Use of otolith chemical signatures to estimate carp recruitment sources in the mid‐Murray River,Australia

Recent research has suggested that the Barmah‐Millewa forest (BMF) floodplain provides a particularly important spawning ground for carp in the Murray River and that there is a large export of juvenile carp from the BMF into other parts of the Murray River system. This study examined whether chemical analysis of otoliths (fish ear stones) represents a feasible technique for estimating the relative importance of particular sources of carp recruitment in the Murray River. Otolith chemical signatures were analysed for fish collected from three lakes on the BMF floodplain and from three major tributaries of the mid‐Murray River. A single site downstream of these potential sources of carp recruitment (Torrumbarry Weir) was then examined to estimate the relative contribution of the BMF and the tributaries to carp recruitment at this site. The results of the study suggest that at least some of the lakes on the BMF floodplain are important sources of carp in the mid‐Murray River. Using a maximum likelihood analysis of otolith chemical signatures, it was estimated that Barmah Lake and Moira Lake were the most likely recruitment sources for 98% of the fish collected from Torrumbarry Weir. The study demonstrates the potential application of otolith chemical analyses for determining the relative importance of potential recruitment sources of fish in rivers. Copyright © 2006 John Wiley & Sons, Ltd.     

Factors Influencing the Recruitment of Psychologists.

In APA's Project B (Clark, 1957), a large segment of professional psychologists were asked to recall reasons why they chose to enter the field of psychology. In terms of outlining factors motivating persons to select psychology as a career, and a future recruitment program for psychology, Project B doubtless will have far reaching implications. The question may be posed, however, whether factors professional psychologists recall as having been instrumental in their selection of psychology as a career are the factors influencing psychology majors now in college to make the same choice. The present study was, in part, an investigation of the applicability of the results of Project B to a sample of 211 graduate and undergraduate psychology majors. The trend of the results indicated that the graduate subjects who plan a career in psychology closely resemble the APA respondents, in that both groups give similar factors as important determinants in their selection of a career. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

西部煤矿企业人力资源招聘五点建议

该文针对西部煤矿企业实际招聘中存在的问题,提出提高招聘工作绩效的对策:明确招聘岗位需求;增设"人才评估中心";改进企业招聘策略;重视员工个人生活及企业家文化建设;提升员工的薪资待遇。     

The water sector industry workforce: A quantitative case study,Tennessee, USA

There is rising awareness of drinking water workforce challenges in the United States. This study investigated factors associated with workforce capacity in community water systems in Tennessee, USA, using responses from 286 participants collected via the Tennessee Public Water Operator Survey (PWOS). Odds ratios of variables associated with workforce recruitment and retention measures were calculated using multivariate ordinal logistic regression. Results indicate that opportunities for advancement, workforce benefits, and system size are all associated with measures of current and future workforce capacity in community water systems. Water systems should prioritize investments in training to build and retain a competent workforce.     

Evaluation of food safety related behaviors of retail and food service employees while handling fresh and fresh-cut leafy greens

Foodborne illness outbreaks are often associated with fresh and fresh-cut produce (specifically leafy greens); however, effective training and methods of prevention have not been readily available for the retail and food service industry. The objective of this study was to assess and evaluate the current state of compliance and employee handling practices for fresh and fresh-cut produce, and to identify factors influencing employees' fresh and fresh-cut handling practices using an observational survey tool. A total of sixteen restaurants and fifteen grocery stores in Texas and Ohio were observed. The results revealed low compliance of employees' leafy green handling practices such as improper use of thermometers, lack of documentation, and poor employee hygiene. Statistical analysis results suggested that employees' food safety behaviors vary based on several factors such as operation size, cuisine, and operation type. The results of the study will provide practical guidelines for training employees handling leafy green produce at fresh and fresh-cut packing facilities, produce distribution centers, grocery stores, and restaurants.     

How charismatic trainers inspire others to learn through positive affectivity

We focus on how charismatic trainer behaviors, such as visionary content, intellectual stimulation and individual attention, influence affective, cognitive and skill-based learning outcomes during computer-based training. Using an experimental design, 92 undergraduates were presented with an on-line Excel training program that contained narration that was either charismatic or non-charismatic. Path analysis results indicate that participants who viewed videos narrated by a charismatic trainer (as opposed to a non-charismatic trainer) had positive reactions to the trainer, which was related to positive affectivity. Trainee positive affectivity was subsequently related to recall one week after training, and this recall was related to skill transfer one week after training. The results confirmed that charismatic trainers influence skills acquisition through boosting positive affect.     

员工满意度和工作绩效关系研究

员工满意度影响员工的工作绩效,进而影响组织绩效。文章从员工满意度和工作绩效的理论出发,以山西某民营企业为例,阐述了我国企业员工满意度、工作绩效的现状,并从宏观和微观层面分析其原因,最后给出应对策略,为企业管理者提供借鉴和指导。     

Assessing the contribution of knowledge to business performance: the KP methodology

Knowledge is inherently difficult to measure. However, without valid and reliable measurement, it is very difficult to develop a comprehensive theory of knowledge and provide a practical guide for knowledge management. In this paper, we do not measure knowledge directly, but assess how much knowledge contributes to business performance. The KP³ methodology developed in this paper assesses the contribution of knowledge to business performance by employing product and process as intermediaries between the two. The understanding of the contribution is essential because it makes it possible to assess the productivities of knowledge entities, evaluate and compensate knowledge workers, and to allocate and develop human capital.     

Practitioners' perceptions of the vocational rewards in work with underserved groups: Implications for "rightsizing" the psychology workforce.

Although workforce trends indicate an oversupply of psychologists, demographic and epidemiological trends indicate an undersupply of psychologists working with underserved populations. This study surveyed members of the American Psychological Association regarding their perceptions of the rewards and barriers in work with underserved populations and how these perceptions affect interest, satisfaction, and engagement with these groups. Results confirm that practitioners were significantly more interested, engaged, and satisfied in their work with populations that are not underserved and perceived this work to be more rewarding and to involve fewer barriers. Practitioners who endorsed more rewards in work with underserved groups tend to be engaged in practice with these groups to a greater degree. The impact of these findings on recruitment, training, and retaining psychologists to work with underserved groups is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Hiring of James Mark Baldwin and James Gibson Hume at the University of Toronto in 1889.

In 1889, George Paxton Young, the University of Toronto's philosophy professor, passed away suddenly while in the midst of a public debate over the merits of hiring Canadians in preference to American and British applicants for faculty positions. As a result, the process of replacing Young turned into a continuation of that argument, becoming quite vociferous and involving the popular press and the Ontario government. This article examines the intellectual, political, and personal dynamics at work in the battle over Young's replacement and its eventual resolution. The outcome would have an impact on both the Canadian intellectual scene and the development of experimental psychology in North America. (PsycINFO Database Record (c) 2010 APA, all rights reserved)