scholarly journals Determination of Sample Size for Distribution-Free Tolerance Limits

1970 ◽  
Vol 24 (1) ◽  
pp. 44 ◽  
Author(s):  
William C. Guenther
Keyword(s):  
Sample Size ◽  
Tolerance Limits ◽  
Distribution Free

scholarly journals A Graphical Determination of Sample Size for Wilks' Tolerance Limits

1949 ◽  
Vol 20 (2) ◽  
pp. 313-316 ◽  
Author(s):  
Z. W. Birnbaum ◽  
H. S. Zuckerman
Keyword(s):  
Sample Size ◽  
Tolerance Limits

Cryoscopy of Milk: Effect of Variations in the Method

1966 ◽  
Vol 49 (3) ◽  
pp. 511-515 ◽  
Author(s):  
R W Henningson
Keyword(s):  
Statistical Analysis ◽  
Sample Size ◽  
Freezing Point ◽  
Collaborative Study ◽  
Sample Temperature ◽  
Milk Samples ◽  
Two Samples ◽  
Temperature Rate

Abstract Bath level, sample temperature, rate of stirring, degree of supercooling, sample size, sample isolation, and refreezing of the sample were the variables in the thermistor cryoscopic method for the determination of the freezing point value of milk chosen for study. Freezing point values were determined for two samples of milk and two secondary salt standards utilizing eight combinations of the seven variables in two test patterns. The freezing point value of the salt standards ranged from –0.413 to –0.433°C and from –0.431 to –0.642°C. The freezing point values of the milk samples ranged from –0.502 to –0.544°C and from –0.518 to –0.550°C. Statistical analysis of the data showed that sample isolation was a poor procedure and that other variables produced changes in the freezing point value ranging from 0.001 to 0.011°C. It is recommended that specific directions be instituted for the thermistor cryoscopic method, 15.040–15.041, and that the method be subjected to a collaborative study.

scholarly journals Determination of the Sensitivity of a RapidEscherichia coli O157:H7 Assay for Testing 375-Gram Composite Samples

2000 ◽  
Vol 66 (9) ◽  
pp. 4149-4151 ◽  
Author(s):  
Wan-Ling Tsai ◽  
Cynthia E. Miller ◽  
Edward R. Richter
Keyword(s):  
Escherichia Coli ◽  
Sample Size ◽  
Ground Beef ◽  
Immunomagnetic Separation ◽  
Enzyme Linked Immunosorbent Assay ◽  
Elisa System ◽  
Composite Ground ◽  
Single Size ◽  
Composite Samples

ABSTRACT Both 25-g single-size ground beef samples and 375-g composite ground beef samples were tested by a method combining an immunomagnetic separation (IMS) technique with a sandwich enzyme-linked immunosorbent assay (ELISA) system (IMS-ELISA). The results demonstrated that IMS-ELISA could detect the target, Escherichia coliO157:H7, at the level of 10−1 CFU/g of sample in either the 25- or 375-g sample size.

scholarly journals Determination of Sample Size for Speed Measurement on Urban Arterials

2016 ◽  
Vol 17 ◽  
pp. 384-390 ◽  
Author(s):  
V. Varsha ◽  
Gaurav H. Pandey ◽  
K. Ramachandra Rao ◽  
B.K. Bindhu
Keyword(s):  
Sample Size ◽  
Speed Measurement ◽  
Urban Arterials

PENGARUH BUDAYA KERJA, KEPEMIMPINAN, DISIPLIN KERJA DAN KOMPENSASI TERHADAP KINERJA KARYAWAN PT. KAI DAOP 5 PURWOKERTO

2017 ◽  
Vol 3 (1) ◽  
pp. 87-100
Author(s):  
Karsono , ◽  
Denok Kurniasih ◽  
Dyah Retna Puspita
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Sample Size ◽  
Multiple Regression Analysis ◽  
Compensation Effect ◽  
Employee Performance ◽  
Primary Data ◽  
Work Culture ◽  
Study Population

Abstract: Employee performance is very important for an organization to achieve its goals. This study aims to analyze the influence of work culture, on employee performance, leadership on employee performance, work discipline on employee performance, compensation on employee performance and work culture, leadership, work discipline, compensation on employee performance at PT. KAI Daop 5 Purwokerto. The study population is all employees of PT. KAI Daop 5 Purwokerto as many as 623 employees. Determination of sample size with Slovin formula obtained by 86 respondents. The data used is the primary data obtained from the questionnaires distributed to respondents.Tehnik data analysis used is a quantitative approach. The data of the research were analyzed using multiple regression analysis. The results showed that: Work culture affect the performance of employees means that if the work culture increases then the performance of employees will increase. Leadership affects the performance of employees means that if the existing leadership is conducive to work then the performance of employees will increase, work discipline does not affect the performance of employees means employees who discipline work high and employees who work discipline less have the same performance height, Compensation effect on the performance of meaning if the compensation increases then employee performance will increase, work culture, leadership, work discipline and compensation together affect the employee's performance, meaning that if work culture, leadership, work discipline and compensation together increase the employee performance will increase. Keywords: Working Culture, Leadership, Work Discipline, Compensation, Employee Performance. Abstrak: Kinerja pegawai merupakan hal yang sangat penting bagi organisasi untuk mencapai tujuannya. Penelitian ini bertujuan untuk menganalisis pengaruh budaya kerja, terhadap kinerja pegawai, kepemimpinan terhadap kinerja pegawai, disiplin kerja terhadap kinerja pegawai, kompensasi terhadap kinerja pegawai dan budaya kerja, kepemimpinan, disiplin kerja, kompensasi terhadap kinerja pegawai di PT. KAI Daop 5 Purwokerto. Populasi penelitian adalah semua karyawan PT. KAI Daop 5 Purwokerto sebanyak 623 orang karyawan. Penentuan ukuran sampel dengan rumus Slovin diperoleh sampel sebanyak 86 responden. Data yang digunakan adalah data primer yang diperoleh dari kuisioner yang dibagikan kepada responden.Tehnik analisis data yang digunakan adalah pendekatan kuantitatif. Data hasil penelitian dianalisis menggunakan analisis regresi berganda. Hasil penelitian menunjukkan bahwa: Budaya kerja berpengaruh terhadap kinerja pegawai artinya apabila budaya kerja meningkat maka kinerja karyawan akan meningkat. Kepemimpinan berpengaruh terhadap kinerja pegawai artinya apabila kepemimpinan yang ada sangat kondusif untuk bekerja maka kinerja karyawan akan meningkat, Disiplin kerja tidak berpengaruh terhadap kinerja pegawai artinya pegawai yang disiplin kerjanya tinggi dan pegawai yang disiplin kerjanya kurang memiliki kinerja yang sama tingginya, Kompensasi berpengaruh terhadap kinerja artinya apabila kompensasi meningkat maka kinerja karyawan akan meningkat, Budaya kerja, kepemimpinan, disiplin kerja dan kompensasi secara bersama-sama berpengaruh terhadap kinerja pegawai, artinya apabila budaya kerja, kepemimpinan, disiplin kerja dan kompensasi  secara bersama-sama mengalami peningkatan maka kinerja karyawan akan meningkat. Kata Kunci:  Budaya Kerja, Kepemimpinan, Disiplin Kerja, Kompensasi, Kinerja   Pegawai.

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