment protocol without quantum memory

    OpenAIRE

    Ramos, Rubens Viana; Mendonca, Fabio Alencar

    2008-01-01

    Quantum protocols for bit commitment have been proposed and it is largely accepted that unconditionally secure quantum bit commitment is not possible; however, it can be more secure than classical bit commitment. In despite of its usefulness, quantum bit commitment protocols have not been experimentally implemented. The main reason is the fact that all proposed quantum bit commitment protocols require quantum memory. In this work, we show a quantum bit commitment protocol that does not requir...

  5. Predicting self-reported research misconduct and questionable research practices in university students using an augmented Theory of Planned Behavior

    Science.gov (United States)

    Rajah-Kanagasabai, Camilla J.; Roberts, Lynne D.

    2015-01-01

    This study examined the utility of the Theory of Planned Behavior model, augmented by descriptive norms and justifications, for predicting self-reported research misconduct and questionable research practices in university students. A convenience sample of 205 research active Western Australian university students (47 male, 158 female, ages 18–53 years, M = 22, SD = 4.78) completed an online survey. There was a low level of engagement in research misconduct, with approximately one in seven students reporting data fabrication and one in eight data falsification. Path analysis and model testing in LISREL supported a parsimonious two step mediation model, providing good fit to the data. After controlling for social desirability, the effect of attitudes, subjective norms, descriptive norms and perceived behavioral control on student engagement in research misconduct and questionable research practices was mediated by justifications and then intention. This revised augmented model accounted for a substantial 40.8% of the variance in student engagement in research misconduct and questionable research practices, demonstrating its predictive utility. The model can be used to target interventions aimed at reducing student engagement in research misconduct and questionable research practices. PMID:25983709

  6. Interactive Relationship between Job Involvement, Job Satisfaction, Organisational Citizenship Behaviour, and Organizational Commitment in Nigerian Universities

    OpenAIRE

    B.M. Nwibere

    2014-01-01

    The study examined the interactive relationship between job involvement, job satisfaction, organisational commitment citizenship behaviour (OCB) and organisational commitment among employees of Nigerian universities. The sample for the study consisted of two hundred and ten academic members of staff (210) from five (5) Federal Government owned universities in the Niger Delta Region of Nigeria. The study utilized both quantitative data (questionnaire) and qualitative data (interview). The Mult...

  7. Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England.

    Science.gov (United States)

    Ahmad, Nora; Oranye, Nelson Ositadimma

    2010-07-01

    To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies. Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment. This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia. Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job. The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment. Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

  8. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

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

    Science.gov (United States)

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

    2016-01-01

    Background: Motivated and committed employees deliver better health care, which results in better outcomes and higher patient satisfaction. Objective: To assess the Organizational Commitment and Intrinsic Motivation of Primary Health Care Providers (HCPs) in New Delhi, India. Materials and Methods: Study was conducted in 2013 on a sample of 333 HCPs who were selected using multistage stage random sampling technique. The sample includes medical officers, auxiliary nurses and midwives, and pharmacists and laboratory technicians/assistants among regular and contractual staff. Data were collected using the pretested structured questionnaire for organization commitment (OC), job satisfiers, and intrinsic job motivation. Analysis was done by using SPSS version 18 and appropriate statistical tests were applied. Results: The mean score for OC for entire regular staff is 1.6 ± 0.39 and contractual staff is 1.3 ± 0.45 which has statistically significant difference (t = 5.57; P = 0.00). In both regular and contractual staff, none of them show high emotional attachment with the organization and does not feel part of the family in the organization. Contractual staff does not feel proud to work in a present organization for rest of their career. Intrinsic motivation is high in both regular and contractual groups but intergroup difference is significant (t = 2.38; P intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization. PMID:27453851

  10. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  11. THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Liz Zeny Merry

    2017-07-01

    Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

  12. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  13. Ontario's commitment to nuclear power

    International Nuclear Information System (INIS)

    Parkinson, E.A.

    1991-01-01

    The title of this paper, 'Ontario's commitment to nuclear power', is significant because, as a publicly-owned company, Ontario Hydro will not be committed to nuclear power unless the Ontario public is also committed to nuclear power. In developing our strategic plan for generating electricity over the next 25 years, public acceptance was the big issue that we had to face, and it will be the underlying theme throughout this paper. In Ontario uranium is an indigenous fuel, and that is one of the reasons why Ontario adopted nuclear power in the first place, because it provides energy security. The uranium business is important to Canada, and to Ontario where we are 50% dependent on nuclear power at the current time. (author)

  14. Managing disclosure of research misconduct by a graduate student to a university mental health professional during a clinical counseling session.

    Science.gov (United States)

    Taylor, Holly A; Wilfond, Benjamin S

    2013-01-01

    This case looks at the question of how to consider obligations of confidentiality by a mental health professional who works for an institution and learns that a student has been using a drug intended for an animal research project. Dr. Paul Appelbaum, MD, a psychiatrist at Columbia University, examines the issue of the limits of confidentiality. Nicholas Steneck, PhD, a scholar in research misconduct at the University of Michigan, explores the obligations to report research misconduct. Walter Limehouse, MD, an ethicist at the Medical University of South Carolina, considers the systems issues raised by this case and offers some suggestions that might change the institutional environment.

  15. Using commitment to improve environmental quality

    NARCIS (Netherlands)

    Lokhorst, Anne Marike

    2009-01-01

    The making of commitments is often used as an intervention aimed at increasing pro-environmental behavior. Research shows that when people commit to changing their environmental behaviors, they tend to adhere to their commitments. In this dissertation it is investigated whether commitment making is

  16. 24 CFR 232.510 - Commitment and commitment fee.

    Science.gov (United States)

    2010-04-01

    ... an amount which will aggregate $4.00 per thousand dollars of the amount of the requested increase. If... in an amount computed at the same dollar rate per thousand dollars of the amount of increase in... dollars of the amount of the expired commitment. If the reopening request is not received by the...

  17. Pledges of Commitment and Cooperation in Partnerships

    Directory of Open Access Journals (Sweden)

    Lachlan Deer

    2016-01-01

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

  18. Pledges of commitment and cooperation in partnerships

    OpenAIRE

    Lachlan Deer; Ralph-C. Bayer

    2015-01-01

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

  19. Staff Association Cocktail

    CERN Multimedia

    Staff Association

    2017-01-01

    The Staff Association has been organising for many years a cocktail with delegates of the Member States participating in Finance Committees of March and September. This cocktail is held at the end of the day, after the Finance Committee meeting. This direct and regular communication helps establish an ongoing contact between the Staff Association and CERN Member States and, more recently, the Associate Member States. Ambassadors of the CERN Staff Association, who are Members of the Personnel, have the opportunity to meet their national delegation in an informal and friendly atmosphere. These exchanges, facilitated by the use of the national language, allow the personnel via the Staff Association to express its ideas and positions on current affairs and fundamental issues, and also to hear about those of the delegations in return.

  20. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  1. Physical Education Teachers' Organizational Commitment

    Science.gov (United States)

    Demir, Hayri

    2013-01-01

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

  2. Cheat Sensitive Quantum Bit Commitment

    OpenAIRE

    Hardy, Lucien; Kent, Adrian

    1999-01-01

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

  3. Cheat sensitive quantum bit commitment.

    Science.gov (United States)

    Hardy, Lucien; Kent, Adrian

    2004-04-16

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

  4. Quality Improvement with Trustee Commitment.

    Science.gov (United States)

    Chaffee, Ellen Earle; Seymour, Daniel

    1991-01-01

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

  5. School Climate and Teacher Commitment

    Science.gov (United States)

    Smith, Larry Don

    2009-01-01

    This study examined the relationship between school climate and teacher commitment. The study focused on elementary schools in Northeast Alabama. Thirty-four elementary schools consisting of 522 teachers took part in the study. The teachers completed two survey instruments: the Organizational Climate Index (OCI) and the Organizational Commitment…

  6. Idiosyncratic Deals and Organizational Commitment

    Science.gov (United States)

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

    2010-01-01

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

  7. Professional misconduct: the case of the Medical Board of Australia v Tausif (occupational discipline).

    Science.gov (United States)

    Colton, Caroline

    2015-03-01

    In 2014, the Australian Capital Territory Civil and Administrative Appeals Tribunal (ACAT) made a finding of professional misconduct against a Canberra general practitioner working in two bulk-billing medical practices established by a corporate medical practice service company, Primary Health Care Limited (Medical Board of Australia v Tausif (Occupational Discipline) [2015] ACAT 4). This column analyses that case, particularly in relation to the ACAT finding that the practitioner's professional misconduct was substantially contributed to by an unsafe system of care, specifically, the failure of Primary Health Care to provide supervision and mentoring for clinicians working at its medical centres. The case highlights the professional pressures carried by general practitioners who practise medicine within the framework of corporate bulk-billing business models. The column also examines the related issue of general practitioner co-payments in Australia and their impact on business models built around doctors purportedly characterised as independent contractors, bulk-billing large numbers of patients each day for short consultations.

  8. Physical therapy students' willingness to report misconduct to protect the patient's interests.

    Science.gov (United States)

    Mansbach, Abraham; Bachner, Yaacov G; Melzer, Itzik

    2010-12-01

    This article presents a study on the ethical dilemma of whistleblowing in physical therapy, and suggests some lines for further research on this topic as well as ways for integrating it in the physical therapy curriculum. The study examines the self-reported willingness of physical therapy students to report misconduct, whether internally or externally, to protect the patient's interests. Internal disclosure entails reporting the wrongdoing to an authority within the organisation. External disclosure entails reporting the offence to an outside agency, such as the police, professional organisation, or press. The findings indicate that the students view the acts that are detrimental or cause injustice to the patient in a very serious light. In dilemma situations such as these, the students reported a willingness to act. The students also report considerably greater likelihood of whistleblowing internally than externally. The pattern reveals a desire to correct the misconduct coupled with a marked decline in the willingness to blow the whistle as this act moved from the workplace to an external authority.

  9. Emotional intelligence, performance, and retention in clinical staff nurses.

    Science.gov (United States)

    Codier, Estelle; Kamikawa, Cindy; Kooker, Barbara M; Shoultz, Jan

    2009-01-01

    Emotional intelligence has been correlated with performance, retention, and organizational commitment in professions other than nursing. A 2006 pilot study provided the first evidence of a correlation between emotional intelligence and performance in clinical staff nurses. A follow-up study was completed, the purpose of which was to explore emotional intelligence, performance level, organizational commitment, and retention. A convenience sample of 350 nurses in a large medical center in urban Hawaii participated in this study. This article reports the findings pertaining to the subset of 193 clinical staff nurses who responded. The Mayer-Salovey-Caruso Emotional Intelligence Test instrument was used to measure emotional intelligence abilities. Performance was defined as ranking on a clinical ladder. Commitment was scored on a Likert scale. The following variables measured retention: total years in nursing, years in current job, total years anticipated in current job, and total anticipated career length. Emotional intelligence scores in clinical staff nurses correlated positively with both performance level and retention variables. Clinical staff nurses with higher emotional intelligence scores demonstrated higher performance, had longer careers, and greater job retention.

  10. Salary/fringe benefit as correlation of job commitment of librarians in ...

    African Journals Online (AJOL)

    The study determined relationship between job satisfaction and library staff job commitment in federal university libraries in the North-Eastern Nigeria. Four objectives, two research questions and two hypotheses guided the outcome of the research. Survey research design was used to investigate a sample of 220 library ...

  11. Undermining Racism and a Whiteness Ideology: White Principals Living a Commitment to Equitable and Excellent Schools

    Science.gov (United States)

    Theoharis, George; Haddix, Marcelle

    2011-01-01

    This article reports on six White urban principals who came to administration with a commitment to create more equitable and excellent schools for students from marginalized communities. These leaders made strides in raising student achievement, creating a climate of belonging for students, staff, and families, and increasing access to learning…

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

    Science.gov (United States)

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

    2015-12-14

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

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

    Science.gov (United States)

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

    2016-01-01

    Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

  14. A "Coach Approach" to Staff Engagement

    Directory of Open Access Journals (Sweden)

    Margaret Macmillan

    2011-11-01

    Full Text Available The speed of change is challenging libraries to redevelop themselves in ways we have never seen before. Rising costs and changing customer expectations are forcing staff to continuously learn new skills, adapt to new technologies and work more closely in collaboration with others in response to this unpredictable environment. At the same time library leaders need to communicate regularly with staff and to motivate them to dialogue with each other about the value of the library service that they provide to the community. A creative approach to building flexibility, resilience and staff engagement has become essential for survival. Coaching is a creative, innovative and effective communications tool that is now considered to be one of the most important ways to encourage employees to continue to learn and develop. Its greatest impact is in building leadership and staff engagement. Communicating with “a coach approach” or coaching mindset is a powerful way for library leaders to connect with others where the flow and exchange is positive and there is a mutual benefit of contribution and collaboration, expanded knowledge and innovation. The basics of fostering “a coach approach” with library staff requires an understanding of the importance of “reframing” one’s personal attitudes and perspectives, appreciating the art of focused listening and the impact of positive acknowledgement, learning to ask the right questions and formulating action plans for continued success. It is a learned skill that requires a commitment to practice but is one that will ultimately demonstrate positive results.

  15. Internet criminality commited on children

    OpenAIRE

    Hulanová, Lenka

    2012-01-01

    This thesis focuses on internet crime where children are the victims. In the theoretical part of this work, different types of internet crime are described, with a special focus on internet crimes committed on children. Furthermore, it summarizes the basic knowledge of the aggressors and perpetrators of this activity, the prevalence of this crime, and last but not least it gives information about their victims. The empirical part of this work is devoted to the qualitative study of the list of...

  16. Boards: Independent and Committed Directors?

    OpenAIRE

    Christophe Volonté

    2011-01-01

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

  17. Misconduct by researchers and authors Malas prácticas de investigadores y autores

    Directory of Open Access Journals (Sweden)

    Harvey Marcovitch

    2007-12-01

    Full Text Available Most scientific research is conducted properly and reported honestly but a few authors invent or manipulate data to reach fraudulent conclusions. Other types of misconduct include deliberately providing incomplete or improperly processed data, failure to follow ethical procedures, failure to obtain informed consent, breach of patient confidentiality, improper award or denial of authorship, failure to declare competing interests, duplicate submission and plagiarism. Editors, peer reviewers and publishers may also act wrongly. Good practice guidelines are available from the International Committee of Medical Journal Editors (The Vancouver Group and the Council of Science Editors, amongst others. The Committee on Publication Ethics provides flowcharts to assist editors deal with authorial misconduct. Examples are provided of cases involving epidemiological or public health research, reported to COPE over the last 9 years. Suggestions are offered as to how misconduct might be handled in future.Aunque la mayor parte de la investigación científica se realiza y comunica de manera honesta, algunos pocos autores inventan o manipulan los datos para obtener conclusiones fraudulentas. Hay, además, otros tipos de malos comportamientos, como proporcionar deliberadamente información incompleta o mal procesada, vulnerar la confidencialidad de los pacientes, atribuir o denegar improcedentemente la autoría, no declarar algún conflicto de interés, publicar de forma duplicada y el plagio. Los editores y revisores externos también pueden actuar erradamente. El Comité Internacional de Directores de Revistas Médicas (el Grupo de Vancouver y el Consejo de Editores Científicos han elaborado guías de buena práctica. El Comité de Ética en Publicación proporciona diagramas para ayudar a los editores a afrontar los casos de mal comportamiento. En este trabajo se comentan algunos casos prácticos de mala práctica en investigación en epidemiología y salud p

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

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

    2013-11-01

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

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

    African Journals Online (AJOL)

    The literature gathered shows that employees and organizational commitment could have strong relationship with self-efficacy. When an employee is engaged actively in his work, there is work commitment and organizational commitment leading to self –efficacy. In order to enhance employees work engagement, ...

  1. 24 CFR 203.7 - Commitment process.

    Science.gov (United States)

    2010-04-01

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

  2. COMMITMENT A Psychological Tie and Moral Value

    Science.gov (United States)

    2017-04-01

    AIR WAR COLLEGE AIR UNIVERSITY COMMITMENT A Psychological Tie and Moral Value by Shelly L. Mendieta, Lieutenant Colonel, United...there are also psychological and behavioral aspects to commitment. The Meyers and Allen three- component model of organizational commitment...Eight readings are offered as a foundation of the psychological , philosophical, and ethical literature as well as distinguish the concept of

  3. Building commitment in a sports class

    DEFF Research Database (Denmark)

    Olesen, Jesper; Nielsen, Jens Christian

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

  4. EFFECT OF JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT

    OpenAIRE

    Azman ISMAIL,; Mohd Ridwan ABD RAZAK

    2016-01-01

    The purpose of this research is to evaluate the association between job satisfaction and organizational commitment. This research was conducted at Fire and Rescue Department of Malaysia. The findings of this research discovered three significant findings. These are, job satisfaction was significantly associated with organizational commitment, intrinsic satisfaction was significantly associated with organizational commitment, and extrinsic satisfaction was significantly assoc...

  5. Anchors of Religious Commitment in Adolescents

    Science.gov (United States)

    Layton, Emily; Dollahite, David C.; Hardy, Sam A.

    2011-01-01

    This study explores adolescent religious commitment using qualitative data from a religiously diverse (Jewish, Christian, Muslim) sample of 80 adolescents. A new construct, "anchors of religious commitment," grounded in interview data, is proposed to describe what adolescents commit to as a part of their religious identity. Seven anchors of…

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

    African Journals Online (AJOL)

    Organizations need committed workers in order to face the worldwide economic competition. The need for factors that predict organizational commitment has become more critical. One of the factors that could lead to healthy organizational climate, increased morale, motivation and productivity is organizational commitment.

  7. Integration of CERN staff

    CERN Multimedia

    CERN PhotoLab

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  8. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  9. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

    Describes the process of staff selection for the general studies department at Piedmont Technical College. Makes suggestions on how to write a job description, establish selection criteria, develop the selection process, and make the selection itself. Includes sample forms used in the process. (DR)

  10. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

    Some children have chronic illnesses that require diet modifications as part of their medical treatment. Advises school districts to hire a registered dietitian or look for resources at a local hospital or public health office. In addition, schools should work with parents, improve staff training, and conduct spot checks of school cafeterias. (MLF)

  11. Role of editors and journals in detecting and preventing scientific misconduct: strengths, weaknesses, opportunities, and threats.

    Science.gov (United States)

    Marusic, Ana; Katavic, Vedran; Marusic, Matko

    2007-09-01

    Scientific journals have a central place in protecting research integrity because published articles are the most visible documentation of research. We used SWOT analysis to audit (S)trengths and (W)eaknesses as internal and (O)pportunities and (T)hreats as external factors affecting journals' responsibility in addressing research integrity issues. Strengths include editorial independence, authority and expertise, power to formulate editorial policies, and responsibility for the integrity of published records. Weaknesses stem from having no mandate for legal action, reluctance to get involved, and lack of training. Opportunities for editors are new technologies for detecting misconduct, policies by editorial organization or national institutions, and greater transparency of published research. Editors face threats from the lack of legal regulation and culture of research integrity in academic communities, lack of support from stakeholders in scientific publishing, and different pressures. Journal editors cannot be the policing force of the scientific community but they should actively ensure the integrity of the scientific record.

  12. Campus Sexual Misconduct: Restorative Justice Approaches to Enhance Compliance With Title IX Guidance.

    Science.gov (United States)

    Koss, Mary P; Wilgus, Jay K; Williamsen, Kaaren M

    2014-07-01

    Campus response to sexual violence is increasingly governed by federal law and administrative guidance such as the 1972 Title IX, the 2011 Dear Colleague Letter (DCL), and the 2013 Violence Against Women Act. Educational institutions are directed to expand disciplinary responses and establish coordinated action to eliminate sexual violence and remedy its effects. Compliance fosters a quasi-criminal justice approach not suited to all sexual misconduct and inconsistent with developing practice in student conduct management. This article envisions restorative justice (RJ) enhancements to traditional student conduct processes that maintain compliance, expand options, empower victim choice, and increase responsiveness to DCL aims. The article (1) defines sexual violence and sexual harassment within the DCL scope, (2) elaborates the DCL position on permissible alternative resolutions and differentiates mediation from RJ, (3) sequences action steps from case report to finalization, including both restorative and traditional justice pathways; and (4) discusses building support for innovation beginning with existing campus response. © The Author(s) 2014.

  13. Occupational stress, ill health and organisational commitment of employees at a university of technology

    Directory of Open Access Journals (Sweden)

    Joshua P. Viljoen

    2009-06-01

    Full Text Available The aim of this study was to investigate the relationship between occupational stress, ill health and organisational commitment. A survey design was used. The sample (N=353 consisted of academic (n=132 and support staff (n=221 at a university of technology. The Organizational Stress Screening Tool (ASSET and a biographical questionnaire were administered. The results showed that different organisational stressors contributed significantly to ill health and low organisational commitment. Stress about job security contributed to both physical and psychological ill health, whereas overload and job aspects contributed to psychological ill health. Stress about control and resources contributed to low organisational commitment. Low individual commitment to the organisation was predicted by five stressors, namely work-life balance, overload, control, job aspects and pay.

  14. Impact of empowerment on professional practice environments and organizational commitment among nurses: a structural equation approach.

    Science.gov (United States)

    Yang, Jinhua; Liu, Yanhui; Huang, Chunping; Zhu, Lefeng

    2013-02-01

    A higher turnover rate was identified in Chinese staff nurses and it was highly correlated with lower commitment. Empowering work environments that support professional practice have been positively related to nurse outcomes. This study was to integrate structural empowerment theory with magnet hospital characteristics and provide empirical evidence on the relationships between structural empowerment, professional practice environments and organizational commitment. A cross-sectional design was used to examine the relationships in a sample of 750 full-time nurses employed in five Chinese hospitals in 2011. Structural equation modeling was used to test the proposed hypotheses. The results support the hypothesized model. Professional practice environments partially mediated the relationship between empowerment and organizational commitment. Our findings suggest that higher empowerment facilitates the professional practice environments and commitment of these nurses. © 2013 Wiley Publishing Asia Pty Ltd.

  15. Perspectives on Bullying Among Children Who Present to the Emergency Department With Behavioral Misconduct

    Science.gov (United States)

    Waseem, Muhammad; Boutin-Foster, Carla; Robbins, Laura; Gonzalez, Rita; Vargas, Steven; Peterson, Janey C.

    2015-01-01

    The problem of bullying is an increasing public health threat encountered by emergency physicians especially in inner city emergency departments (EDs). Bullying may result in emotional disturbances and psychological trauma in children. Many children sent to the ED because of behavioral misconduct require immediate stabilization and treatment. The emergency physician performs an initial assessment and stabilization. Emergency departments are increasingly on the frontline of the bullying problem. Objectives Our objective was to explore children's perspective of bullying and their views of potential solutions. Methods A qualitative study was conducted in a cohort of 50 children (age, 8–17 years),who were referred to the ED from school because of their behavioral misconduct. An interview survey tool about bullying was administered. It focused on what bullying meant to them and what advice they have for a child who is bullied. They were also asked what advice they would have for adults who try to help. We used grounded theory to analyze the data. Similar concepts were grouped, and the categories with similar properties and dimensions were defined. Common themes were then identified. Results We interviewed 50 children, of whom 27 were boys and 23 were girls. Their mean (SD) age was 12.5 (2.12) years (range, 8–17 years). Bullying was identified by children as including physical, verbal, and emotional actions. Several themes emerged. First, a power imbalance between a bully and victim may render an individual vulnerable to bullying. Being different and weak also increases the risk of being bullied. Second, bullying is wrong, and the bully should be punished. Third, children should learn how to handle bullying situations and develop resilience against bullying. Finally, adults need to be more proactive to prevent or stop bullying. Conclusions Our results provide insights into the perceptions of children regarding bullying. We have garnered a better understanding of what

  16. Misconduct, Marginality and Editorial Practices in Management, Business and Economics Journals.

    Science.gov (United States)

    Karabag, Solmaz Filiz; Berggren, Christian

    2016-01-01

    The paper presents data on the two problems of misconduct and marginality in management, business and economics (MBE) journals and their practices to combat these problems. Data was collected in three phases. First, all publicly retracted papers in MBE journals were identified through keywords searches in 7 major databases (n = 1329 journals). Second, a focused survey was distributed to editors involved in such retractions (n = 64; response rate = 28%). Finally, a survey was administered to all active journals in the seven databases to collect data on editors' perceptions and practices related to the two problems (n = 937, response rate = 31.8%). Frequency analyses, cross tabulations, and qualitative analyses of open answers were used to examine the data. 184 retracted papers in MBE journals were identified in 2005-2015 (no retraction was found before 2005). From 2005-2007 to 2012-2015, the number of retractions increased by a factor ten with an all-time high in 2015. The survey to journals with reported retractions illustrates how already a few cases of suspected misconduct put a strain on the editorial workload. The survey to all active journals revealed that 42% of the respondents had started to use software to screen all submitted papers, and that a majority recognized the problem of marginality, as indicated by salami-style submissions. According to some editors, reviewers easily spot such submissions whereas others argued that authors may submit thinly sliced papers in parallel to several journals, which means that this practice is only discovered post-publication. The survey question on ways to support creative contributions stimulated a rich response of ideas regarding editorial vision, engaged boards and developmental approaches. The study uses data from three specialized fields, but its findings may be highly relevant to many journals in the social sciences.

  17. The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad.

    Science.gov (United States)

    Sepahvand, Faribah; Atashzadeh-Shoorideh, Foorozan; Parvizy, Soroor; Tafreshi, Mansoureh Zagheri

    2017-06-01

    Reduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment. The present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics. This study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics. The majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04). Considering the moderate level of subjects' organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services.

  18. The Staff Perceptions of Behavior and Discipline Survey: A Tool to Help Achieve Systemic Change through Schoolwide Positive Behavior Support

    Science.gov (United States)

    Feuerborn, Laura L.; Tyre, Ashli D.; King, Joe P.

    2015-01-01

    The practices of schoolwide positive behavior support (SWPBS) are dependent on staff implementation in classroom and common areas throughout the school. Thus, gaining the support and commitment of school staff is a critical step toward reaching full implementation of SWPBS. However, achieving buildingwide support can be challenging; many schools…

  19. Statistical secrecy and multibit commitments

    DEFF Research Database (Denmark)

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

    1998-01-01

    We present and compare definitions of "statistically hiding" protocols, and we propose a novel statistically hiding commitment scheme. Informally, a protocol statistically hides a secret if a computationally unlimited adversary who conducts the protocol with the owner of the secret learns almost...... nothing about it. One definition is based on the L1-norm distance between probability distributions, the other on information theory. We prove that the two definitions are essentially equivalent. We also show that statistical counterparts of definitions of computational secrecy are essentially equivalent...

  20. Commitment to self-rewards

    DEFF Research Database (Denmark)

    Koch, Alexander; Nafziger, Julia

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

  1. Our Commitment to Bioenergy Sustainability

    Energy Technology Data Exchange (ETDEWEB)

    None

    2015-06-18

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

  2. A study on the effect of organizational climate on organizational commitment: A case study of educational system

    OpenAIRE

    Bahman Saeidipou

    2013-01-01

    Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees' mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires...

  3. The Impact of Ethical Climate on Emotional Organizational Commitment: A Survey in the Accommodation Industry

    Directory of Open Access Journals (Sweden)

    Melike Gül

    2017-12-01

    Full Text Available Organizational commitment is crucial in the service-oriented hospitality industry. A service-oriented firm may achieve high quality service standards and customer satisfaction by employing qualified occupations. Employing qualified staff requires motivation and emotional organizational commitment. In addition, having a positive working ethical climate in the firm is crucial for profitability and productivity. Thus, hospitality businesses can achieve industrial competitiveness. The aim of the study is to determine the effect of the ethical climate on the emotional organizational commitment in the accommodation enterprises. The study addresses ethical climate scale developed by Victor and Cullen (1993 and emotional organizational commitment sub-scale developed by Meyer and Allen (1991. The survey data were obtained from a total of 340 participants who employ at six different 5-star hotels operating in Antalya. The first part of the questionnaire covers questions that determine the relationship between employees' organizational ethical climate perceptions and emotional organizational commitment. In the second part, there are questions asked to determine the demographic characteristics of the participants. The ongoing analyzes will be tested by structural equation modelling. Research result will be show positive relationships between positive ethical climate and emotional organizational commitment in accommodation enterprises. In addition, the study examines whether the emotional organizational commitment levels of employees differ or not according to sex, marital status, age, income level, education, study period and departments.

  4. A documentation of, and statements in reply to, articles in the weekly 'Der Spiegel', laying BMFT staff members open to the approach of punishable acceptance of advantage. Dokumentation von 'Spiegel'-Vorwuerfen 'Strafbare Vorteilsannahme BMFT-Mitarbeiter'

    Energy Technology Data Exchange (ETDEWEB)

    1988-03-28

    In connection with the occurrences in the Hanau nuclear firms Nukem and Transnuklear, the weekly magazine 'Der Spiegel' published a number of articles and statements on allegedly further irregularities and cases of misconduct by staff members of the Federal Ministry of Research and Technology, including alleged violation of the Non-Proliferation Treaty because of clandestine supply of plutonium to Pakistan and Libya. The documentation presents background information and the response by the Federal Ministry. (DG).

  5. Assertions of "future dangerousness" at federal capital sentencing: rates and correlates of subsequent prison misconduct and violence.

    Science.gov (United States)

    Cunningham, Mark D; Reidy, Thomas J; Sorensen, Jon R

    2008-02-01

    The federal prison disciplinary records of federal capital inmates (n=145) who were sentenced to life without possibility of release (LWOP) by plea bargain, pre-sentencing withdrawal of the death penalty, or jury determination were retrospectively reviewed (M=6.17 years post-admission). Disaggregated prevalence rates were inversely related to infraction severity: serious infraction =0.324, assaultive infraction =0.207, serious assault =0.09, assault with moderate injury =0.007, assault with major injuries or death =0.00. Frequency rates of misconduct were equivalent to other high-security federal inmates (n=18,561), regardless of infraction severity. Government assertions of "future dangerousness" as a nonstatutory aggravating factor were not predictive of prison misconduct. These findings inform federal capital risk assessments and have public policy implications for procedural reliability in death penalty prosecutions.

  6. Conveying campus sexual misconduct policy information to college and university students: Results from a 7-campus study.

    Science.gov (United States)

    Potter, S J; Edwards, K M; Banyard, V L; Stapleton, J G; Demers, J M; Moynihan, M M

    2016-01-01

    To examine the efficacy of different methods (ie, in-class policy reading; in-class policy reading and discussion; no reading or discussion) to deliver campus sexual misconduct policy information to students on 7 campuses. A total of 1,195 participants at 7 colleges and universities participated in the study from August to October 2014. Participants were randomly assigned at the class level and completed pretest and posttest surveys assessing knowledge of campus policy and resources and confidence to seek help for sexual assault. Students exposed to a larger dosage of material (in-class policy reading plus discussion) showed greater positive changes in attitudes and knowledge than students who did not receive information or were only read the policy. However, on some indices, students who were only read the policy showed positive outcomes compared with students receiving no intervention. Colleges and universities must use engaging methods to disseminate campus sexual misconduct policies to students.

  7. Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services

    OpenAIRE

    Aarons, Gregory A.; Sawitzky, Angelina C.

    2006-01-01

    Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been ...

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

    Directory of Open Access Journals (Sweden)

    Serdar Oge

    2013-11-01

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

  9. When goals diverge: Staff consensus and the organizational climate.

    Science.gov (United States)

    Melnick, Gerald; Ulaszek, Wendy R; Lin, Hsiu-Ju; Wexler, Harry K

    2009-08-01

    A sample of correctional officers and prison substance abuse treatment staff collected by the National Criminal Justice Treatment Practices Survey is used to provide an exploratory study of an aspect of organizational culture consisting of consensus (agreement) among prison personnel regarding their beliefs about rehabilitation in the presence of conflicting organizational goals and aspects of the organizational climate important to change. Findings show that among those staff members responding to the survey, the belief in rehabilitation scale mean score was associated with higher levels of organizational commitment, and interdepartmental coordination. However, an hierarchical linear modeling (HLM) analysis that used an index score derived from the standard deviation for staff consensus regarding these same beliefs about rehabilitation produced a different pattern of results, showing that high levels of consensus were associated with job frustration, cynicism towards the ability of the institution to change, and lower levels of organizational commitment. The authors conclude that, although the sample may not express the beliefs of corrections officers or prison-based treatment staff at large, within the sample, consensus appeared to play a unique role in evaluating the effect of divergent goals on organizational climate as it relates to change, and warrants consideration when considering the effects of organizational climate.

  10. NICU consultants and support staff

    Science.gov (United States)

    Newborn intensive care unit - consultants and support staff; Neonatal intensive care unit - consultants and support staff ... a baby's nipple-feeding readiness and oral-motor skills. Speech therapists will also help with feeding skills ...

  11. Staff training program of CANDU nuclear projects in Saskatoon

    International Nuclear Information System (INIS)

    Huterer, J.

    1996-01-01

    This paper describes the training process for a nuclear project on a new site. When Atomic Energy of Canada Ltd. opened a project office in Saskatoon, senior management recognized the need for large-scale staff training and made the necessary commitments. Two types of training program were initiated: general and technical. The general training plan included topics related to the nuclear project life cycle. Technical training was discipline and task specific. Based on the job descriptions and staff qualifications, technical training requirements were documented for the entire staff. The training strategy was developed and implemented. Detailed records were maintained to monitor the progress, draw conclusions and plan training for future nuclear facilities. (orig.)

  12. Reporting Misconduct of a Coworker to Protect a Patient: A Comparison between Experienced Nurses and Nursing Students

    Directory of Open Access Journals (Sweden)

    Abraham Mansbach

    2014-01-01

    Full Text Available Purpose. Whistleblowing is the reporting of illegal, immoral, or illegitimate practices to persons or organizations that may affect the action. The current study compares experienced nurses to nursing students regarding their willingness to blow the whistle to protect a patient’s interests. Methods. 165 participants were divided into two groups: 82 undergraduate nursing students and 83 experienced nurses. Participants responded to two vignettes that described a colleague’s and a manager’s misconduct at work. Results. The nursing students perceived the severity of the misconduct significantly lower compared to the experienced nurses. The nursing students also ranked the internal and external whistleblowing indices higher than the nurses, but the differences did not reach statistical significance. For each of the examined internal and external indices, professional experience was found to be significant in multivariate regression analyses. Conclusions. Even though nursing students perceived the severity of the misconduct significantly lower than the experienced nurses, the students demonstrated a greater readiness to blow the whistle, both internally and externally. Recommendations for handling comparable situations are offered.

  13. Organizational (role structuring) and personal (organizational commitment and job involvement) factors: do they predict interprofessional team effectiveness?

    Science.gov (United States)

    Freund, Anat; Drach-Zahavy, Anat

    2007-06-01

    Teamwork in community clinics was examined to propose and test a model that views the different kinds of commitment (job involvement and organizational commitment) and the potential conflict between them, as mediators between personal and organizational factors (mechanistic structuring and organic structuring) and the effectiveness of interprofessional teamwork. Differences among the professional groups became evident with regard to their views of the goals of teamwork and the ways to achieve them. As for mechanistic structuring, although the clinic members saw their mechanistic structuring in a more bureaucratic sense, the combination of mechanistic structuring and organic structuring led to effective teamwork. In terms of commitment, while staff members were committed primarily to their job and not the organization, commitment to the organization produced effective teamwork in the clinics.

  14. Revealing ontological commitments by magic.

    Science.gov (United States)

    Griffiths, Thomas L

    2015-03-01

    Considering the appeal of different magical transformations exposes some systematic asymmetries. For example, it is more interesting to transform a vase into a rose than a rose into a vase. An experiment in which people judged how interesting they found different magic tricks showed that these asymmetries reflect the direction a transformation moves in an ontological hierarchy: transformations in the direction of animacy and intelligence are favored over the opposite. A second and third experiment demonstrated that judgments of the plausibility of machines that perform the same transformations do not show the same asymmetries, but judgments of the interestingness of such machines do. A formal argument relates this sense of interestingness to evidence for an alternative to our current physical theory, with magic tricks being a particularly pure source of such evidence. These results suggest that people's intuitions about magic tricks can reveal the ontological commitments that underlie human cognition. Copyright © 2014 Elsevier B.V. All rights reserved.

  15. The delivery commitment schedule process

    International Nuclear Information System (INIS)

    Vance, S.A.

    1991-01-01

    The Standard Contract for the Disposal of Spent Nuclear Fuel (SNF) and/or High-Level Radioactive Waste (HLW) (herein referred to as the Contract) tasked the U.S. Department of Energy (DOE) with the development of a transportation system adequate to service both utilities and the waste management system (WMS). Due to the nature of the Contract, this development must take place prior to the utilities' final determination of the specific SNF that they will deliver during each allocation period. The Delivery Commitment Schedule (DCS) process is designed to initiate the identification of the SNF that will be delivered at a given time in order to aid in the development of the transportation system

  16. Perceived organisational support, organisational commitment and self-competence among nurses: a study in two Italian hospitals.

    Science.gov (United States)

    Battistelli, Adalgisa; Galletta, Maura; Vandenberghe, Christian; Odoardi, Carlo

    2016-01-01

    This study examined the contributions of perceived organisational support (POS) and organisational commitment (i.e. affective, continuance and normative) to self-competence among nurses. In high-POS environments, workers benefit from socio-emotional resources to improve their skills, while positive forms of commitment (e.g. affective commitment) create a fertile context for developing one's competencies. A cross-sectional study was conducted among the nursing staff of two Italian urban hospitals (hospital A, n = 160; hospital B, n = 192). A structured questionnaire was administered individually to the nurses. Data analysis was conducted through multi-group analysis and supplemented by a bootstrapping approach. The results showed that POS was positively related to self-competence through affective commitment. In contrast, continuance and normative commitment did not mediate this relationship. This study shows that supporting employees through caring about their well-being as well as fostering positive forms of organisational commitment increases nurses' self-competence. Nurse managers may increase support perceptions and commitment among their staff by rewarding their contributions and caring about their well-being, as well as concentrating on training strategies that improve work-related skills. © 2015 John Wiley & Sons Ltd.

  17. Beijing: a conference of commitments?

    Science.gov (United States)

    Davis, S

    1996-05-01

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

  18. Faculty commitment to teaching in a research environment: A case study

    Science.gov (United States)

    Joseph, Jann Luciana

    The purpose of this research is to describe the environment in which research science faculty commit to teaching. The study is also exploratory as it documents factors affecting faculty commitment, and formative as the intervention allowed science faculty to articulate their philosophy of teaching. Graduate students in the Department responded to early drafts by forming a peer group that has the potential to affect faculty commitment to teaching in a research environment. To study the complex phenomenon of faculty commitment to teaching I employed qualitative methods. I conducted interviews, engaged in extensive participant observation over twelve months, and reviewed many departmental documents. I did an inductive thematic analysis to develop the case, and members of the Department read and responded to the early drafts of this dissertation. The department's history and faculty's perceptions of teaching both play an important role in faculty commitment to teaching. In addition to the historical context of the environment, collaboration with their peers and informal relationships also enhance faculty commitment. Support staff contributions, interactions with graduate students, and administrative actions through tenure and merit increases also influence faculty commitment to teaching. The role of Chair is pivotal as he is positioned to optimize the areas that facilitate faculty commitment to teaching and reduce the impact of inhibiting factors. These inhibitors are time constraints, communications about teaching, and graduate student funding. In research departments, most teaching is in the form of mentoring and advising the graduate student, and when these teaching-related activities conflict with research productivity faculty commitment to teaching is jeopardized.

  19. Organisational climate, organisational commitment and intention to leave amongst hospital nurses in Taiwan.

    Science.gov (United States)

    Liou, Shwu-Ru; Cheng, Ching-Yu

    2010-06-01

    To examine: (1) Taiwanese nurses' perceptions of organisational climate, levels of organisational commitment and intention to leave, as well as relationships between these three variables; (2) demographic differences in the levels of these variables; and (3) mediating effects of organisational commitment on the relationship between organisational climate and intention to leave. Organisational climate is related to organisational commitment and affects nurses' performances and attitudes towards an organisation. A cross-sectional, descriptive design. Registered nurses working in eight hospitals in southern Taiwan for more than six months were recruited. Data were collected using the Litwin and Stringer's Organisational Climate Questionnaire, Organizational Commitment Questionnaire and a five-item scale measuring intention to leave. Questionnaires were distributed to 612 potential participants; 486 valid returned questionnaires were analysed. The study's participants were generally satisfied with their hospital's climate and yet claimed low commitment to their organisation and, nevertheless, reported low intention to leave their job. Single nurses were more satisfied with their hospital's climate and were more committed to their hospital and had a lower intention to leave their job compared to married nurses. Nurses working in district hospitals perceived a better hospital climate and had a lower intention to leave than nurses working in teaching or regional hospitals. Staff nurses perceived a better organisational climate than did nurse managers. Organisational climate, organisational commitment and intention to leave were intercorrelated. Organisational climate had almost 60% indirect effect on organisational commitment related to intention to leave. Creating a good organisational climate may increase nurses' organisational commitment and, in turn, decrease their intention to leave. To motivate nurses' positive organisational behaviours and to address their diverse

  20. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  1. STAFF VACANCY LIST

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  2. An Association Between Implementing Trauma-Informed Care and Staff Satisfaction

    Directory of Open Access Journals (Sweden)

    Travis W. Hales

    2017-09-01

    Full Text Available Despite its widespread adoption there is limited research on the influence of trauma-informed care (TIC. The current study examined the impact of implementing TIC on the satisfaction of agency staff by comparing the results of a satisfaction survey taken in January of 2014, a month prior to the agency's implementation of TIC, and again twelve months later. As collaboration, empowerment, and self-care are primary components of a TIC organizational approach, its implementation was expected to increase staff satisfaction. Following the implementation of TIC, agency staff reported higher scores on all but one of the six satisfaction survey factors. Increases in staff satisfaction have been associated with better staff retention rates, increased organizational commitment and better performance. In consequence, TIC implementation is associated with increased staff satisfaction, and may positively influence organizational characteristics of significance to social service agencies.

  3. Ameliorating Patient Stigma Amongst Staff Working With Personality Disorder: Randomized Controlled Trial of Self-Management Versus Skills Training.

    Science.gov (United States)

    Clarke, Sue; Taylor, Georgina; Bolderston, Helen; Lancaster, Joanna; Remington, Bob

    2015-11-01

    Patients diagnosed with a personality disorder (PD) are often stigmatized by the healthcare staff who treat them. This study aimed to compare the impact on front-line staff of a self-management Acceptance and Commitment Therapy-based training intervention (ACTr) with a knowledge- and skills-based Dialectical Behaviour Training intervention (DBTr). A service-based randomized controlled trial was conducted comparing the effects of 2-day ACTr (N = 53) and DBTr (N = 47) staff workshops over 6 months. Primary outcome measures were staff attitudes towards patients and staff-patient relationships. For both interventions, staff attitudes, therapeutic relationship, and social distancing all improved pre- to postintervention, and these changes were maintained at 6-month follow-up. Although offering different resources to staff, both ACTr and DBTr were associated with an improved disposition towards PD patients. Future research could evaluate a combined approach, both for staff working with PD patients and those working with other stigmatized groups.

  4. International Military Commitment Indicators: Operational Definitions

    Science.gov (United States)

    1975-07-01

    understandings between the engaged parties. These activities create general Images and expectations of international obligation and commitment . How each one of...H. Campbell, and Timothy Brock, v195 7) "The Effect of Commitment on Opinion Change Following Communication ," In Carl I. Hovland (ed.), THE...mmwmn wi 11 wmmmm^>—~~- I AD-A013 126 INTERNATIONAL MILITARY COMMITMENT INDICATORS: OPERATIONAL DEFINITIONS Wayne R

  5. Factors Affecting Organizational Commitment in Navy Corpsmen.

    Science.gov (United States)

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

    2017-07-01

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

  6. Disaggregated Futures-Only Commitments of Traders

    Data.gov (United States)

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

  7. Disaggregated Futures and Options Commitments of Traders

    Data.gov (United States)

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

  8. Family Commitment and Work Characteristics among Pharmacists

    Directory of Open Access Journals (Sweden)

    Paul O. Gubbins

    2015-12-01

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

  9. Family Commitment and Work Characteristics among Pharmacists.

    Science.gov (United States)

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

    2015-12-17

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

  10. Cognitive commitments in health services marketing.

    Science.gov (United States)

    MacStravic, R S

    1985-01-01

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

  11. The Staff Association and you

    CERN Multimedia

    Association du personnel

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  12. THE EFFECT OF JOB SATISFACTION, MOTIVATION AND ORGANIZATIONAL COMMITMENT TO THE PERFORMANCE OF THE PROCUREMENT EXPERTS IN THE INDONESIAN HOUSE OF REPRESETATIVE

    Directory of Open Access Journals (Sweden)

    Zahera Mega Utama

    2017-07-01

    Full Text Available The objective of this research has to study the effect of job satisfaction, motivation and organizational commitment on performance or the board of expert staff members of parliament, The research was conducted in Jakarta, and The data had been analyzed using path analysis. The population of this research was 91 person of expert staffs in the Parliament. The questionnaires of this research had been testing on the 40 expert staff. Therefore by simple randomly. The research finding more as follows: 1. There was a positive direct effect of job satisfaction on expert staffs performance, 2, there was a positive direct effect of motivation on a performance of expert staff 3. There was a positive direct effect of organizational commitment of expert staff. 4. There was a positive direct effect of organizational commitment on performance, 5. There was a positive direct effect of job satisfaction on the motivation of expert staff and 6. There was a positive direct effect job satisfaction on organizational commitment

  13. Project on Elite Athlete Commitment (PEAK): IV. identification of new candidate commitment sources in the sport commitment model.

    Science.gov (United States)

    Scanlan, Tara K; Russell, David G; Scanlan, Larry A; Klunchoo, Tatiana J; Chow, Graig M

    2013-10-01

    Following a thorough review of the current updated Sport Commitment Model, new candidate commitment sources for possible future inclusion in the model are presented. They were derived from data obtained using the Scanlan Collaborative Interview Method. Three elite New Zealand teams participated: amateur All Black rugby players, amateur Silver Fern netball players, and professional All Black rugby players. An inductive content analysis of these players' open-ended descriptions of their sources of commitment identified four unique new candidate commitment sources: Desire to Excel, Team Tradition, Elite Team Membership, and Worthy of Team Membership. A detailed definition of each candidate source is included along with example quotes from participants. Using a mixed-methods approach, these candidate sources provide a basis for future investigations to test their viability and generalizability for possible expansion of the Sport Commitment Model.

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

    Directory of Open Access Journals (Sweden)

    Suhaiza Ismail

    2015-08-01

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

  15. Economic Analyses of an Alcohol Misconduct Prevention Program in a Military Setting.

    Science.gov (United States)

    Li, Tao; Waters, Teresa M; Kaplan, Erin K; Kaplan, Cameron M; Nyarko, Kwame A; Derefinko, Karen J; Talcott, Gerald W; Klesges, Robert C

    2017-01-01

    The economic burden associated with alcohol misuse, in particular early attrition or discharge associated with alcohol-related incidents (ARIs), is significant in military settings. We assessed the potential economic benefit of a brief alcohol intervention program, the Alcohol Misconduct Prevention Program (AMPP), initially implemented at Joint Base San Antonio-Lackland Technical Training site for the U.S. Air Force (USAF) from October 1, 2010, to December 31, 2012. We conducted cost-effectiveness and cost-benefit analyses of the AMPP from the perspective of the USAF. Program effectiveness was measured as the number of ARIs avoided after the AMPP implementation, and program benefit was measured as the potential cost savings related to reductions in ARIs. One-way sensitivity analyses were conducted to examine the robustness of base case results. The AMPP resulted in the avoidance of 59 ARIs which cost $9,869 for every ARI avoided. For every dollar invested in the AMPP, the USAF saved $4.09 in a conservative model without health effects, and saved $6.17 taking into account the potential health benefits. Our findings of favorable cost benefit were robust across sensitivity analyses. Investing in the AMPP at other military bases is likely to produce substantial economic benefit. Reprint & Copyright © 2017 Association of Military Surgeons of the U.S.

  16. Effect of the Alcohol Misconduct Prevention Program (AMPP) in air force technical training.

    Science.gov (United States)

    Klesges, Robert C; Talcott, Wayne; Ebbert, Jon O; Murphy, James G; McDevitt-Murphy, Meghan E; Thomas, Fridtjof; Reese, Gregory J; Nicholas, Rena A

    2013-04-01

    Alcohol use in the U.S. military is prevalent and associated with alcohol-related incidents (ARIs), an official U.S. Air Force sanction. Military ARIs incur substantial personal and financial costs. We evaluated the impact of the Alcohol Misconduct Prevention Program (AMPP) consisting of a group-based brief alcohol intervention (BAI) conducted jointly with random alcohol breathalyzer testing on ARIs in the U.S. Air Force. A 1-hour, group-based, interactive BAI was conducted, and random alcohol breathalyzer testing was performed among 10,087 Air Force Technical Trainees at Lackland Air Force Base in San Antonio, Texas, in fiscal years 2010 and 2011. The AMPP was associated with a significant reduction in the odds of an ARI over the year of the intervention compared to the previous year (odds ratio 0.555; 95% confidence interval 0.380-0.811; p = 0.0023). Significant reductions in the number of ARIs were observed within all quarters except for the third. The average rate of ARIs per 1,000 trainees per quarter was 7.30 before implementation of the interventions and 4.06 after implementation. An AMPP consisting of an interactive BAI and random alcohol breathalyzer testing may decrease ARIs among military trainees. Reprint & Copyright © 2013 Association of Military Surgeons of the U.S.

  17. Ethics in writing: Learning to stay away from plagiarism and scientific misconduct

    Science.gov (United States)

    Sharma, Bharat Bhushan; Singh, Virendra

    2011-01-01

    Fraudulent data and plagiarized text may corrupt scientific medical literature and ultimately harm patients. By prescribing erroneous treatment to an individual, only single patient is affected; but by presenting incorrect data or transcripts, the whole scientific medical universe is affected. Although both scenarios are highly undesirable, one can assume the magnitude of the effect of latter. Writers of scientific medical literature have been found to be involved in plagiarism and other publication misconducts from time to time irrespective of social, economic and geographic structure. The reason of such behavior is not usually obvious. Easy availability of personal computers has led to widespread dissemination of medical literature. As a result, young scientists are now publishing their research more frequently and efficiently. At the same time, this has increased the tendency to submit hurriedly prepared, poorly drafted and even illegitimate publications. Use of some amount of copy–paste followed by modifications during preparation of a manuscript seems to be common. Therefore, the researchers, especially postgraduate students, should be educated continuously about ethical medical writing. PMID:21712931

  18. Making Commitments to Racial Justice Actionable

    Science.gov (United States)

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

    2013-01-01

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

  19. The Influence of Culture on Teacher Commitment

    Science.gov (United States)

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

    2010-01-01

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

  20. Student-teachers' commitment to teaching

    NARCIS (Netherlands)

    Moses, I.

    2017-01-01

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

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

    African Journals Online (AJOL)

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

  2. Commitment: A Behavioral Approach to Job Involvement

    Science.gov (United States)

    Wiener, Yoash; Gechman, Arthur S.

    1977-01-01

    Work commitment behaviors were defined as a special class of socially acceptable work behaviors exceeding formal and/or normative expectations relevant to work. For a sample of 54 female elementary school teachers, work commitment measures demonstrated moderate correlations with two attitudinal measures of job involvement and a job satisfaction…

  3. Sexually Violent Predators and Civil Commitment Laws

    Science.gov (United States)

    Beyer Kendall, Wanda D.; Cheung, Monit

    2004-01-01

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

  4. Navy Organizational Commitment and Non-response

    Science.gov (United States)

    2008-09-01

    follow-up survey included some questions taken from the larger web-based survey, as well as organizational commitment questions and questions asking why...seem to be differences between enlisted completers and non-completers on organizational commitment , although few differences were found for officers.

  5. 7 CFR 3550.70 - Conditional commitments.

    Science.gov (United States)

    2010-01-01

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

  6. Understanding the Links between Work Commitment Constructs.

    Science.gov (United States)

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

    2001-01-01

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

  7. Career Commitment: A Reexamination and an Extension.

    Science.gov (United States)

    Goulet, Laurel R.; Singh, Parbudyal

    2002-01-01

    A model investigating effects on career commitment of job involvement, organizational commitment, and job satisfaction added the variables achievement need, work ethic, and extra-work factors (family involvement, number of dependents). Tested with 228 subjects, the model supported the effects of achievement need and work ethic but not extra-work…

  8. Identification of Determinants of Organizational Commitment and ...

    African Journals Online (AJOL)

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

  9. On Entry Deterrence and Imperfectly Observable Commitment

    DEFF Research Database (Denmark)

    Poulsen, Anders

    2001-01-01

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

  10. Involuntary Outpatient Commitment of the Mentally Ill.

    Science.gov (United States)

    Wilk, Ruta J.

    1988-01-01

    Examines the issue of involuntary outpatient commitment, and its implications for social workers working in the health system. Describes a nationwide movement to establish a new system of involuntary outpatient commitment to address the failure of deinstitutionalization, mandating mental health treatment in the community for persons ineligible for…

  11. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

    This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.

  12. Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment?

    DEFF Research Database (Denmark)

    Berthelsen, Hanne; Conway, Paul Maurice; Clausen, Thomas

    2017-01-01

    PURPOSE: The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. METHODS: The study adopts a cross-sectional multi-level design. Data w...

  13. 48 CFR 1201.602-3 - Ratification of unauthorized commitments.

    Science.gov (United States)

    2010-10-01

    ... procurement decisions shall be made only by Government officials having authority to carry out such acquisitions. Procurement decisions made by other than authorized personnel are contrary to Departmental policy and may be considered matters of serious misconduct on the part of the employee making an unauthorized...

  14. Irreversible and irretrievable commitments of material resources (Revision 1) - June 1976

    International Nuclear Information System (INIS)

    Anon.

    1977-01-01

    In accordance with 10 CFR Part 51, Licensing and Regulatory Policy and Procedures for Environmental Protection, applicants are required to discuss any irreversible and irretrievable commitments of resources that would be involved in a proposed action, should it be implemented. The construction and operation of nuclear power stations involve commitments of such resources as water, fuel and materials. The guide presented identifies a report on material resources that forms a basis acceptable to the NRC staff for required discussions of irreversible and irretrievable commitments of material resources involved in the construction of a 1000 MWe pressurized water reactor. The guide describes numerical estimates useful in all such discussions. It also provides methods of computation that may be referenced

  15. The effect of structural empowerment and organizational commitment on Chinese nurses' job satisfaction.

    Science.gov (United States)

    Yang, Jinhua; Liu, Yanhui; Chen, Yan; Pan, Xiaoyan

    2014-08-01

    The purposes of this study were (1) to examine the level of structural empowerment, organizational commitment and job satisfaction in Chinese nurses; and (2) to investigate the relationships among the three variables. A high turnover rate was identified in Chinese staff nurses, and it was highly correlated with lower job satisfaction. Structural empowerment and organizational commitment have been positively related to job satisfaction in western countries. A cross-sectional survey design was employed. Data analysis included descriptive statistics and multiple step-wise regression to test the hypothesized model. Moderate levels of the three variables were found in this study. Both empowerment and commitment were found to be significantly associated with job satisfaction (r=0.722, r=0.693, pjob satisfaction. Support for an expanded model of Kanter's structural empowerment was achieved in this study. Copyright © 2014 Elsevier Inc. All rights reserved.

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

    Science.gov (United States)

    Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

    2017-01-01

    Background Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. Objective This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. Methods and materials This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56–4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58–81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (pnurses needed to be more competent and committed to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts. PMID:29117271

  17. School Climate Improvement Action Guide for Instructional Staff. School Climate Improvement Resource Package

    Science.gov (United States)

    National Center on Safe Supportive Learning Environments, 2017

    2017-01-01

    Improving school climate takes time and commitment from a variety of people in a variety of roles. This document outlines key action steps that instructional staff--including teachers, paraprofessionals, and others in the classroom who provide instruction or assistance--can take to support school climate improvements. Key action steps are provided…

  18. [Participative ergonomics for adapting the working space to meet the needs of nursing staff].

    Science.gov (United States)

    Estryn-Behar, Madeleine; Bouvatier, Catherine; Milanini-Magny, Giuliana; Deslandes, Hélène; Ravache, Anne-Emile; Bernard, Chloé; Mendès, Cindy; Medous, Adeline

    2011-01-01

    Presst-Next, the European study carried out between 2004 and 2006, highlighted the importance of teamwork in reducing the frequency of professional exhaustion and the early departure of care staff. On the basis of these results, the Armand-Trousseau Hospital in Paris (AP-HP 75) has committed to a participative ergonomics approach at its paediatric emergency service.

  19. Retention factors in relation to organisational commitment in medical and information technology services

    Directory of Open Access Journals (Sweden)

    Jeannette van Dyk

    2012-07-01

    Research purpose: The objectives of the study were to investigate empirically: (1 the relationship between employees’ satisfaction with organisational retention factors (measured by the Retention Factors Scale and their organisational commitment (measured by the Organisational Commitment Questionnaire and (2 whether gender, age, race and tenure groups differ significantly in terms of these variables. Motivation for the study: Medical and information technology professionals have specialised and hard to replace skills. They also have strong tendencies to leave their organisations and countries. Understanding the retention factors that will increase their organisational commitment may benefit the organisations who want to retain their valuable talent. Research design, approach and method: The researchers used a cross-sectional survey design to collect data from a purposive sample of 206 staff members who had scarce skills in a South African medical and information technology services company. Correlational and inferential statistics were computed to achieve the objectives. Main findings: The results showed that the participants’ satisfaction with retention factors has a significant relationship with their organisational commitment and that the biographical groups differ significantly in terms of the variables. Practical/managerial implications: The measured retention factors were all associated with human resource management practices that influence employees’ intentions to leave. Contribution/value-add: The results are important to managers who are interested in retaining staff who have scarce skills and provide valuable pointers for designing effective retention strategies.

  20. The relative importance of different types of rewards for employee motivation and commitment in South Africa

    Directory of Open Access Journals (Sweden)

    Aleeshah Nujjoo

    2012-02-01

    Full Text Available Orientation: Employees’ perceptions of rewards are related to their affective commitment and intrinsic motivation, which have been associated with staff turnover.Research purpose: The study sought to establish the relationship between intrinsic and different extrinsic rewards with intrinsic motivation and affective commitment.Motivation for the study: South African organisations are grappling with employee retention. Literature shows that employees who are more motivated and committed to their organisation are less likely to quit. Rewards management strategies serve to create a motivated and committed workforce. Using the correct types of rewards can thus provide a competitive advantage.Research design, approach and method: A cross-sectional, correlational study was conducted. Questionnaire data of 399 South African employees were analysed using bivariate correlations and multiple regression.Main findings: Three main findings emerged. Firstly, there is a relationship between all types of rewards investigated and the two outcome variables. Secondly, this relationship is stronger for intrinsic than for extrinsic rewards and thirdly, monetary rewards do not account for the variance in intrinsic motivation above that of non-monetary rewards.Practical/managerial implications: Rewards management strategies should focus on job characteristics and designs to increase staff intrinsic rewards and include non-monetary rewards, such as supportive leadership, to encourage employees’ intrinsic motivation and affective commitment.Contribution/value-add: This research demonstrated the important role different rewards, particularly intrinsic non-monetary rewards, play in creating a committed and motivated workforce. The insights gained from this study can promote organisational effectiveness. Suggestions of how to expand on and refine the current study are addressed.

  1. Nursing assistants' job commitment: effect of nursing home organizational factors and impact on resident well-being.

    Science.gov (United States)

    Bishop, Christine E; Weinberg, Dana Beth; Leutz, Walter; Dossa, Almas; Pfefferle, Susan G; Zincavage, Rebekah M

    2008-07-01

    The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. A qualitative exploration of management philosophy and practice and of CNAs' views of their jobs in 18 Massachusetts nursing homes formed the basis for a survey administered to 255 CNAs in 15 homes. A quality-of-life questionnaire was administered to 105 residents. Logistic regression accounting for clustering estimated the effect of personal characteristics, satisfaction with tangible job rewards, and aspects of job design on CNAs' intent to stay in current jobs. A general linear model estimated the effect of job commitment on residents' satisfaction with their relationship to nursing staff. After we accounted for satisfaction with wages, benefits, and advancement opportunities, good basic supervision was most important in affecting CNAs' intent to stay in their jobs. Job enhancements were not significantly related to intent to stay. Residents were more satisfied with their relationships to nursing staff and their quality of life on units where a higher proportion of CNAs were committed to their jobs. The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care. Culture change transformation that increases CNA autonomy, knowledge input, and teamwork may not increase workers' commitment to jobs without improvements in basic supervision.

  2. Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

    Directory of Open Access Journals (Sweden)

    Ike Nesdia Rahmawati

    2016-09-01

    Full Text Available Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR. Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS. Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stay Discussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay. Keywords: intention to stay, quality of nursing work life, job satisfaction, commitment.

  3. The Impact of Trust on Organization Commitment

    Science.gov (United States)

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

    2002-01-01

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

  4. Testing Hypotheses on Risk Factors for Scientific Misconduct via Matched-Control Analysis of Papers Containing Problematic Image Duplications.

    Science.gov (United States)

    Fanelli, Daniele; Costas, Rodrigo; Fang, Ferric C; Casadevall, Arturo; Bik, Elisabeth M

    2018-02-19

    It is commonly hypothesized that scientists are more likely to engage in data falsification and fabrication when they are subject to pressures to publish, when they are not restrained by forms of social control, when they work in countries lacking policies to tackle scientific misconduct, and when they are male. Evidence to test these hypotheses, however, is inconclusive due to the difficulties of obtaining unbiased data. Here we report a pre-registered test of these four hypotheses, conducted on papers that were identified in a previous study as containing problematic image duplications through a systematic screening of the journal PLoS ONE. Image duplications were classified into three categories based on their complexity, with category 1 being most likely to reflect unintentional error and category 3 being most likely to reflect intentional fabrication. We tested multiple parameters connected to the hypotheses above with a matched-control paradigm, by collecting two controls for each paper containing duplications. Category 1 duplications were mostly not associated with any of the parameters tested, as was predicted based on the assumption that these duplications were mostly not due to misconduct. Categories 2 and 3, however, exhibited numerous statistically significant associations. Results of univariable and multivariable analyses support the hypotheses that academic culture, peer control, cash-based publication incentives and national misconduct policies might affect scientific integrity. No clear support was found for the "pressures to publish" hypothesis. Female authors were found to be equally likely to publish duplicated images compared to males. Country-level parameters generally exhibited stronger effects than individual-level parameters, because developing countries were significantly more likely to produce problematic image duplications. This suggests that promoting good research practices in all countries should be a priority for the international

  5. Scientific Misconduct and Social Media: Role of Twitter in the Stimulus Triggered Acquisition of Pluripotency Cells Scandal.

    Science.gov (United States)

    Sugawara, Yuya; Tanimoto, Tetsuya; Miyagawa, Shoko; Murakami, Masayasu; Tsuya, Atsushi; Tanaka, Atsushi; Kami, Masahiro; Narimatsu, Hiroto

    2017-02-28

    The academic scandal on a study on stimulus‑triggered acquisition of pluripotency (STAP) cells in Japan in 2014 involved suspicions of scientific misconduct by the lead author of the study after the paper had been reviewed on a peer‑review website. This study investigated the discussions on STAP cells on Twitter and content of newspaper articles in an attempt to assess the role of social compared with traditional media in scientific peer review. This study examined Twitter utilization in scientific peer review on STAP cells misconduct. Searches for tweets and newspaper articles containing the term "STAP cells" were carried out through Twitter's search engine and Nikkei Telecom database, respectively. The search period was from January 1 to July 1, 2014. The nouns appearing in the "top tweets" and newspaper articles were extracted through a morphological analysis, and their frequency of appearance and changes over time were investigated. The total numbers of top tweets and newspaper articles containing the term were 134,958 and 1646, respectively. Negative words concerning STAP cells began to appear on Twitter by February 9-15, 2014, or 3 weeks after Obokata presented a paper on STAP cells. The number of negative words in newspaper articles gradually increased beginning in the week of March 12-18, 2014. A total of 1000 tweets were randomly selected, and they were found to contain STAP-related opinions (43.3%, 433/1000), links to news sites and other sources (41.4%, 414/1000), false scientific or medical claims (8.9%, 89/1000), and topics unrelated to STAP (6.4%, 64/1000). The discussion on scientific misconduct during the STAP cells scandal took place at an earlier stage on Twitter than in newspapers, a traditional medium. ©Yuya Sugawara, Tetsuya Tanimoto, Shoko Miyagawa, Masayasu Murakami, Atsushi Tsuya, Atsushi Tanaka, Masahiro Kami, Hiroto Narimatsu. Originally published in the Journal of Medical Internet Research (http://www.jmir.org), 28.02.2017.

  6. Collective dose commitments from nuclear power programmes

    International Nuclear Information System (INIS)

    Beninson, D.

    1977-01-01

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

  7. Syncrude's commitment to Aboriginal development

    International Nuclear Information System (INIS)

    Loader, R. K.

    1999-01-01

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

  8. Staff Definitions of Challenging Behavior.

    Science.gov (United States)

    Elgie, Sarah; Hastings, Richard P.

    2002-01-01

    Fifty staff working with adults with mental retardation rated potentially challenging behaviors in terms of: (1) whether they thought the behaviors were challenging, and (2) whether the behaviors should be the focus of intervention. Results found that staff were less likely to identify as challenging those behaviors having negative effects on…

  9. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Vote Elections to fill all seats in the Staff Council are being organized this month. Voting will begin on Monday 31 October. Make your voice heard and be many to elect the new Staff Council. By doing so, you will be encouraging the men and women who will  represent you over the next two years and they will doubtless appreciate your gratitude. More details on the elections can be found on the Staff Association web site. (http://association.web.cern.ch) Elections Timetable Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee. 

  10. Green Supplier Network Manufacturer Commitment Form

    Science.gov (United States)

    Online form expressing interest in committing to be a Green Supplier; this form expresses your intent to participate in a confidential Green Suppliers Network assessment, implement recommended environmental improvements and complete a NIST MEP follow-up.

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

    African Journals Online (AJOL)

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

  12. Third age university, social and institucional commitment

    Directory of Open Access Journals (Sweden)

    Flora Moritz da Silva

    2017-12-01

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

  13. Gauging the Commitment of Clandestine Group Members

    National Research Council Canada - National Science Library

    Downs, Doneda D

    2006-01-01

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

  14. Impact on community organisations that partnered with the Act-Belong-Commit mental health promotion campaign.

    Science.gov (United States)

    Jalleh, Geoffrey; Anwar-McHenry, Julia; Donovan, Robert J; Laws, Amberlee

    2013-04-01

    A primary aim of the pilot phase of the Act-Belong-Commit mental health promotion campaign was to form partnerships with community organisations. As a component of the broader campaign strategy, collaborating organisations promoted their activities under the Act-Belong-Commit banner in exchange for resources, promotional opportunities and capacity building in event management and funding. The impact of the Act-Belong-Commit campaign on the capacity and activities of collaborating organisations during the pilot phase was evaluated using self-completed mail surveys in 2006 and 2008. Collaboration with the campaign had a positive impact on community organisations' capacity, including staff expertise, media publicity and funding applications. Collaborating organisations had strong positive perceptions of Act-Belong-Commit officers and all expressed a willingness to collaborate in future events and activities. The partnership model used during the pilot phase of the Act-Belong-Commit campaign was successful in creating mutually beneficial exchanges with collaborating organisations. So what? Community partnerships are necessary for the effective delivery of mental health promotion campaigns at a local level. Successful partnerships involve the provision of real and valuable benefits to collaborating organisations in return for their cooperation in promoting health messages.

  15. The relative importance of different types of rewards for employee motivation and commitment in South Africa

    Directory of Open Access Journals (Sweden)

    Aleeshah Nujjoo

    2012-11-01

    Research purpose: The study sought to establish the relationship between intrinsic and different extrinsic rewards with intrinsic motivation and affective commitment. Motivation for the study: South African organisations are grappling with employee retention. Literature shows that employees who are more motivated and committed to their organisation are less likely to quit. Rewards management strategies serve to create a motivated and committed workforce. Using the correct types of rewards can thus provide a competitive advantage. Research design, approach and method: A cross-sectional, correlational study was conducted. Questionnaire data of 399 South African employees were analysed using bivariate correlations and multiple regression. Main findings: Three main findings emerged. Firstly, there is a relationship between all types of rewards investigated and the two outcome variables. Secondly, this relationship is stronger for intrinsic than for extrinsic rewards and thirdly, monetary rewards do not account for the variance in intrinsic motivation above that of non-monetary rewards. Practical/managerial implications: Rewards management strategies should focus on job characteristics and designs to increase staff intrinsic rewards and include non-monetary rewards, such as supportive leadership, to encourage employees’ intrinsic motivation and affective commitment. Contribution/value-add: This research demonstrated the important role different rewards, particularly intrinsic non-monetary rewards, play in creating a committed and motivated workforce. The insights gained from this study can promote organisational effectiveness. Suggestions of how to expand on and refine the current study are addressed.

  16. Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

  17. Mediating role of job satisfaction in the relationship between motivation, perceived support, training and perceived commitment

    Directory of Open Access Journals (Sweden)

    Neda Sadat Sanei

    2018-01-01

    Full Text Available Motivation as a psychological factor can affect the mental health of employees and consequently the health of work place. It has been recently concerned in the social science literature. The present study aimed to assess the mediating effect of job satisfaction on the relation of motivation, perceived support and training to perceived commitment. The data study analyzed in the structural equation modeling method. The data were gathered in library field, and, also using questionnaire. The data were achieved from staff of Sabzevar city municipality using validity and reliability approved questionnaires. For validity, face and construct validity and for reliability, Cronbach's alpha was used. Finally, data from 159 questionnaires were analyzed. The findings showed that motivation, perceived support and training had positive significant effects on normative and continuance commitment of employees. Also, positive significant effect of job satisfaction on continuance and normative commitment was confirmed. In addition, the findings of this study indicated positive effect of motivation, perceived support and training on perceived commitment with mediating role of job satisfaction. In other words, the more motivation, perceived support and training are, the more job satisfaction will be, which in turn can result in the increased continuance and normative commitment.

  18. Cleveland Clinic Imaging Institute's "Commitment to Respect" and Impact on Quality of Care and Patient Satisfaction.

    Science.gov (United States)

    Creagh, Carl; Flamm, Scott D; Madonia, Heather; O'Keefe, Patrick; Ricaurte, Frank; Triner, Jean

    2017-09-01

    Cleveland Clinic's Imaging Institute implemented a "Commitment to Respect" initiative and survey process in March 2013 with the goal of improving communication and teamwork among employees and, in turn, improving patient satisfaction. Since the rollout of this initiative, we have worked to increase acceptance of the process, improve the survey response, and more fully incorporate results into staff development. Now that we have 4 years of annual data for analysis, we can state based on feedback from caregivers that the process has had a positive effect on relationships between radiologists and frontline clinical staff. The survey identifies behaviors that individuals were not previously aware of, allowing staff members to make changes based on this feedback. Additionally, institute leaders are able to reinforce the respectful behaviors of those scoring well and support the efforts of those whose scores need improvement. Both scenarios are reinforced through the radiologist annual performance review process.

  19. NATO’s Prague Capabilities Commitment

    Science.gov (United States)

    2008-07-22

    Order Code RS21659 Updated July 22, 2008 NATO’s Prague Capabilities Commitment Carl Ek Specialist in International Relations Foreign Affairs, Defense...quickly to crisis regions, to supply and protect those forces, and to equip them to engage an adversary effectively. At its 2002 summit, NATO...approved a new initiative, the Prague Capabilities Commitment (PCC), touted as a slimmed-down, more focused DCI, with quantifiable goals. Analysts cautioned

  20. Does smoking cannabis affect work commitment?

    Science.gov (United States)

    Hyggen, Christer

    2012-07-01

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

  1. Competency management: Balancing between commitment and control

    OpenAIRE

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

    2006-01-01

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

  2. Computational modelling of meiotic entry and commitment

    OpenAIRE

    Bhola, Tanvi; Kapuy, Orsolya; Vinod, P. K.

    2018-01-01

    In response to developmental and environmental conditions, cells exit the mitotic cell cycle and enter the meiosis program to generate haploid gametes from diploid germ cells. Once cells decide to enter the meiosis program they become irreversibly committed to the completion of meiosis irrespective of the presence of cue signals. How meiotic entry and commitment occur due to the dynamics of the regulatory network is not well understood. Therefore, we constructed a mathematical model of the re...

  3. Meaningfully incorporating staff input to enhance frontline engagement.

    Science.gov (United States)

    Strumwasser, Sarah; Virkstis, Katherine

    2015-04-01

    Nurses play a critical role in care transformation. To achieve transformation, frontline staff must be engaged in their work, committed to their organization's mission, and capable of delivering high-quality care. Data from the Advisory Board Survey Solutions show that nurses are both the least engaged and most disengaged among all frontline staff. To identify the most promising opportunities for driving engagement, researchers from The Advisory Board Company analyzed engagement survey responses from more than 343,000 employees at 575 healthcare organizations. This article describes 3 strategies for addressing 1 of the greatest opportunities identified from the data: ensuring that nurses feel that their ideas and suggestions are valued by the organization.

  4. Analysis of crimes committed against scheduled tribes

    Science.gov (United States)

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

    2017-11-01

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

  5. Meaningful work, work engagement and organisational commitment

    Directory of Open Access Journals (Sweden)

    Madelyn Geldenhuys

    2014-03-01

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

  6. Commitment and Switching Intentions: Customers and Brands

    Directory of Open Access Journals (Sweden)

    Juliana Werneck Rodrigues

    2012-12-01

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

  7. Effects of a Staff Training Intervention on Seclusion Rates on an Adult Inpatient Psychiatric Unit.

    Science.gov (United States)

    Newman, Julie; Paun, Olimpia; Fogg, Louis

    2018-02-15

    The current article presents the effects of a 90-minute staff training intervention aimed at reducing inpatient psychiatric seclusion rates through strengthened staff commitment to seclusion alternatives and improved de-escalation skills. The intervention occurred at an 18-bed adult inpatient psychiatric unit whose seclusion rates in 2015 were seven times the national average. Although the project's primary outcome compared patient seclusion rates before and after the intervention, anonymous staff surveys measured several secondary outcomes. Seclusion rates were reduced from a 6-month pre-intervention average of 2.95 seclusion hours per 1,000 patient hours to a 6-month post-intervention average of 0.29 seclusion hours per 1,000 patient hours, a 90.2% reduction. Completed staff surveys showed significant staff knowledge gains, non-significant changes in staff attitudes about seclusion, non-significant changes in staff de-escalation skill confidence, and use of the new resource sheet by only 17% of staff. The key study implication is that time-limited, focused staff training interventions can have a measurable impact on reducing inpatient seclusion rates. [Journal of Psychosocial Nursing and Mental Health Services, xx(x), xx-xx.]. Copyright 2018, SLACK Incorporated.

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

    Science.gov (United States)

    Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

    2017-01-01

    Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (porganizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.

  9. Retention factors in relation to organisational commitment in medical and information technology services

    Directory of Open Access Journals (Sweden)

    Jeannette van Dyk

    2012-02-01

    Full Text Available Orientation: Retaining staff with scarce and critical skills in the medical and information technology (IT industry has become a top priority because of skills shortages.Research purpose: The objectives of the study were to investigate empirically: (1 the relationship between employees’ satisfaction with organisational retention factors (measured by the Retention Factors Scale and their organisational commitment (measured by the Organisational Commitment Questionnaire and (2 whether gender, age, race and tenure groups differ significantly in terms of these variables.Motivation for the study: Medical and information technology professionals have specialised and hard to replace skills. They also have strong tendencies to leave their organisations and countries. Understanding the retention factors that will increase their organisational commitment may benefit the organisations who want to retain their valuable talent.Research design, approach and method: The researchers used a cross-sectional survey design to collect data from a purposive sample of 206 staff members who had scarce skills in a South African medical and information technology services company. Correlational and inferential statistics were computed to achieve the objectives.Main findings: The results showed that the participants’ satisfaction with retention factors has a significant relationship with their organisational commitment and that the biographical groups differ significantly in terms of the variables.Practical/managerial implications: The measured retention factors were all associated with human resource management practices that influence employees’ intentions to leave.Contribution/value-add: The results are important to managers who are interested in retaining staff who have scarce skills and provide valuable pointers for designing effective retention strategies.

  10. 32 CFR 270.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

  11. Psychological career resources in relation to organisational commitment: An exploratory study

    Directory of Open Access Journals (Sweden)

    Nadia Ferreira

    2010-03-01

    Full Text Available Orientation: The impact of the current skills shortage and demands for retaining talented and skilled staff in a rapidly changing careers context and the consequences for employee loyalty, morale and commitment have led to a renewed interest in the motives, values and career meta-competencies that determine individuals’ psychological attachment to their organisations and occupations.Research purpose: The aim of the study was to determine the relationship between the psychological career resources (as measured by the Psychological Career Resources Inventory and organisational commitment (as measured by the Organisational Commitment Scale.Motivation for study: There appears to be a need for research on the psychological career resources that enhance individuals’ career agency in proactively managing their career and the way in which these attributes influence their psychological attachment to the organisation in order to guide human resource and career-development support practices in retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of 358 employed adults at managerial and staff levels in the field of economic and management services.Main findings/results: Correlational and stepwise regression analyses revealed a number of significant relationships between the two variables.Practical implications: Managers and human resource practitioners need to recognise how people’s career preferences and career meta-competencies influence their sense of psychological attachment to the organisation.Contribution: The findings add to existing career literature on the psychological factors that affect the retention of staff and provide valuable information that can be used to inform career-development support practices in the contemporary world of work.

  12. Women at Sea: modesty, privacy, and sexual misconduct of passengers and sailors aboard Islamic ships

    Directory of Open Access Journals (Sweden)

    Khalilieh, Hassan S.

    2006-06-01

    Full Text Available The article deals with the attitude of Islamic law towards the carriage of women by water and how Muslim judicial authorities viewed their presence on ships. It discusses the conditions under which women were carried, accommodated and treated, in addition to their personal and social behavior in ships. To apply Islamic religious ethics and navigational regulations during maritime journeys, jurists instructed owners of ships, crews, and passengers how to act in the event of an immoral behavior on the part of both or either party. Women could protect themselves against temptation and sexual harassment by dressing modestly, behaving properly, and traveling with mahrams. Even though this work focuses on the Islamic Mediterranean, the article briefly describes the punishment of sexual misconduct as established in the thirteenth century C.E. in Islamic Malay. Lastly, it touches the Islamic legal position on the transportation of Muslims aboard Christian ships.

    Este artículo trata de la actitud de la ley islámica acerca del transporte marítimo de las mujeres y de cómo las autoridades jurídicas musulmanas consideraban su presencia en los barcos. Discute las condiciones bajo las cuales las mujeres eran acomodadas y tratadas en los barcos así como el comportamiento personal y social que se esperaba de ellas. Con el fin de aplicar la ética islámica y las normas marítimas, los juristas informaban a los armadores, tripulaciones y pasajeros de cómo actuar en el caso de comportamiento inmoral por alguna o varias de las partes. El trabajo se centra en el Mediterráneo Islámico, pero trata brevemente el castigo de la conducta

  13. Rational-Emotive Staff Development.

    Science.gov (United States)

    Forman, Susan G.; Forman, Bruce D.

    1980-01-01

    The application of Rational-Emotive Therapy principles and techniques in in-service education for school personnel is discussed. Teacher and counselor participation in a staff development program is described. (Author)

  14. Perceptions of Student Misconduct, Perceived Respect for Teachers, and Support for Corporal Punishment among School Teachers in South Korea: An Exploratory Case Study

    Science.gov (United States)

    Brown, Ben

    2009-01-01

    This article provides an analysis of survey data on perceptions of student misconduct, perceived respect for teachers, and support for corporal punishment among school teachers in South Korea. The data were gathered from a survey of 110 middle and high school teachers in Gyeonggi Province, South Korea. Descriptive, chi square, logistic regression,…

  15. Liability of football clubs for supporters’ misconduct. A study into the interaction between disciplinary regulations of sports organisations and civil law

    NARCIS (Netherlands)

    Kleef, van R.H.C.

    2016-01-01

    Supporters’ misconduct is an unfortunate phenomenon connected to the most popular sport in the world. Despite many legislative efforts, incidents keep occurring, often resulting in damage. The difficulty in addressing the misbehaving individuals directly has led to the idea of addressing football

  16. The Effects of a Parenting Program on Parenting Practices and Student Misconduct in a Low Performing Elementary School in the Northeastern Region of the United States

    Science.gov (United States)

    Louissaint, Guirlene

    2013-01-01

    The purpose of this study was to determine the effects of a parent-training program on parenting practices and children's misconduct in a predominately low performing school in the Northeastern region of the United States. The study included 26 parents of children in kindergarten through third grade. The participants were predominately African…

  17. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  18. Protection of staff in interventional radiology

    International Nuclear Information System (INIS)

    Melkamu, M. A.

    2013-04-01

    This project focuses on the interventional radiology. The main objective of this project work was to provide a guidance and advice for occupational exposure and hospital management to optimize radiation protection safety and endorse safety culture. It provides practical information on how to minimize occupational exposure in interventional radiology. In the literature review all considerable parameters to reduce dose to the occupationally exposed are well discussed. These parameters include dose limit, risk estimation, use of dosimeter, personal dose record keeping, analysis of surveillance of occupational dose, investigation levels, and proper use of radiation protection tools and finally about scatter radiation dose rate. In addition the project discusses the ways to reduce occupational exposure in interventional radiology. The methods for dose reduction are minimizing fluoroscopic time, minimizing the number of fluoroscopic image, use of patient dose reduction technologies, use of collimation, planning interventional procedures, positioning in low scattered areas, use of protective shielding, use of appropriate fluoroscopic imaging equipment, giving training for the staff, wearing the dosimeters and know their own dose regularly, and management commitment to quality assurance and quality control system and optimization of radiation protection of safety. (author)

  19. Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

    Science.gov (United States)

    Aarons, Gregory A; Sawitzky, Angelina C

    2006-05-01

    Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

  20. Cross-Sectional Analysis of the 1039 U.S. Physicians Reported to the National Practitioner Data Bank for Sexual Misconduct, 2003-2013.

    Directory of Open Access Journals (Sweden)

    Azza AbuDagga

    Full Text Available Little information exists on U.S. physicians who have been disciplined with licensure or restriction-of-clinical-privileges actions or have had malpractice payments because of sexual misconduct. Our objectives were to: (1 determine the number of these physicians and compare their age groups' distribution with that of the general U.S. physician population; (2 compare the type of disciplinary actions taken against these physicians with actions taken against physicians disciplined for other offenses; (3 compare the characteristics and type of injury among victims of these physicians with those of victims in reports for physicians with other offenses in malpractice-payment reports; and (4 determine the percentages of physicians with clinical-privileges or malpractice-payment reports due to sexual misconduct who were not disciplined by medical boards.We conducted a cross-sectional analysis of physician reports submitted to the National Practitioner Data Bank (NPDB from January 1, 2003, through September 30, 2013. A total of 1039 physicians had ≥ 1 sexual-misconduct-related reports. The majority (75.6% had only licensure reports, and 90.1% were 40 or older. For victims in malpractice-payment reports, 87.4% were female, and "emotional injury only" was the predominant type of injury. We found a higher percentage of serious licensure actions and clinical-privileges revocations in sexual-misconduct-related reports than in reports for other offenses (89.0% vs 68.1%, P = < .001, and 29.3% vs 18.8%, P = .002, respectively. Seventy percent of the physicians with a clinical-privileges or malpractice-payment report due to sexual misconduct were not disciplined by medical boards for this problem.A small number of physicians were reported to the NPDB because of sexual misconduct. It is concerning that a majority of the physicians with a clinical-privileges action or malpractice-payment report due to sexual misconduct were not disciplined by medical boards for

  1. Civil commitment of the anorexic patient.

    Science.gov (United States)

    Appelbaum, P S; Rumpf, T

    1998-07-01

    Involuntary commitment appears to be an infrequently used intervention with anorexic patients, in part because of clinicians' uncertainty about its applicability to this population. In contrast to overtly suicidal patients, anorexic patients typically fail to express an intent to harm themselves, although their actions may result in severe harm. Examination of the language of civil commitment statutes, however, suggests that when the behavior of anorexic patients endangers their lives, they will usually be committable under grave disability standards. This appears to comport with the practices of experts in the treatment of anorexia, and with practices in other countries as well. Involuntary commitment should be used as an approach of last resort, when patients decline voluntary hospitalization and their physical safety is at risk. Moreover, civil commitment should probably also be limited to circumstances in which therapeutic gain is likely from hospitalization. Many severely ill anorexic patients will lack competence to make treatment decisions on their own behalf, allowing involuntary feeding and other procedures to take place, if necessary. Civil commitment is a tool that can legitimately be used in emergent situations with anorexic patients.

  2. Staff Knowledge, Adherence to Infection Control Recommendations ...

    African Journals Online (AJOL)

    Staff Knowledge, Adherence to Infection Control Recommendations and Seroconversion Rates in Hemodialysis Centers in Khartoum. ... Adherence of staff members to infection control recommendations was evaluated by direct observation. Results: ... A structured training program for HD staff members is urgently required.

  3. The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention.

    Science.gov (United States)

    Sjöberg, A; Sverke, M

    2000-09-01

    This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.

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

    NARCIS (Netherlands)

    Boon, Corine; Kalshoven, Karianne

    2014-01-01

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

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

    NARCIS (Netherlands)

    Boon, C.; Kalshoven, K.

    2014-01-01

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

  6. A Modal Approach to Intentions, Commitments and Obligations:Intention plus Commitment yields Obligation

    NARCIS (Netherlands)

    Brown, Mark A.; Dignum, F.; Meyer, J.-J.Ch.; Carmo, José; Wieringa, Roelf J.; Kuiper, R.

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

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

    NARCIS (Netherlands)

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

    1996-01-01

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

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

    Science.gov (United States)

    Vandenberghe, Christian; Panaccio, Alexandra

    2012-01-01

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

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

    Science.gov (United States)

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

    2012-01-01

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

  10. Interventions to prevent misconduct and promote integrity in research and publication.

    Science.gov (United States)

    Marusic, Ana; Wager, Elizabeth; Utrobicic, Ana; Rothstein, Hannah R; Sambunjak, Dario

    2016-04-04

    attributable to intervention, 2) behavioural change, 3) acquisition of knowledge/skills and 4) modification of attitudes/perceptions. The secondary outcome was participants' reaction to the intervention. Thirty-one studies involving 9571 participants, described in 33 articles, met the inclusion criteria. All were published in English. Fifteen studies were randomized controlled trials, nine were controlled before-and-after studies, four were non-equivalent controlled studies with a historical control, one was a non-equivalent controlled study with a post-test only and two were non-equivalent controlled studies with pre- and post-test findings for the intervention group and post-test for the control group. Twenty-one studies assessed the effects of interventions related to plagiarism and 10 studies assessed interventions in research integrity/ethics. Participants included undergraduates, postgraduates and academics from a range of research disciplines and countries, and the studies assessed different types of outcomes.We judged most of the included randomized controlled trials to have a high risk of bias in at least one of the assessed domains, and in the case of non-randomized trials there were no attempts to alleviate the potential biases inherent in the non-randomized designs.We identified a range of interventions aimed at reducing research misconduct. Most interventions involved some kind of training, but methods and content varied greatly and included face-to-face and online lectures, interactive online modules, discussion groups, homework and practical exercises. Most studies did not use standardized or validated outcome measures and it was impossible to synthesize findings from studies with such diverse interventions, outcomes and participants. Overall, there is very low quality evidence that various methods of training in research integrity had some effects on participants' attitudes to ethical issues but minimal (or short-lived) effects on their knowledge. Training

  11. How do authors of systematic reviews deal with research malpractice and misconduct in original studies? A cross-sectional analysis of systematic reviews and survey of their authors.

    Science.gov (United States)

    Elia, Nadia; von Elm, Erik; Chatagner, Alexandra; Pöpping, Daniel M; Tramèr, Martin R

    2016-03-02

    To study whether systematic reviewers apply procedures to counter-balance some common forms of research malpractice such as not publishing completed research, duplicate publications, or selective reporting of outcomes, and to see whether they identify and report misconduct. Cross-sectional analysis of systematic reviews and survey of their authors. 118 systematic reviews published in four journals (Ann Int Med, BMJ, JAMA, Lancet), and the Cochrane Library, in 2013. Number (%) of reviews that applied procedures to reduce the impact of: (1) publication bias (through searching of unpublished trials), (2) selective outcome reporting (by contacting the authors of the original studies), (3) duplicate publications, (4) sponsors' and (5) authors' conflicts of interest, on the conclusions of the review, and (6) looked for ethical approval of the studies. Number (%) of reviewers who suspected misconduct are reported. The procedures applied were compared across journals. 80 (68%) reviewers confirmed their data. 59 (50%) reviews applied three or more procedures; 11 (9%) applied none. Unpublished trials were searched in 79 (66%) reviews. Authors of original studies were contacted in 73 (62%). Duplicate publications were searched in 81 (69%). 27 reviews (23%) reported sponsors of the included studies; 6 (5%) analysed their impact on the conclusions of the review. Five reviews (4%) looked at conflicts of interest of study authors; none of them analysed their impact. Three reviews (2.5%) looked at ethical approval of the studies. Seven reviews (6%) suspected misconduct; only 2 (2%) reported it explicitly. Procedures applied differed across the journals. Only half of the systematic reviews applied three or more of the six procedures examined. Sponsors, conflicts of interest of authors and ethical approval remain overlooked. Research misconduct is sometimes identified, but rarely reported. Guidance on when, and how, to report suspected misconduct is needed. Published by the BMJ

  12. Policy Uncertainty, Investment and Commitment Periods

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2007-07-01

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

  13. 28 CFR 522.11 - Civil contempt commitments.

    Science.gov (United States)

    2010-07-01

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

  14. Productivity and turnover in PCPs: the role of staff participation in decision-making.

    Science.gov (United States)

    Hung, Dorothy Y; Rundall, Thomas G; Cohen, Deborah J; Tallia, Alfred F; Crabtree, Benjamin F

    2006-10-01

    Efforts to redesign primary care practices are beginning to address how decisions are made in the practice setting. This study contributes to these efforts by examining associations between staff participation in decision-making, productivity, and turnover in primary care practices. The study is informed by organizational theories of participation that emphasize cognitive and affective influences on employee output and behavior. This research used data collected from primary care practices involved in a national initiative sponsored by the Robert Wood Johnson Foundation. Cross-sectional survey data on organizational structures and attributes among 49 practices were analyzed. Regression analysis was used to examine associations among practice productivity, staff participation in decision-making, and formal structures such as staff meetings. Associations between staff turnover and participative decision-making were also examined. Staff participation in decisions regarding quality improvement, practice change, and clinical operations was positively associated with practice productivity, whereas formal structures such as staff meetings were not. In addition, higher levels of participation in decision-making were associated with reduced turnover among nonclinicians and administrative staff. Examination of organizational features is increasingly recognized as a key to improving primary care performance. Study findings suggest that one important strategy may be implementation of a participative model emphasizing greater staff involvement in practice decisions. This may enhance information-sharing, work satisfaction, and commitment to organizational decisions, all of which can lead to beneficial outcomes such as increased productivity and stability in primary care practices.

  15. Implications of staff 'churn' for nurse managers, staff, and patients.

    Science.gov (United States)

    Duffield, Christine; Roche, Michael; O'Brien-Pallas, Linda; Catling-Paull, Christine

    2009-01-01

    In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.

  16. Commitment to COT verification improves patient outcomes and financial performance.

    Science.gov (United States)

    Maggio, Paul M; Brundage, Susan I; Hernandez-Boussard, Tina; Spain, David A

    2009-07-01

    After an unsuccessful American College of Surgery Committee on Trauma visit, our level I trauma center initiated an improvement program that included (1) hiring new personnel (trauma director and surgeons, nurse coordinator, orthopedic trauma surgeon, and registry staff), (2) correcting deficiencies in trauma quality assurance and process improvement programs, and (3) development of an outreach program. Subsequently, our trauma center had two successful verifications. We examined the longitudinal effects of these efforts on volume, patient outcomes and finances. The Trauma Registry was used to derive data for all trauma patients evaluated in the emergency department from 2001 to 2007. Clinical data analyzed included number of admissions, interfacility transfers, injury severity scores (ISS), length of stay, and mortality for 2001 to 2007. Financial performance was assessed for fiscal years 2001 to 2007. Data were divided into patients discharged from the emergency department and those admitted to the hospital. Admissions increased 30%, representing a 7.6% annual increase (p = 0.004), mostly due to a nearly fivefold increase in interfacility transfers. Severe trauma patients (ISS >24) increased 106% and mortality rate for ISS >24 decreased by 47% to almost half the average of the National Trauma Database. There was a 78% increase in revenue and a sustained increase in hospital profitability. A major hospital commitment to Committee on Trauma verification had several salient outcomes; increased admissions, interfacility transfers, and acuity. Despite more seriously injured patients, there has been a major, sustained reduction in mortality and a trend toward decreased intensive care unit length of stay. This resulted in a substantial increase in contribution to margin (CTM), net profit, and revenues. With a high level of commitment and favorable payer mix, trauma center verification improves outcomes for both patients and the hospital.

  17. Self-reported attitudes and behaviours of medical students in Pakistan regarding academic misconduct: a cross-sectional study.

    Science.gov (United States)

    Ghias, Kulsoom; Lakho, Ghulam Rehmani; Asim, Hamna; Azam, Iqbal Syed; Saeed, Sheikh Abdul

    2014-05-29

    Honesty and integrity are key attributes of an ethically competent physician. However, academic misconduct, which includes but is not limited to plagiarism, cheating, and falsifying documentation, is common in medical colleges across the world. The purpose of this study is to describe differences in the self-reported attitudes and behaviours of medical students regarding academic misconduct depending on gender, year of study and type of medical institution in Pakistan. A cross sectional study was conducted with medical students from one private and one public sector medical college. A pre-coded questionnaire about attitudes and behaviours regarding plagiarism, lying, cheating and falsifying documentation was completed anonymously by the students. A total of 465 medical students filled the questionnaire. 53% of private medical college students reported that they recognize copying an assignment verbatim and listing sources as references as wrong compared to 35% of public medical college students. 26% of private medical college students self-report this behaviour as compared to 42% of public medical college students. 22% of private versus 15% of public medical college students and 21% of students in clinical years compared to 17% in basic science years admit to submitting a fake medical certificate to justify an absence. 87% of students at a private medical college believe that cheating in an examination is wrong as compared to 66% of public medical college students and 24% self-report this behaviour in the former group as compared to 41% in the latter. 63% of clinical year students identify cheating as wrong compared to 89% of their junior colleagues. 71% of male versus 84% of female respondents believe that cheating is wrong and 42% of males compared to 23% of females admit to cheating. There are significant differences in medical students' attitudes and behaviours towards plagiarism, lying, cheating and stealing by gender, seniority status and type of institution

  18. The Impact of an Implementation Project on Primary Care Staff Perceptions of Delivering Brief Alcohol Advice

    Directory of Open Access Journals (Sweden)

    Hanna Reinholdz

    2016-01-01

    Full Text Available Objective. To explore how the perceptions and experiences of working with risky drinkers change over time among primary health care staff during a systematic implementation project. Methods. Qualitative focus group interviews took place before and after the implementation of the project. Results. The staff displayed a positive change during the implementation period with regard to awareness, knowledge, and confidence that led to a change in routine practice. Throughout the project, staff were committed to engaging with risky drinkers and appeared to have been learning-by-doing. Conclusions. The results indicated a positive attitude to alcohol prevention work but staff lack knowledge and confidence in the area. The more practical experience during the study is, the more confidence seems to have been gained. This adds new knowledge to the science of implementation studies concerning alcohol prevention measures, which have otherwise shown disappointing results, emphasizing the importance of learning in practice.

  19. The relationships among social capital, organisational commitment and customer-oriented prosocial behaviour of hospital nurses.

    Science.gov (United States)

    Hsu, Chiu-Ping; Chang, Chia-Wen; Huang, Heng-Chiang; Chiang, Chi-Yun

    2011-05-01

    This study examines the perceptions of registered nurses of social capital, organisational commitment and customer-oriented prosocial behaviour. Additionally, this study also addresses a conceptual model for testing how registered nurses' perceptions of three types of social capital influence their organisational commitment, in turn intensifying customer-oriented prosocial behaviour, including role-prescribed customer service and extra-role customer service. Customer-oriented prosocial behaviour explains differences in job satisfaction and job performance. However, the critical role of customer orientation in the hospital setting has yet to be explored. Survey. The survey was conducted to obtain data from registered nurses working for a large Taiwanese medical centre, yielding 797 usable responses and a satisfactory response rate of 86.7%. The partial least squares method was adopted to obtain parameter estimates and test proposed hypotheses. The study measurements display satisfactory reliability, as well as both convergent and discriminant validities. All hypotheses were supported. Empirical results indicate that registered nurses' perceptions of social capital were significantly impacted the extent of organisational commitment, which in turn significantly influenced customer-oriented prosocial behaviour. By stimulating nursing staff commitment, health care providers can urge them to pursue organisational goals and provide high quality customer service. To enhance organisational commitment, health care managers should endeavour to create interpersonal interaction platforms in addition to simply offering material rewards. Nurses act as contact employees for their patient customers in the hospital, and they are required to provide patient safety and service quality. This study shows that nurses with high organisational commitment are willing to provide customer-oriented prosocial activities, which in turn enhances patient satisfaction. © 2011 Blackwell Publishing

  20. Influencing factors on professional commitment in Iranian nurses: A qualitative study.

    Science.gov (United States)

    Jafaraghaee, Fateme; Mehrdad, Neda; Parvizy, Soroor

    2014-05-01

    Dissatisfaction and tending to leave are some of the major nursing problems around the world. Professional commitment is a key factor in attracting and keeping the nurses in their profession. Commitment is a cultural dependent variable. Some organizational and socio-cultural factors are counted as the drivers of professional commitment. This study aimed to explore factors influencing the professional commitment in Iranian nurses. A qualitative content analysis was used to obtain rich data. We performed 21 in-depth face-to-face semi-structured interviews. The sampling was based on the maximum variation with the staff nurses and managers in 5 university affiliated hospitals. Constant comparative method used for data analysis. TWO MAIN CATEGORIES WERE EMERGED: "Challenging with different feelings" and "Managers' role". Challenging with different feelings had two subcategories: "Burnout" and "sense of valuing". The other theme was composed of three subcategories: "Gratitude or punishment climate", "manager's view of caring" and "knowledge-based vs. routine-based nursing". Findings revealed the burnout as a common sense in nurses. They also sensed being valued because of having a chance to help others. Impediments in the health care system such as work overload and having more concern in the benefits of organization rather than patient's care and wellbeing lead to a sense of humiliation and frustration. Congruence between the managers and nurses' perceived values of the profession would be a main driver to the professional commitment. Making a sense of support and gratitude, valuing the care and promoting the knowledge-based practice were among the other important factors for making the professional commitment.

  1. Training of technical staff and technical staff managers

    International Nuclear Information System (INIS)

    Moody, G.F.

    1991-01-01

    The purpose of Technical Staff and Technical Staff Managers training is to provide job skills enhancement to individuals selected to fill key technical positions within a nuclear utility. This training is unique in that unlike other training programs accredited by the National Academy for Nuclear Training, it does not lead to specific task qualification. The problems encountered when determining the student population and curriculum are a direct result of this major difference. Major problems encountered are determining who should attend the training, what amount of training is necessary and sufficient, and how to obtain the best feedback in order to effect substantive program improvements. These topics will be explored and possible solutions discussed

  2. Psychological career resources in relation to organisational commitment: An exploratory study

    Directory of Open Access Journals (Sweden)

    Nadia Ferreira

    2010-10-01

    Research purpose: The aim of the study was to determine the relationship between the psychological career resources (as measured by the Psychological Career Resources Inventory and organisational commitment (as measured by the Organisational Commitment Scale. Motivation for study: There appears to be a need for research on the psychological career resources that enhance individuals’ career agency in proactively managing their career and the way in which these attributes influence their psychological attachment to the organisation in order to guide human resource and career-development support practices in retaining valuable staff. Research design, approach and method: A quantitative survey was conducted on a convenience sample of 358 employed adults at managerial and staff levels in the field of economic and management services. Main findings/results: Correlational and stepwise regression analyses revealed a number of significant relationships between the two variables. Practical implications: Managers and human resource practitioners need to recognise how people’s career preferences and career meta-competencies influence their sense of psychological attachment to the organisation. Contribution: The findings add to existing career literature on the psychological factors that affect the retention of staff and provide valuable information that can be used to inform career-development support practices in the contemporary world of work.

  3. Delivery Commitments in Stochastic Service Networks: Case of Automobile Service

    OpenAIRE

    Sandeep Dulluri; Ganesh Muthusamy

    2013-01-01

    Service firms have become highly competitive in terms of providing the delivery. The delivery quality in terms of delivery commitments. Delivery commitments impact the customer in deciding for the service. Computing the delivery commitments in stochastic service systems is a real challenge. Delivery commitment forms a key parameter in formulating the service level agreements in B2B markets. In our current work we propose a queuing theoretic approach for computing the delivery commitments. The...

  4. Factors influencing organizational commitment of banking sector employees

    OpenAIRE

    K. R. Sowmya; N. Panchanatham

    2011-01-01

    Organizational Commitment has been conceptualised & measured in different ways. This study is an attempt to identify the factors influencing organizational commitment of banking sector employees in Chennai. It is also important as suggestions can be given to the banking sector in order to bring an awareness of the commitment level of employees. Gaining awareness of commitment level and the respective influencing factor will help concentrate on increasing the commitment of employees. Using the...

  5. Radiation monitoring of PET staff

    International Nuclear Information System (INIS)

    Trang, A.

    2004-01-01

    Full text: Positron emission tomography (PET) is becoming a common diagnostic tool in hospitals, often located in and employing staff from the Nuclear Medicine or Radiology departments. Although similar in some ways, staff in PET departments are commonly found to have the highest radiation doses in the hospital environment due to unique challenges which PET tracers present in administration as well as production. The establishment of a PET centre with a dedicated cyclotron has raised concerns of radiation protection to the staff at the WA PET Centre and the Radiopharmaceutical Production and Development (RAPID) team. Since every PET centre has differing designs and practices, it was considered important to closely monitor the radiation dose to our staff so that improvements to practices and design could be made to reduce radiation dose. Electronic dosimeters (MGP DMC 2000XB), which have a facility to log time and dose at 10 second intervals, were provided to three PET technologists and three PET nurses. These were worn in the top pocket of their lab coats throughout a whole day. Each staff member was then asked to note down their duties throughout the day and also note the time they performed each duty. The duties would then correlate with the dose with which the electronic monitor recorded and an estimate of radiation dose per duty could be given. Also an estimate of the dose per day to each staff member could be made. PET nurses averaged approximately 20 μ8v per day getting their largest dose from caring for occasional problematic patients. Smaller doses of a 1-2 μ8v were recorded for injections and removing cannulas. PET technologists averaged approximately 15 μ8v per day getting their largest dose of 1-5μ8v mainly from positioning of patients and sometimes larger doses due to problematic patients. Smaller doses of 1-2 μ5v were again recorded for injections and removal of cannulas. Following a presentation given to staff, all WA PET Centre and RAPID staff

  6. NO to sacrificing future staff!

    CERN Multimedia

    Staff Association

    2011-01-01

    During our public meetings last week, we reviewed several subjects. However, the most urgent one today is the 2nd package of measures for our Pension Fund. In our previous issue, we devoted a long article to the Management’s plan for staff recruited from January 2012. A disaster! As we announced at our meetings, the Staff Association will organize a referendum at the beginning of April. For the message to be heard it is vital that as many staff as possible take part. By voting you will express your support to your staff representatives to stand in the way of these unacceptable measures. It is a matter of urgency that the staff makes their voice heard. Time is short, the decisions will be made in June. The future of our Organization is as stake. This is our future colleagues we are talking about. We must prevent this sacrifice. They must be welcomed in such a manner that there is no uneasiness between us. They must be made to feel welcome in their new family, CERN, our CERN. That they should pay an ...

  7. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! After verification by the Electoral Commission, all candidates for the elections to the Staff Council have been registered. It is now up to you, members of the Staff Association, to vote for the candidate(s) of your choice. We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. We are using an electronic voting system; all you need to do is click the link below and follow the instructions on the screen. https://ap-vote.web.cern.ch/elections-2017 The deadline for voting is Monday, 13 November at midday (12 pm). Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The ...

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

    Science.gov (United States)

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

    2013-01-01

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

  9. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  10. Influencing Organizational Commitment through Office Redesign

    Science.gov (United States)

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

    2012-01-01

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

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

    African Journals Online (AJOL)

    education system. However, changes of this nature have direct and/or indirect effects on the well-being of employees and consequently the organisation as a whole. ... commitment and work engagement) within an open distance learning environment. The study ..... According to the COR theory, such resource losses,.

  12. Organizational Justice and Commitment in Interscholastic Sports

    Science.gov (United States)

    Whisenant, Warren

    2005-01-01

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

  13. Race, Commitment to Deviance, and Spoiled Identity

    Science.gov (United States)

    Harris, Anthony R.

    1976-01-01

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

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

    African Journals Online (AJOL)

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

  15. Compulsory outpatient treatment can prevent involuntary commitment

    DEFF Research Database (Denmark)

    Hansen, Lene Nørregård; Svensson, Eva Maria Birgitta; Brandt-Christensen, Anne Mette

    2014-01-01

    Compulsory outpatient treatment (co-pt) has been possible in Denmark since 2010. The aim is to secure necessary treatment, reduce involuntary commitment and improve quality of life for patients with a severe psychiatric illness. Co-pt has been brought into use in 33 cases. This case report...

  16. Religious Commitment and Superstitious Beliefs about ...

    African Journals Online (AJOL)

    This study investigated the combined and relative influence of secondary school students' religious commitment and superstitious beliefs about examinations on involvement in examination malpractices. A sample of 208 students randomly selected from the senior secondary school three classes in eight randomly selected ...

  17. Resistance, Justice, and Commitment to Change

    Science.gov (United States)

    Foster, Rex D.

    2010-01-01

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

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

    African Journals Online (AJOL)

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

  19. Fuzzy Array Approach to Unit Commitment

    DEFF Research Database (Denmark)

    Jantzen, Jan; Eliasson, Bo

    1996-01-01

    The paper investigates the unit commitment problem of Swedish power company Sydkraft as a constraint satisfaction problem. The power system is a simplified system with nuclear, thermal, and hydro generators as well as power interchange. In this paper we focus on soft constraints, for instance...

  20. Packaging of Sin Goods - Commitment or Exploitation?

    DEFF Research Database (Denmark)

    Nafziger, Julia

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

  1. Predictors of Organizational Commitment of Factory Employees ...

    African Journals Online (AJOL)

    This survey research investigated the predictive influence of organizational climate, self-efficacy and emotional intelligence on organizational commitment. Data were collected from 200randomly selected employees of Cocacola Factory who served as participants in this study using structured questionnaire. Results of the ...

  2. Organisational commitment and responses to planned ...

    African Journals Online (AJOL)

    scale employee resignations, suggesting a possible decline in organisational commitment as a result of the change. Organisational change is complex and is accompanied by cognitive, affective and behavioural responses from employees, but little research has been conducted to show how these responses are related to.

  3. Sport commitment in adolescent soccer players

    Directory of Open Access Journals (Sweden)

    Noelia Belando Pedreño

    2016-03-01

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

  4. Organizational Commitment through Organizational Socialization Tactics

    Science.gov (United States)

    Filstad, Cathrine

    2011-01-01

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

  5. Robust unit commitment with dispatchable wind power

    NARCIS (Netherlands)

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

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

  6. The Illinois Unit commitment information exchange experiment

    International Nuclear Information System (INIS)

    Honold, S.M.

    1991-01-01

    The purpose of this paper is to give a brief review of the 1989 operation of the Illinois Unit Commitment Information Exchange (UCIX) and the report prepared by Schultz and Associates. The report presents CSA's independent review and analysis of UCIX during 1989, the first full year of experimental operation

  7. Affective Commitment among Student Affairs Professionals

    Science.gov (United States)

    Boehman, Joseph

    2007-01-01

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

  8. The Changing Mood in America. Eroding Commitment?

    Science.gov (United States)

    Jones, Faustine Childress; And Others

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

  9. Evolution of collective commitment during teamwork

    NARCIS (Netherlands)

    Dunin-Keplicz, B; Verbrugge, R

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

  10. Competency management : Balancing between commitment and control

    NARCIS (Netherlands)

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

    2006-01-01

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

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

    African Journals Online (AJOL)

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

  12. Managing Organizational Commitment: Insights from Longitudinal Research

    Science.gov (United States)

    Morrow, Paula C.

    2011-01-01

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

  13. Religious Commitment and Prejudicial Attitudes toward ...

    African Journals Online (AJOL)

    Recently, the issue of homosexuality has generated passionate discussion in Ghana making it obvious that Ghanaians are unaccepting of it and view it as against the culture, moral ethics and religions of Ghana. This study therefore aimed at determining the extent to which religious commitment will moderate prejudicial ...

  14. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    behaviours have received significant attention from behavioural and management scientists around all corners of ... known fact that the success or failure of an organization and the pursuit of quality to a large extent depend not only ..... organizational commitment in the international tourist hotel industry. Journal of American ...

  15. Interfaith Marriage and Religious Commitment among Catholics.

    Science.gov (United States)

    Petersen, Larry R.

    1986-01-01

    Examined assertion that interfaith marriages have secularizing effect on family members. Assessed effects of respondent's and his/her parents' type of religious marriage on 11 measures of religious commitment. Catholics married to non-Catholics scored lower on attending mass and receiving communion than Catholics in homogamous marriages, but most…

  16. Resolution of the Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    You were many to attend the public information meetings organised in October and we thank you for your interest. In this decision phase of the current Five-Yearly Review of our employment conditions they provided an opportunity to review the Management proposals in detail. They were a moment of exchange also on the various topics under review, and your comments were many and very valuable. Meeting on Thursday 29th October, the Staff Council discussed once more these proposals. It considered that the "package" of proposed measures is not balanced enough in its current form. It decided to formulate additional requests to the Management, relating mainly to the effects of the introduction of the proposed new career system. The resolution adopted this morning also implies that the consultation of staff, originally foreseen next week, is postponed. The staff Council will reconvene in a special session on Thursday, 5th November to reassess its position depending on the progress made regarding its d...

  17. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. The voting takes place from 23 October to 13 November, at noon at https://ap-vote.web.cern.ch/elections-2017. Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November and 5 December. Candidates for the 2017 Elections

  18. Supported Conversation for hospital staff

    DEFF Research Database (Denmark)

    Forchhammer, Hysse B; Løvholt, Annelise P.; Mathiesen, Lone Lundbak

    in communication and interaction, Supported Conversation for Adults with Aphasia (SCA) was adapted and implemented in a large neurological department at Rigshospitalet-Glostrup in Copenhagen. Method 152 staff members representing different health professionals were assigned to one of eleven courses during a six...... month period. Each course had 10-12 participants and lasted 6 hours, including instruction in the SCA principles, video analysis, interdisciplinary group work, and practice sessions with PWAs. Self-assessed learning outcomes were evaluated with a brief questionnaire filled out by staff members...... in communication, also showed significant improvements across all staff groups. After the course, more time to spend with patients was perceived as the most important factor to further increase communication success with PWA. Conclusion The results show that interdisciplinary SCA-courses successfully increase...

  19. A study on the effect of organizational climate on organizational commitment: A case study of educational system

    Directory of Open Access Journals (Sweden)

    Bahman Saeidipou

    2013-01-01

    Full Text Available Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees' mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires and collects necessary information using a descriptive survey. The statistical population includes all 921 employees who were either enrolled in administration level or work as teacher in all areas of city of Kermanshah. The study selects 300 individuals from the statistical population randomly. The proposed model of this paper uses factor analysis to determine the most important factors influencing organizational commitment and Cronbach alpha is used to validate the results. The results show that there is a significant relationship between the components of role and paying enough attention to goals, the variable organizational climate, and the whole variable dimensions of organizational commitment. The other observation is that there was a weak relationship with some components of social commitment, and there was not any significant relationship with other aspects. Results of multivariate regression analysis shows that there was a high correlation between organizational climate and social commitment (t-student=6.208.

  20. EFFECT OF QUALITY CONTROL SYSTEM ON AUDIT QUALITY WITH PROFESSIONAL COMMITMENTS AS A MODERATION VARIABLE

    Directory of Open Access Journals (Sweden)

    Ramadhani R.

    2017-12-01

    Full Text Available This study aims to test the effect of every element of Quality Control System (QCS that is leadership responsibilities for quality on audit, relevant ethical requirements, acceptance and continuance of client relationships and certain engagements, assignment of engagement team, engagement performance, monitoring, and documentation on audit quality as well as to test whether the professional commitment moderate effect of every element of QCS on audit quality. The population was the staff auditors working in public accounting firms domiciled in Jakarta City, especially Central Jakarta area with the drawing of 84 respondents. The statistical method used was SEM PLS with the help of SmartPLS application. The results of this study indicate that from seven elements of QCS, only relevant ethical requirements that affect on audit quality. Furthermore, the study also found that professional commitment cannot moderate the relationship between the seven elements of QCS on audit quality.

  1. Perspectives on bullying among children who present to the emergency department with behavioral misconduct: a qualitative study.

    Science.gov (United States)

    Waseem, Muhammad; Boutin-Foster, Carla; Robbins, Laura; Gonzalez, Rita; Vargas, Steven; Peterson, Janey C

    2014-11-01

    The problem of bullying is an increasing public health threat encountered by emergency physicians especially in inner city emergency departments (EDs). Bullying may result in emotional disturbances and psychological trauma in children. Many children sent to the ED because of behavioral misconduct require immediate stabilization and treatment. The emergency physician performs an initial assessment and stabilization. Emergency departments are increasingly on the frontline of the bullying problem. Our objective was to explore children's perspective of bullying and their views of potential solutions. A qualitative study was conducted in a cohort of 50 children (age, 8-17 years), who were referred to the ED from school because of their behavioral misconduct. An interview survey tool about bullying was administered. It focused on what bullying meant to them and what advice they have for a child who is bullied. They were also asked what advice they would have for adults who try to help. We used grounded theory to analyze the data. Similar concepts were grouped, and the categories with similar properties and dimensions were defined. Common themes were then identified. We interviewed 50 children, of whom 27 were boys and 23 were girls. Their mean (SD) age was 12.5 (2.12) years (range, 8-17 years). Bullying was identified by children as including physical, verbal, and emotional actions. Several themes emerged. First, a power imbalance between a bully and victim may render an individual vulnerable to bullying. Being different and weak also increases the risk of being bullied. Second, bullying is wrong, and the bully should be punished. Third, children should learn how to handle bullying situations and develop resilience against bullying. Finally, adults need to be more proactive to prevent or stop bullying. Our results provide insights into the perceptions of children regarding bullying. We have garnered a better understanding of what these children feel adults should do to

  2. Staff Development for School Improvement: An Illustration.

    Science.gov (United States)

    Edelfelt, Roy A., Ed.

    This document contains 11 papers on school staff development: (1) "The Staff Development for School Improvement Program" (Winifred I. Warnat); (2) "A Teacher's View of a Staff Development Project" (Lynn Kleiman); (3) "Staff Development from the Principal's Perspective" (Dixie Hibner); (4) "Stepping-Stones to Success" (Barbara A. Skone); (5)…

  3. 22 CFR 902.3 - Board staff.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Board staff. 902.3 Section 902.3 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD ORGANIZATION § 902.3 Board staff. The chairperson shall select the Board's executive secretary and other staff provided for in the Act. The executive secretary and staff...

  4. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff. 8.05... staff. (a) Each exchange shall establish an adequate enforcement staff which shall be authorized by the... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not...

  5. Perceptions of University Mission Statement and Person-Environment Fit by Osteopathic Medical School Faculty and Staff

    Science.gov (United States)

    Poppre, Beth Anne Edwards

    2017-01-01

    Understanding how university medical school faculty and staff perceive the institution's mission statement, in conjunction with their person-environment fit, can provide administration with useful insight into: employee's match to the institution's mission statement, employee level of organizational commitment, and reasons for retention. This…

  6. Formalizing the Relationship Between Commitment and Basic Cryptographic Primitives

    Directory of Open Access Journals (Sweden)

    S. Sree Vivek

    2016-11-01

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

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

    International Nuclear Information System (INIS)

    Gurican, Gregory M.; Breslauer, Stephen K.

    1991-01-01

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

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

    Directory of Open Access Journals (Sweden)

    Mohammad-Hossein Safi

    2016-03-01

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

  9. English for Airport Ground Staff

    Science.gov (United States)

    Cutting, Joan

    2012-01-01

    This article describes part of a European Commission Leonardo project that aimed to design a multimedia course for English language learners seeking work as ground staff in European airports. The structural-functional analysis of the dialogues written from the course showed that, across the four trades explored (security guards, ground handlers,…

  10. Agency Directionality and Staff Individuality.

    Science.gov (United States)

    Hurst, James C.; And Others

    Psychologists who choose work as members of counseling agencies are likely to experience some dissonance between what their individual interests and skills would have them do professionally and what they are asked to do as a staff member of the agency. Conversely, as a component of a larger institution or community, an agency's very existence may…

  11. Creativity in nursing staff development.

    Science.gov (United States)

    Geyer, K A; Korte, P D

    1990-01-01

    The use of creative teaching techniques in nursing staff development generates enthusiasm for learning in both the learner and the educator. We report the process used to develop alternative teaching approaches and examples of these programs. A cost analysis of a traditional versus an innovative program is provided. Advantages and disadvantages of these approaches are reviewed.

  12. Situation of Organizational Culture and its Relationship with Organizational Commitment and Entrepreneurial Potential in Selected Hospitals of Shiraz University of Medical Sciences in 2015-2016

    Directory of Open Access Journals (Sweden)

    Razieh Montazeralfaraj

    2017-01-01

    3/38 ± 0/62, 3/28 ± 0/56, and 3/26 ± 0/57, respectively. Conclusion: Based on the findings, it can be concluded that implementation of appropriate strategies for improving the organizational culture can increase staffs' commitment and participation in entrepreneurship.

  13. Factors influencing organizational commitment of banking sector employees

    Directory of Open Access Journals (Sweden)

    K. R. Sowmya

    2011-01-01

    Full Text Available Organizational Commitment has been conceptualised & measured in different ways. This study is an attempt to identify the factors influencing organizational commitment of banking sector employees in Chennai. It is also important as suggestions can be given to the banking sector in order to bring an awareness of the commitment level of employees. Gaining awareness of commitment level and the respective influencing factor will help concentrate on increasing the commitment of employees. Using the measures developed by Mowday; Steers and Porter, the researchers have exploited Factor analysis by Principle Component Methodto identify the factors influencing the organizational commitment of employees of PSBs and NPSBs.

  14. Polish Decadence: Leopold Staff's Igrzysko in the European Context

    Directory of Open Access Journals (Sweden)

    Julia Przybos

    2012-03-01

    lived in Igrzysko. Fearing pain, Staff's character commits suicide and is, therefore, condemned for eternity. In my paper, I will discuss the significance of Staff's religious transgression in the context of the turn of the century arch-catholic and patriotic Poland.

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

    Directory of Open Access Journals (Sweden)

    Liyang Xiong

    2017-01-01

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

  16. Staff

    Index Scriptorium Estoniae

    2006-01-01

    TÜ teadustöötajaist ja õppejõududest on 2/3 doktorikraadiga. TÜ rektor Jaak Aaviksoo ja teadusprprektor Ain Heinaru valiti Euroopa kõrghariduspoliitika juhtorganitesse. Sotsiaalteaduskonna prof. Wolfgang Drechsler sai Saksa-Eesti akadeemiliste suhete arendamise eest Saksamaa Liitvabariigi Teeneteristi

  17. Common Preposition Errors Committed by Iranian Students

    Directory of Open Access Journals (Sweden)

    Samaneh Yousefi

    2014-05-01

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

  18. Intelligence, democracy, and international environmental commitment.

    Science.gov (United States)

    Obydenkova, Anastassia; Salahodjaev, Raufhon

    2016-05-01

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

  19. Regulation of Murine Natural Killer Cell Commitment

    Directory of Open Access Journals (Sweden)

    Nicholas D Huntington

    2013-01-01

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

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

    Science.gov (United States)

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

    2017-01-01

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

  1. Professional Commitment and Professional Marginalism in Teachers

    Directory of Open Access Journals (Sweden)

    Kalashnikov A.I.

    2017-11-01

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

  2. Constructing rich false memories of committing crime.

    Science.gov (United States)

    Shaw, Julia; Porter, Stephen

    2015-03-01

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

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

    NARCIS (Netherlands)

    Back, Istvan H.

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

  4. New graduate nurses professional commitment : Antecedents and outcomes

    NARCIS (Netherlands)

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

    2017-01-01

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

  5. The role of moral commitment within the Investment Model.

    Science.gov (United States)

    Rodrigues, David; Lopes, Diniz

    2015-03-01

    The Investment Model (Rusbult, 1980) defines general commitment as a long-term orientation towards relationship maintenance and feelings of psychological attachment, influenced by satisfaction, quality of alternatives and intrinsic/extrinsic investments. We suggest the importance of additionally assessing moral commitment, defined by an intrapersonal predisposition to remain in the relationship (Johnson, 1991). We argue moral commitment's association to perceived intrinsic investments acting as internal barriers influencing general commitment and promoting relationship maintenance. A correlational study resorting to structural equation modelling showed that moral commitment predicted intrinsic investments, which in turn predicted general commitment (Model 1). No direct paths emerged from moral commitment to satisfaction or quality of alternatives (Model 2), nor it emerged as a fourth direct predictor of general commitment (Model 3). Results are discussed under relationships maintenance and dissolution frameworks. © 2014 International Union of Psychological Science.

  6. A survey on critical factors influencing organizational commitment

    Directory of Open Access Journals (Sweden)

    Hamidreza Kheirkhah

    2014-04-01

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

  7. Motivational climate, staff and members' behaviors, and members' psychological well-being at a national fitness franchise.

    Science.gov (United States)

    Brown, Theresa C; Fry, Mary D

    2014-06-01

    The purpose of this study was to examine the association between members' perceptions of staffs behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested. Members (N = 5,541) of a national group-fitness studio franchise completed a survey regarding their class experiences. The survey included questions that measured participants' perceptions of the motivational climate (caring, task-involving, ego-involving), perceptions of staff's behaviors, their own behaviors, commitment to exercise, and life satisfaction. Structural equation modeling was used to assess both the association between variables and the theoretically driven predictive relationships. The participants perceived the environment as highly caring and task-involving and low ego-involving. They reported high exercise commitment and moderately high life satisfaction and perceived that the staffs and their own behaviors reflected caring, task-involving characteristics. Structural equation modeling demonstrated that those who perceived a higher caring, task-involving climate and lower ego-involving climate were more likely to report more task-involving, caring behaviors among the staff and themselves as well as greater commitment to exercise. In addition, a theory-driven mediational model suggested that staff behaviors may be an antecedent to members' exercise experiences by impacting their perceptions of the climate. The results of this study give direction to specific behaviors in which staff of group-fitness programs might engage to positively influence members' exercise experiences.

  8. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Asscociation

    2015-01-01

    Make your voice heard, support your candidates! Be many to vote and to elect the new Staff Council. By doing so, you will be encouraging the men and women who will represent you over the next two years and they will without doubt appreciate your gratitude. The voting takes place from the 26th of October to the 9th of November, at noon at https://ap-vote.web.cern.ch/elections-2015.   Elections Timetable Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Tuesday 8 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. Candidates for the 2015 elections

  9. Statistical Hiding Fuzzy Commitment Scheme for Securing Biometric Templates

    OpenAIRE

    Alawi A. Al-Saggaf; Haridas Acharya

    2013-01-01

    By considering the security flaws in cryptographic hash functions, any commitment scheme designed straight through hash function usage in general terms is insecure. In this paper, we develop a general fuzzy commitment scheme called an ordinary fuzzy commitment scheme (OFCS), in which many fuzzy commitment schemes with variety complexity assumptions is constructed. The scheme is provably statistical hiding (the advisory gets almost no statistically advantages about the secret message). The eff...

  10. Towards mobile staff members management

    Science.gov (United States)

    Encheva, Sylvia

    2017-07-01

    Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.

  11. Managing a multicultural radiology staff.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Giger, J

    1997-01-01

    Opportunities for minorities in healthcare increased with the Civil Rights movement in the 1960s. More recently, funds from the U.S. Public Health Service have been targeted toward disadvantaged minorities. The workforce in healthcare, and in business in general, has become increasingly multicultural. Much of the literature in healthcare management lacks practical guidelines for managing a diverse workforce. Communication, both verbal and nonverbal, and culture are closely intertwined. Managers, as they develop multicultural teams, will need to understand how culture influences communication in their organizations. Space, spatial behavior, and cultural attitudes influence people's behavior. This is a particularly important consideration for a radiology staff, which must often work in close quarters. For some cultural groups, the family as an organization has more significance than even personal, work-related or national causes. People's orientation to time, whether for the past, present or future, is usually related to the culture in which they grew up. Again, this may become an important issue for a radiology administrator whose organization must run punctually and time-efficiently. How patients feel about their environment, whether they believe they are in control or believe in an external locus of control, is of particular interest to those who attempt therapeutic changes in a patient's healthcare. Does the patient believe that illness is divine will or that suffering is intrinsic to the human condition? There is increasing research in the United States to show that people do differ biologically according to race. Such differences exist among patients as well as among staff members. It has been popular to assume that differences among races do not exist. Unfortunately such an attitude does not allow for different attributes and responses of individuals. Managing a multicultural staff presents a challenge to administrators who must be skilled in working with

  12. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   Global CERN Career paths AA - G 14     Number of seats for fellows representatives Global CERN 5 For more informat...

  13. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 21 September, at noon Start date for receipt of the application Friday 16 October, at noon Closing date for receipt of the applications Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   ...

  14. Leadership style and job commitment of library personnel in ...

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

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

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

    Science.gov (United States)

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

    2010-01-01

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

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

    Science.gov (United States)

    Ipek, Cemalettin

    2010-01-01

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

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

    Science.gov (United States)

    2010-07-01

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

  19. Strategies and best practices for staff renewal

    International Nuclear Information System (INIS)

    Cottingham, C.

    2007-01-01

    This paper discusses the strategies and best practices for staff renewal in the electricity sector. Strategic initiatives for staff renewal include strategic recruiting, succession planning, employee relations, knowledge management and strategic partnerships

  20. Commitment and Behavior Change: A Meta-analysis and Critical Review of Commitment Making Strategies in Environmental Research

    NARCIS (Netherlands)

    Lokhorst, A.M.; Werner, C.M.; Staats, H.; Dijk, van E.; Gale, J.

    2013-01-01

    Commitment making is commonly regarded as an effective way to promote proenvironmental behaviors. The general idea is that when people commit to a certain behavior, they adhere to their commitment, and this produces long-term behavior change. Although this idea seems promising, the results are

  1. Staff radiation exposure in radiation diagnostics

    International Nuclear Information System (INIS)

    Khakimova, N.U.; Malisheva, E.Yu.; Shosafarova, Sh.G.

    2010-01-01

    Present article is devoted to staff radiation exposure in radiation diagnostics. Data on staff radiation exposure obtained during 2005-2008 years was analyzed. It was found that average individual doses of staff of various occupations in Dushanbe city for 2008 year are at 0.29-2.16 mSv range. They are higher than the average health indicators but lower than maximum permissible dose. It was defined that paramedical personnel receives the highest doses among the various categories of staff.

  2. Quantum bit commitment with cheat sensitive binding and approximate sealing

    Science.gov (United States)

    Li, Yan-Bing; Xu, Sheng-Wei; Huang, Wei; Wan, Zong-Jie

    2015-04-01

    This paper proposes a cheat-sensitive quantum bit commitment scheme based on single photons, in which Alice commits a bit to Bob. Here, Bob’s probability of success at cheating as obtains the committed bit before the opening phase becomes close to \\frac{1}{2} (just like performing a guess) as the number of single photons used is increased. And if Alice alters her committed bit after the commitment phase, her cheating will be detected with a probability that becomes close to 1 as the number of single photons used is increased. The scheme is easy to realize with present day technology.

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

    Science.gov (United States)

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

    2011-01-01

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

  4. A 'Communication and Patient Safety' training programme for all healthcare staff: can it make a difference?

    Science.gov (United States)

    Lee, Peter; Allen, Kellie; Daly, Michael

    2012-01-01

    Communication breakdown is a factor contributing to most cases of patient harm, and this harm continues to occur at unacceptable levels. Responding to this evidence, the Metro South District of Queensland Health (Australia) has developed a communication skills training programme titled 'Communication and Patient Safety'. The three modules, each lasting 3½ h, cover both staff-to-patient and staff-to-staff communication issues, and an unusual feature is that clinical and non-clinical staff attend together. Following positive evaluation data from our initial pilot programme (involving 350 staff in a single hospital), the programme was expanded to all five hospitals in the district, and has now been completed by over 3000 staff. The results show that despite the significant time commitment, participants find the courses useful and relevant (Kirkpatrick level 1), they learn and retain new material (level 2), and they report changes in behaviour at individual, team and facility levels (level 3). Although it remains a challenge to obtain quantitative data showing that training such as this directly improves patient safety (level 4), our qualitative and informal feedback indicates that participants and their managers perceive clear improvements in the 'communication culture' after a workplace team has attended the courses. Improving 'communication for safety' in healthcare is a worldwide imperative, and other healthcare jurisdictions should be able to obtain similar results to ours if they develop and support interactive, non-didactic training in communication skills.

  5. Group covariant protocols for quantum string commitment

    International Nuclear Information System (INIS)

    Tsurumaru, Toyohiro

    2006-01-01

    We study the security of quantum string commitment (QSC) protocols with group covariant encoding scheme. First we consider a class of QSC protocol, which is general enough to incorporate all the QSC protocols given in the preceding literatures. Then among those protocols, we consider group covariant protocols and show that the exact upperbound on the binding condition can be calculated. Next using this result, we prove that for every irreducible representation of a finite group, there always exists a corresponding nontrivial QSC protocol which reaches a level of security impossible to achieve classically

  6. Refugee Health: An Ongoing Commitment and Challenge.

    Science.gov (United States)

    Efird, Jimmy T; Bith-Melander, Pollie

    2018-01-13

    Refugees represent a diverse group of displaced individuals with unique health issues and disease risks. The obstacles facing this population have their origins in war, violence, oppression, exploitation, and fear of persecution. Regardless of country of origin, a common bond exists, with refugees often confronting inadequate healthcare resources, xenophobia, discrimination, and a complex web of legal barriers in their new homelands. In many cases, the plight of refugees is multigenerational, manifesting as mental health issues, abuse, poverty, and family disruption. The health trajectory of refugees remains an ongoing commitment and challenge.

  7. Fuzzy Array Approach to Unit Commitment

    DEFF Research Database (Denmark)

    Jantzen, Jan; Eliasson, Bo

    1996-01-01

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

  8. Become a staff delegate: why not you?

    CERN Multimedia

    Association du personnel

    2009-01-01

    Following a decision taken at the Staff Association General Assembly in May 2008, staff delegates are elected in the autumn of odd-numbered years. The next elections which will lead to a total renewal of the Staff Council will thus take place in November 2009. Will you be a candidate?

  9. Get the Staff You Need This Summer.

    Science.gov (United States)

    Phillips, Christy L.

    1997-01-01

    Strategies for recruiting camp staff include tailoring messages to the needs and interests of prospective staff; utilizing former staff; hiring older workers; encouraging parents, former campers, and special interest groups to volunteer; and offering competitive pay. Provides an example of a target population (Generation X, born 1963-83) and key…

  10. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  11. Self Efficacy among University Academic Staff

    African Journals Online (AJOL)

    There was no significant difference between teaching staff and professional librarians on collective educators' self efficacy but significant difference existed between male and female academic staff on collective educators' self efficacy. The implication of the result in terms of collaborative work among academic staff was ...

  12. Short Communication Employee -Driven Staff Training and ...

    African Journals Online (AJOL)

    This paper examines the concept of staff training and development within the South African context. The changing labour legislation in South Africa makes it mandatory for the employer to provide training and development. However, staff have an important role to play in staff training and development. The paper gives an ...

  13. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as the...

  14. 13 CFR 400.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 400.105 Section 400.105... Board Procedures § 400.105 Staff. (a) Executive Director. The Executive Director of the Board advises... with respect to the administration of the Board's actions, directs the activities of the staff, and...

  15. 13 CFR 500.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 500.105 Section 500.105... LOAN PROGRAM Board Procedures § 500.105 Staff. (a) Executive Director. The Executive Director of the... direction with respect to the administration of the Board's actions, directs the activities of the staff...

  16. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the staffs...

  17. 14 CFR 1310.6 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Staff. 1310.6 Section 1310.6 Aeronautics... GUARANTEED LOAN § 1310.6 Staff. (a) Executive Director. The Executive Director advises and assists the Board... administration of the Board's actions, directs the activities of the staff, and performs such other duties as the...

  18. Improving Staff Productivity in Mental Health Centers.

    Science.gov (United States)

    Southern Regional Education Board, Atlanta, GA.

    This guide is concerned with productivity measurement and improvement in mental health centers, and focuses on the relationship between service outputs and available clinical staff, i.e., staff productivity. Staff productivity measures are described as useful in identifying existing levels of productivity, making comparisons to determine the…

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

    CERN Document Server

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

    1991-01-01

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

  20. The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention.

    Science.gov (United States)

    Perreira, Tyrone A; Berta, Whitney; Herbert, Monique

    2018-01-10

    To increase understanding of the relationships between organisational justice, affective commitment and turnover intention in health care. Turnover in health care is a serious concern, as it contributes to the global nursing shortage and is associated with declines in quality of care, patient safety and patient outcomes. Turnover also impacts care teams and is associated with decreased staff cohesion and morale. A survey was developed and administered to frontline nurses working in the Province of Ontario, Canada. The data were used to test a hypothetical model developed from a review of the literature. The relationships amongst the three constructs were evaluated using structural equation modelling and mediation analysis. The hypothesised model was generally supported, although we were limited to considerations of interpersonal justice, affective commitment to one's organisation and turnover intention. Interpersonal justice is associated with affective commitment to one's organisation, which is negatively associated with turnover intention. Interpersonal justice was also found to be directly and negatively associated with turnover intention. Affective commitment to one's organisation was also found to mediate the relationship between interpersonal justice and turnover intention. The examination of relationships within the "employee retention triad" in a single, comprehensive model is novel and provides new information regarding relational complexity and insights into what healthcare leaders can do to retain employees. Reducing turnover may help to decrease some of the stressors related to turnover for clinical staff remaining at the organisation such as constant onboarding and orientation of new hires, working with less experienced staff and increased workload due to decreased staffing. © 2018 John Wiley & Sons Ltd.

  1. Effects of Gender on Engineering Career Commitment

    Science.gov (United States)

    Barker, Anne M.

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

  2. Performance-based training: industry commitments

    International Nuclear Information System (INIS)

    Mazour, T.J.

    1986-01-01

    During the 1980s the nuclear industry has made a major commitment to performance based training, investing in excess of one thousand person-years in the process. This commitment is evidenced in a variety of initiatives including: 1) the Institute of Nuclear Power Operation's (INPO's) training accreditation program; 2) the US Nuclear Regulatory Commission's (NRC's) ''Commission Policy Statement on Training and Qualifications of Nuclear Power Plant Personnel, which,''; 3) the US Department of Energy's (DOE's) Order endorsement of ANSI/ANS 3.1 for Category A reactors and the initiation of Technical Safety Appraisals; 4) INPO's conduct of job and task analyses for nuclear power plant personnel and development of an on-line computer system to make the information available to all utilities; and 5) NRC's use of the INPO data base to develop performance-based licensing examinations for reactor operators. Each of the efforts is described briefly and some of the lessons learned through these efforts that can be applied to criticality safety training are discussed. Finally, it is shown how performance-based training is particularly related to the use of computers and simulators in training because the structured approach that is inherent in performance-based training provides the organization and sequencing of the training program and measurable standards of performance that are necessary to develop computer-based training

  3. Considering Maintenance Cost in Unit Commitment Problems

    Directory of Open Access Journals (Sweden)

    Hyeongon Park

    2017-11-01

    Full Text Available Electric power systems worldwide are receiving an increasing volume of wind power generation (WPG because of environmental concerns and cost declines associated with technological innovation. To manage the uncertainty of WPG, a system operator must commit sufficient conventional generators to provide an appropriate reserve. At times, frequent start and stop operations are applied to certain generators, which incurs maintenance costs associated with thermal-mechanical fatigue. In this paper, we suggest a comprehensive approach to unit commitment (UC that considers maintenance cost: the parameters of equivalent start (ES and equivalent base load hours (EBHs are adopted in the UC problem to determine optimal generation scheduling. A new formulation for the maintenance cost that can be readily combined with an existing mixed integer linear programming algorithm is presented. The effectiveness of the proposed UC method is verified through simulations based on an IEEE 118-bus test system. The simulation results show that considering maintenance cost in the UC problem effectively restricts frequent start and stop operation scheduling. Furthermore, the operating cost is reduced, the required reserve level is maintained, and the computational time is comparable with that of the conventional UC method.

  4. Rationales for the Lightning Launch Commit Criteria

    Science.gov (United States)

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

    2016-01-01

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

  5. Are We Educating Educators about Academic Integrity? A Study of UK Higher Education Textbooks

    Science.gov (United States)

    Ransome, Josie; Newton, Philip M.

    2018-01-01

    A substantial proportion of university students report committing plagiarism and related forms of misconduct. An academic integrity-focused approach to addressing plagiarism emphasises the promotion of positive values alongside education of staff and students about good, and bad, practice in writing, studying and assessment design. The concept was…

  6. The operating staff of nuclear power plants

    International Nuclear Information System (INIS)

    Schlegel, G.; Christ, W.

    1988-01-01

    The training of its staff is one of the pillars of the safe and economical operation of a power plant. This is why power plant owners began to systematically train their staff already in the 50s, and why they created central training facilities. Staff members who have undergone this training make an indispensable contribution to the acceptedly high safety and availability of German power plants. The substantial cost of creating training facilities and of schooling plant staff is considered to be an investment for the future. Low labour turnover permits careful observation and development of staff and leads to a high standard of knowledge and experience. (orig./HSCH) [de

  7. Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment? A multi-level, cross-sectional study on dentistry in Sweden.

    Science.gov (United States)

    Berthelsen, Hanne; Conway, Paul Maurice; Clausen, Thomas

    2018-02-01

    The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. The study adopts a cross-sectional multi-level design. Data were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working at dental clinics with at least five respondents (n = 900 from 68 units) was included in analyses. A set of Level-2 random intercept models were built to predict individual-level organizational affective commitment and perceived quality of care from unit-level organizational justice climate, controlling for potential confounding by group size, gender, age, and occupation. The results of the empty model showed substantial between-unit variation for both affective commitment (ICC-1 = 0.17) and quality of care (ICC-1 = 0.12). The overall results showed that the shared perception of organizational justice climate at the clinical unit level was significantly associated with perceived quality of care and affective commitment to the organization (p Organizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members' affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support causality in the examined relationships. Intervention research is also recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care

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

    NARCIS (Netherlands)

    Torka, Nicole; Looise, Jan Kees; van Riemsdijk, Maarten

    2005-01-01

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

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

    Science.gov (United States)

    Brown, Donna; Sargeant, Marcel A.

    2007-01-01

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

  10. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral colle...

  11. 2011 Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2011-01-01

    Elections Timetable Starting with Echo of 26 September, posters, etc. call for applications Wednesday 26 October, at noon closing date for receipt of the application Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November. In its meeting on 19 September 2011, the Electoral Commission decided on the following distribution of seats in colleges 0.1 to 0.6: Sector Department Career path AA – A – B – C – D Career path E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 18 si&e...

  12. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 13 si&...

  13. Medication administration errors in assisted living: scope, characteristics, and the importance of staff training.

    Science.gov (United States)

    Zimmerman, Sheryl; Love, Karen; Sloane, Philip D; Cohen, Lauren W; Reed, David; Carder, Paula C

    2011-06-01

    To compare rates of medication errors committed by assisted living staff with different training and to examine characteristics of errors. Observation of medication preparation and passes, chart review, interviews, and questionnaires. Stratified random sample of 11 assisted living communities in South Carolina (which permits nonnurses to administer medications) and Tennessee (which does not). All staff who prepared or passed medications: nurses (one registered nurse and six licensed practical nurses (LPNs)); medication aides (n=10); and others (n=19), including those with more and less training. Rates of errors related to medication, dose and form, preparation, route, and timing. Medication preparation and administration were observed for 4,957 administrations during 83 passes for 301 residents. The error rate was 42% (20% when omitting timing errors). Of all administrations, 7% were errors with moderate or high potential for harm. The odds of such an error by a medication aide were no more likely than by a LPN, but the odds of one by staff with less training was more than two times as great (odds ratio=2.10, 95% confidence interval=1.27-3.49). A review of state regulations found that 20 states restrict nonnurses to assisting with self-administration of medications. Medication aides do not commit more errors than LPNs, but other nonnurses who administered a significant number of medications and assisted with self-administration committed more errors. Consequently, all staff who handle medications should be trained to the level of a medication aide. © 2011, Copyright the Authors. Journal compilation © 2011, The American Geriatrics Society.

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

    Science.gov (United States)

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

    2016-12-30

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

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

    Directory of Open Access Journals (Sweden)

    Yadollah Hemmati

    2013-08-01

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

  16. Patriotism, organizational commitment and nurses' intention to report for work in emergencies.

    Science.gov (United States)

    Kagan, I; Itzhaki, M; Melnikov, S

    2017-12-01

    To examine the influence of nurses' patriotism and organizational commitment on their intention to report for work in a national emergency, in Israel. Healthcare systems need to forecast the number of staff likely to report for work in emergencies and mass casualty events. Patriotism and nurses' commitment to work are factors that prompt nurses to leave their families and report for duty, even knowing that they are putting themselves in danger. However, patriotism as a variable that might affect nurses' intention to report for work in emergencies has not been investigated. A descriptive, cross-sectional survey was used with a convenience sample of 152 registered nurses. Descriptive statistics, Pearson correlation coefficients and t-tests were used to analyse the data. To examine the unique contribution of the independent variables to the explanation of the dependent variable - intention to report to work in emergency - multiple regression analysis was performed. Significant positive correlations were found between age, seniority and research variables (organizational commitment, patriotism and intention to report for emergency work). Patriotism differed by gender, ethnicity and religion. Patriotism and gender explained 23% of the variance regarding intention to report for emergency duty, with patriotism playing a major role. Patriotism has religious and cultural dimensions. Cultural differences explain the discrepancy in organizational commitment between Israeli-born nurses and immigrants. Emergency training drills for nurses should feature discussions on universal ethical principles in emergency planning, preparedness and responses. The willingness of ethnic/religious minorities and immigrants to report for work in a national emergency should be taken into consideration in healthcare system disaster planning, so as to lessen the impact of disparate patriotism. © 2017 International Council of Nurses.

  17. Achieving success in intervention studies: an analysis of variable staff engagement across three midwifery settings.

    Science.gov (United States)

    Henderson, Amanda; Schoonbeek, Sue; Ossenberg, Christine; Caddick, Alison; Wing, Diane; Capell, Lorna; Gould, Karen

    2014-06-01

    behaviour change success is dependent on facilitators to systematically engage staff through all four stages of implementation. It is important that investment is made to commitment and resources to all four stages before embarking on change processes. © 2013 John Wiley & Sons Ltd.

  18. Provider and Staff Perceptions and Experiences Implementing Behavioral Health Integration in Six Low-Income Health Care Organizations.

    Science.gov (United States)

    Farb, Heather; Sacca, Katie; Variano, Margaret; Gentry, Lisa; Relle, Meagan; Bertrand, Jane

    2018-01-01

    Behavioral health integration (BHI) is a proven, effective practice for addressing the joint behavioral health and medical health needs of vulnerable populations. As part of the New Orleans Charitable Health Fund (NOCHF) program, this study addressed a gap in literature to better understand factors that impact the implementation of BHI by analyzing perceptions and practices among staff at integrating organizations. Using a mixed-method design, quantitative results from the Levels of Integration Measure (LIM), a survey tool for assessing staff perceptions of BHI in primary care settings (n=86), were analyzed alongside qualitative results from in-depth interviews with staff (n=27). Findings highlighted the roles of strong leadership, training, and process changes on staff collaboration, relationships, and commitment to BHI. This study demonstrates the usefulness of the LIM in conjunction with in-depth interviews as an assessment tool for understanding perceptions and organizational readiness for BHI implementation.

  19. Bit-commitment-based quantum coin flipping

    International Nuclear Information System (INIS)

    Nayak, Ashwin; Shor, Peter

    2003-01-01

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

  20. Complicating food security: Definitions, discourses, commitments

    Directory of Open Access Journals (Sweden)

    William Ramp

    2014-12-01

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