Isotopic turnover rate and trophic fractionation of nitrogen in shrimpLitopenaeus vannamei(Boone) by experimental mesocosms: implications for the estimation of the relative contribution of diets

2015 ◽  
Vol 47 (10) ◽  
pp. 3070-3087 ◽  
Author(s):  
Elsa I Bójorquez-Mascareño ◽  
Martín F Soto-Jiménez
Keyword(s):  
Turnover Rate ◽  
Relative Contribution ◽  
Trophic Fractionation ◽  
Experimental Mesocosms ◽  
Isotopic Turnover

Multidimensional Anxiety and Content-specificity Effects in Preferential Processing of Threat

2003 ◽  
Vol 8 (4) ◽  
pp. 252-265 ◽  
Author(s):  
Manuel G. Calvo ◽  
P. Avero ◽  
M. Dolores Castillo ◽  
Juan J. Miguel-Tobal
Keyword(s):  
Selective Attention ◽  
Cognitive Biases ◽  
Naming Task ◽  
Color Naming ◽  
Memory Bias ◽  
Ego Threat ◽  
Phobic Anxiety ◽  
Relative Contribution ◽  
Content Specificity ◽  
Specificity Effects

We examined the relative contribution of specific components of multidimensional anxiety to cognitive biases in the processing of threat-related information in three experiments. Attentional bias was assessed by the emotional Stroop word color-naming task, interpretative bias by an on-line inference processing task, and explicit memory bias by sensitivity (d') and response criterion (β) from word-recognition scores. Multiple regression analyses revealed, first, that phobic anxiety and evaluative anxiety predicted selective attention to physical- and ego-threat information, respectively; cognitive anxiety predicted selective attention to both types of threat. Second, phobic anxiety predicted inhibition of inferences related to physically threatening outcomes of ambiguous situations. And, third, evaluative anxiety predicted a response bias, rather than a genuine memory bias, in the reporting of presented and nonpresented ego-threat information. Other anxiety components, such as motor and physiological anxiety, or interpersonal and daily-routines anxiety made no specific contribution to any cognitive bias. Multidimensional anxiety measures are useful for detecting content-specificity effects in cognitive biases.

Fibrinopeptide A (FPA) Level and Fibrinogen Kinetics in Patients with Malignant Disease

1981 ◽  
Vol 46 (04) ◽  
pp. 706-709 ◽  
Author(s):  
Yasuhiro Yoda ◽  
Tsukasa Abe
Keyword(s):  
Fibrinolytic Activity ◽  
Turnover Rate ◽  
Malignant Disease ◽  
Major Determinant ◽  
Fibrinopeptide A

SummaryFPA level, fibrinogen turnover rate, and fibrinolytic activity were studied on 18 patients with malignant disease. It was found that the FPA levels were significantly elevated and were correlated with fibrinogen turnover rate (r=0.74, p<0.001) and FDP (r = 0.58, p<0.02). Estimated FPA turnover rate was also correlated with fibrinogen turnover rate (r = 0.70, p<0.001). These results suggest that fibrinogen catabolism in patients with malignant disease is related with thrombin proteolysis. However, ratios of 1/2 FPA turnover rate to fibrinogen turnover rate suggest that intravascular thrombin proteolysis is not the major determinant of fibrinogen catabolism. It is suspected that extravascular thrombin proteolysis is responsible for the elevation of plasma FPA level which is correlated with acceleration of fibrinogen catabolism.

FAKTOR PERSONAL YANG BERHUBUNGAN DENGAN KOMITMEN ORGANISASI PERAWAT RSUD EMBUNG FATIMAH BATAM

2020 ◽  
Vol 5 (3) ◽  
pp. 875
Author(s):  
Asfri Sri Rahmadeni
Keyword(s):  
Organizational Commitment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Hospital Nurses ◽  
Test Results ◽  
Personal Factors ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Chi Square Test

<p class="Normal1"><em>Commitment is the attitude or behavior of likes or dislikes shown by someone against the organization at work. Indonesia is recorded as a nurse who has a low organizational commitment (76%) so it harms services. This phenomenon in the hospital can be seen from the indicator of the high turnover rate of nurses which reaches 30.9% which exceeds the standard &lt;5%. Many factors affect organizational commitment. The purpose of this study was to analyze the Personal Factors Associated with Organizational Commitment of Hospital Nurses. This study is a cross-sectional analytic study and purposive sampling technique with a sample of 59 nurses. Chi-Square test results obtained personal factors that have a relationship with organizational commitment Nurse Hospital is age with p = 0,000 and education with p = 0,000, personal factors not related to organizational commitment are gender p = 1,053 and years of service with p = 1,147. Hospitals should conduct research/surveys on Organizational Commitment periodically as an evaluation material in the context of the organization's development and development in the future</em>.</p>

EXPLORATORY STUDY OF EMPLOYEE ENGAGEMENT

2020 ◽  
Vol 4 (2) ◽  
pp. 102-106
Author(s):  
Tita Miawati ◽  
Widodo Sunaryo ◽  
Nancy Yusnita
Keyword(s):  
Employee Engagement ◽  
Exploratory Study ◽  
Research Method ◽  
Turnover Rate ◽  
Group Discussion ◽  
Multinational Company ◽  
Optimal Conditions ◽  
Implementation Program ◽  
Employee Groups ◽  
Company Growth

Employee engagement is now recognized as an important topic in the company because it relates with turnover rate, productivity of employee and finally to the company growth. A study conducted to describe the finding of an effort to increase the effectiveness of engagement implementation by company in order to increase level of employee engagement. The study used qualitative research method through exploratory study in a multinational company in Jakarta. Data obtained through interviews with key leaders of the company to find out how the implementation of engagement conducted by the company, and a Focus Group Discussion of employee groups to determine the condition of employee engagement. The researchers analyzed the data from both of company and employees to see if there is a gap between engagement implementation by the company and the conditions of employee engagement. To obtain the validity of the data, researchers used triangulation techniques carried out by experts in the HR field. The study found that the company's efforts to implement employee engagement had not been carried out optimally and equally on all engagement indicators. Likewise, the condition of employee engagement has not yet reached optimal conditions. The conclusion described that there is a gap between company’s engagement implementation program and the engagement conditions felt by employees. Thus, it is necessary to make efforts to improve the effectiveness of engagement implementation so that increasing the employee engagement bring contributes to the company's growth

Estimation of Water Turnover Rate in Captive Dugongs (Dugong dugon)

2006 ◽  
Vol 32 (1) ◽  
pp. 103-108 ◽  
Author(s):  
Janet M. Lanyon ◽  
Keith Newgrain ◽  
Teuku Sahir Syah Alli
Keyword(s):  
Turnover Rate ◽  
Water Turnover

Thoracic duct lymph. Relative contribution from splanchnic and muscle tissue

Diabetes ◽  
1993 ◽  
Vol 42 (5) ◽  
pp. 720-731 ◽  
Author(s):  
G. M. Steil ◽  
M. A. Meador ◽  
R. N. Bergman
Keyword(s):  
Muscle Tissue ◽  
Thoracic Duct ◽  
Thoracic Duct Lymph ◽  
Relative Contribution ◽  
Duct Lymph

Effect of insulin on GLUT4 cell surface content and turnover rate in human skeletal muscle as measured by the exofacial bis-mannose photolabeling technique

Diabetes ◽  
1997 ◽  
Vol 46 (12) ◽  
pp. 1965-1969 ◽  
Author(s):  
S. Lund ◽  
G. D. Holman ◽  
J. R. Zierath ◽  
J. Rincon ◽  
L. A. Nolte ◽  
...  
Keyword(s):  
Skeletal Muscle ◽  
Cell Surface ◽  
Human Skeletal Muscle ◽  
Turnover Rate ◽  
Surface Content

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

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