Search results for: Employee development specificity

Authors: Sri Suwarsi, Nadia Budianti

Abstract:

As one of the big government bank, Bank X is paying attention its performance, so that it can compete. One of them is the existence of organizational culture which recognized with term TIPEC (Trust, Integrity, Professionalism, Costumer Focus, and Excellence). In application of organizational culture, it is needed the existence of employee involvement (job involvement). It can be influenced by various factors, such as Locus of Control. Related to above mentioned, the problems are how employee tendency of Locus of Control, how job involvement, how organizational culture applied by employees and how influence of Locus of Control and job involvement to the organizational culture applied by employees. Researchers collected data with questioner spreading, and respondents number of 30 people. After that, the data were analyzed with SPSS software constructively. The influence of Locus of Control and job involvement to the application of organizational culture was strong, i.e. 58.3%.

Keywords: Organizational culture, bank, employee locus of control, job involvement.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2481

Authors: Daniel E. Gberevbie, Adewale O. Osibanjo, Anthonia A. Adeniji, Olumuyiwa A. Oludayo

Abstract:

Research has shown that a recruitment policy devoid of gender discrimination enhances employee performance in an organization. Previous studies in Nigeria show that gender discrimination against men and women based on their ethnic, religious and geographical identity is common. This survey, however, focuses on discrimination against women on the basis of gender and performance in government universities in Lagos State, Nigeria. The model used for this study was developed and tested in which one hundred and eighty seven copies of the questionnaire that were administered to respondents as completed by the academic staff of government universities in Lagos State were retrieved. Pearson correlation and regression were utilized for the analysis of the study, and the result showed that managerial roles based on gender discrimination against women in government universities in Lagos State have affected employee job performance negatively. The study concludes that for as long as gender discrimination rather than merit remains the basis for staff employment into positions of authority in Nigerian Universities, enhanced performance is more likely to elude employees and the educational sector in general. 

Keywords: Academic staff, Employee performance, Gender discrimination, Nigeria, Universities.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 5533

Authors: Manuel A. Alonso-Tarajano, Roberto Mosca, Patrick Aloy

Abstract:

Protein kinases participate in a myriad of cellular processes of major biomedical interest. The in vivo substrate specificity of these enzymes is a process determined by several factors, and despite several years of research on the topic, is still far from being totally understood. In the present work, we have quantified the contributions to the kinase substrate specificity of i) the phosphorylation sites and their surrounding residues in the sequence and of ii) the association of kinases to adaptor or scaffold proteins. We have used position-specific scoring matrices (PSSMs), to represent the stretches of sequences phosphorylated by 93 families of kinases. We have found negative correlations between the number of sequences from which a PSSM is generated and the statistical significance and the performance of that PSSM. Using a subset of 22 statistically significant PSSMs, we have identified specificity determinant residues (SDRs) for 86% of the corresponding kinase families. Our results suggest that different SDRs can function as positive or negative elements of substrate recognition by the different families of kinases. Additionally, we have found that human proteins with known function as adaptors or scaffolds (kAS) tend to interact with a significantly large fraction of the substrates of the kinases to which they associate. Based on this characteristic we have identified a set of 279 potential adaptors/scaffolds (pAS) for human kinases, which is enriched in Pfam domains and functional terms tightly related to the proposed function. Moreover, our results show that for 74.6% of the kinase–pAS association found, the pAS colocalize with the substrates of the kinases they are associated to. Finally, we have found evidence suggesting that the association of kinases to adaptors and scaffolds, may contribute significantly to diminish the in vivo substrate crossed-specificity of protein kinases. In general, our results indicate the relevance of several SDRs for both the positive and negative selection of phosphorylation sites by kinase families and also suggest that the association of kinases to pAS proteins may be an important factor for the localization of the enzymes with their set of substrates.

Keywords: Kinase, phosphorylation, substrate specificity, adaptors, scaffolds, cellular colocalization.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1495

Authors: Dr. Wendy Wang, Dr. Sigalit Ronen

Abstract:

Telecommuting has become an increasingly popular work arrangement. However, little research has examined the impact of telecommuting on the relationship between employees and the organization. This study aims to shed light on this aspect by comparing the loyalty of telecommuters and non telecommuters as it can be viewed from three angles: organizational loyalty, peer loyalty, and professional loyalty. Furthermore, this paper will explore the dynamics among employee loyalty, productivity, and job satisfaction. Whereas previous studies had looked on employees that are not fully telecommuting, the current study concentrates on employees that are exclusively working from home.

Keywords: loyalty, productivity, satisfaction, telecommuting

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2433

Authors: Beata Czarnacka-Chrobot

Abstract:

Unsatisfactory effectiveness of software systems development and enhancement projects is one of the main reasons why in software engineering there are attempts being made to use experiences coming from other engineering disciplines. In spite of specificity of software product and process a belief had come out that the execution of software could be more effective if these objects were subject to measurement – as it is true in other engineering disciplines for which measurement is an immanent feature. Thus objective and reliable approaches to the measurement of software processes and products have been sought in software engineering for several dozens of years already. This may be proved, among others, by the current version of CMMI for Development model. This paper is aimed at analyzing the approach to the software processes and products measurement proposed in the latest version of this very model, indicating growing acceptance for this issue in software engineering.

Keywords: CMMI for Development (1.3), ISO/IEC standards, measurement and analysis process area, software process measurement, software product measurement.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1730

Authors: Muhammad Tayyab, Saba Saira

Abstract:

It is an established fact that organizations across the globe consider employees as their assets and try to advance their well-being. However, the local firms of developing countries are mostly profit oriented and do not have much concern about their employees’ engagement or commitment. Like other developing countries, the local organizations of Pakistan are also less concerned about the well-being of their employees. Especially public sector organizations lack concern regarding engagement, satisfaction or commitment of the employees. Therefore, this study aimed at investigating the impact of job recognition and job motivation on organizational commitment in the mediation role of employee engagement. The data were collected from land record officers of board of revenue, Punjab, Pakistan. Structured questionnaire was used to collect data through physically visiting land record officers and also through the internet. A total of 318 land record officers’ responses were finalized to perform data analysis. The data were analyzed through confirmatory factor analysis and structural equation modeling technique. The findings revealed that job recognition and job motivation have direct as well as indirect positive and significant impact on organizational commitment. The limitations, practical implications and future research indications are also explained.

Keywords: Job motivation, job recognition, employee engagement, employee commitment, public sector, land record officers.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 765

Authors: Susana Sousa Machado

Abstract:

The present article seeks to carry out along the lines of interpretation of the recent Portuguese Constitutional Court case law on the possibility of an employee to observe a worship day imposed by religious beliefs. In this approach to the question, considerations on the subject of the relationship between religious freedom and labour relations will inevitably arise. We intend to draw conclusions of practical application from the court decisions on the matter of freedom of religion.

Keywords: Freedom of Religion, Religion Beliefs, Workplace, Worship Day.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2372

Authors: Md. Mahbubur Rahim

Abstract:

B2E portals represent a new class of web-based information technologies which many organisations are introducing in recent years to stay in touch with their distributed workforces and enable them to perform value added activities for organisations. However, actual usage of these emerging systems (measured using suitable instruments) has not been reported in the contemporary scholarly literature. We argue that many of the instruments to measure usage of various types of IT-enabled information systems are not directly applicable for B2E portals because they were developed for the context of traditional mainframe and PC-based information systems. It is therefore important to develop a new instrument for web-based portal technologies aimed at employees. In this article, we report on the development and initial qualitative evaluation of an instrument that seeks to operationaise a set of independent factors affecting the usage of portals by employees. The proposed instrument is useful to IT/e-commerce researchers and practitioners alike as it enhances their confidence in predicting employee usage of portals in organisations.

Keywords: Portal, business-to-employees, instrument, evaluation, qualitative research.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1300

Authors: Mi Sook Lee

Abstract:

The number of the companies accepting RFID in Korea has been increased continuously due to the domestic development of information technology. The acceptance of RFID by companies in Korea enabled them to do business with many global enterprises in a much more efficient and effective way. According to a survey[33, p76], many companies in Korea have used RFID for inventory or distribution manages. But, the use of RFID in the companies in Korea is in the early stages and its potential value hasn-t fully been realized yet. At this time, it would be very important to investigate the factors that affect RFID acceptance. For this study, many previous studies were referenced and some RFID experts were interviewed. Through the pilot test, four factors were selected - Security Trust, Employee Knowledge, Partner Influence, Service Provider Trust - affecting RFID acceptance and an extended technology acceptance model(e-TAM) was presented with those factors. The proposed model was empirically tested using data collected from employees in companies or public enterprises. In order to analyze some relationships between exogenous variables and four variables in TAM, structural equation modeling(SEM) was developed and SPSS12.0 and AMOS 7.0 were used for analyses. The results are summarized as follows: 1) security trust perceived by employees positively influences on perceived usefulness and perceived ease of use; 2) employee-s knowledge on RFID positively influences on only perceived ease of use; 3) a partner-s influence for RFID acceptance positively influences on only perceived usefulness; 4) service provider trust very positively influences on perceived usefulness and perceived ease of use 5) the relationships between TAM variables are the same as the previous studies.

Keywords: RFID, TAM, Security Trust, Employee Knowledge, Partner Influence, Service Provider Trust.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1748

Authors: Orawan Boriban, Phatthanan Chaiyabut

Abstract:

The purpose of this research is to study motivation factors and also to study factors relation to job performance to compare motivation factors under the personal factor classification such as gender, age, income, educational level, marital status, and working duration; and to study the relationship between Motivation Factors and Job Performance with job satisfactions. The sample groups utilized in this research were 400 Suan Sunandha Rajabhat University employees. This research is a quantitative research using questionnaires as research instrument. The statistics applied for data analysis including percentage, mean, and standard deviation. In addition, the difference analysis was conducted by t value computing, one-way analysis of variance and Pearson’s correlation coefficient computing. The findings of the study results were as follows the findings showed that the aspects of job promotion and salary were at the moderate levels. Additionally, the findings also showed that the motivations that affected the revenue branch chiefs’ job performance were job security, job accomplishment, policy and management, job promotion, and interpersonal relation.

Keywords: Motivation Factors, Job Performance, Suan Sunandha Rajabhat University Employee.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2804

Authors: Tung-Liang Chen, Ming - Yi Huang, Tchiu-Hui Su

Abstract:

This study investigates the relationships between Work Motivation, Work Stress, and Job Satisfaction toward cross-strait employees. The target subjects are three manufacturing firms in Mainland China and Taiwan. Out of 450 distributed surveys, 352 valid surveys were obtained with the response rate of 78.22%.The findings have addressed three main pull factors toward cross-strait employees in choosing jobs, which are (1) high level of firm stability, (2) good firm image, and (3) good employee benefits. In addition, various employee attributes exert different impacts on Work Motivation, Work Stress, and Job Satisfaction. The comparison between expected and actual perceived Job Satisfaction toward cross-strait employees shows that “salary" ranks highest regarding expected Job Satisfaction whereas “co-worker relationship" ranks highest regarding actual perceived Job Satisfaction, which implies actual perceived Job Satisfaction do not match employee expectations. Therefore, this research further concludes that there exists differences between employees- expected and actual perceived Job Satisfaction.

Keywords: Cross-strait, job satisfaction, work motivation, work stress

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2426

Authors: Mehmet Altinoz

Abstract:

Enterprises need a strategic plan to retain their skillful employees and provide their career management, sustain their existence, to have growth and leadership qualities, to reach the objectives to increase the value of the enterprise and to not to be affected from changing demographic structure. In the cases when the long term career expectations of skillful employees are in integrity with the enterprise’s interests, skill management process is directly related to the career management. With a long term plan, the enterprises should cover the labor force need that may arise in the future by using systematic career development programs and be prepared against developments for all times. Skill management is considered as a practice with which career mobility is planned for the skillful employee to be prepared for high level positions. Career planning is the planning of an employee’s progress or promotion within an organization for which he works by developing his knowledge, skills, abilities and motives. Career planning is considered as an individual’s planning his future and the position which he wants to have, the area which he want to work in, the objectives which he want to reach. With the aim of contributing the abovementioned discussion process, career management concept and its perception manner are examined in this study in a comparative manner.

Keywords: Skill management, career management, skill, back up, human resources management.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1675

Authors: Tanwarat Kajsongkram, Saowalux Rotamporn, Sirinat Limbunruang, Sirinan Thubthimthed

Abstract:

High Performance Liquid Chromatography (HPLC) method was developed and validated for simultaneous estimation of 6-Gingerol(6G) and 6-Shogaol(6S) in joint pain relief gel containing ginger extract. The chromatographic separation was achieved by using C18 column, 150 x 4.6mm i.d., 5μ Luna, mobile phase containing acetonitrile and water (gradient elution). The flow rate was 1.0 ml/min and the absorbance was monitored at 282 nm. The proposed method was validated in terms of the analytical parameters such as specificity, accuracy, precision, linearity, range, limit of detection (LOD), limit of quantification (LOQ), and determined based on the International Conference on Harmonization (ICH) guidelines. The linearity ranges of 6G and 6S were obtained over 20- 60 and 6-18 μg/ml respectively. Good linearity was observed over the above-mentioned range with linear regression equation Y= 11016x- 23778 for 6G and Y = 19276x-19604 for 6S (x is concentration of analytes in μg/ml and Y is peak area). The value of correlation coefficient was found to be 0.9994 for both markers. The limit of detection (LOD) and limit of quantification (LOQ) for 6G were 0.8567 and 2.8555 μg/ml and for 6S were 0.3672 and 1.2238 μg/ml respectively. The recovery range for 6G and 6S were found to be 91.57 to 102.36 % and 84.73 to 92.85 % for all three spiked levels. The RSD values from repeated extractions for 6G and 6S were 3.43 and 3.09% respectively. The validation of developed method on precision, accuracy, specificity, linearity, and range were also performed with well-accepted results.

Keywords: Ginger, 6-gingerol, HPLC, 6-shogaol.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 3377

Authors: Philip T. Roundy

Abstract:

This paper examines the influence of communication form on employee uncertainty during mergers and acquisitions (M&As). Specifically, the author uses narrative theory to analyze how narrative organizational communication affects the three components of uncertainty – decreased predictive, explanatory, and descriptive ability. It is hypothesized that employees whose organizations use narrative M&A communication will have greater predictive, explanatory, and descriptive abilities than employees of organizations using non-narrative M&A communication. This paper contributes to the stream of research examining uncertainty during mergers and acquisitions and argues that narratives are an effective means of managing uncertainty in the mergers and acquisitions context.

Keywords: Narrative Theory, Mergers and Acquisitions, Employee Uncertainty.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2975

Authors: Martin Popescu D. Dana Maria

Abstract:

The aims of this research are to broaden the study on the relationship between emotional intelligence and counterproductive work behavior (CWB). The study sample consisted in 441 Romanian employees from companies all over the country. Data has been collected through web surveys and processed with SPSS. The results indicated an average correlation between the two constructs and their sub variables, employees with a high level of emotional intelligence tend to be less aggressive. In addition, labeling was considered an individual difference which has the power to influence the level of employee aggression. A regression model was used to underline the importance of emotional intelligence together with labeling as predictors of CWB. Results have shown that this regression model enforces the assumption that labeling and emotional intelligence, taken together, predict CWB. Employees, who label themselves as victims and have a low degree of emotional intelligence, have a higher level of CWB.

Keywords: Aggression, CWB, emotional intelligence, labeling.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2013

Authors: Seung Yeon Son, Heetae Park, Soojin Lee, Seckyoung Loretta Kim, Dongkyu Kim, Seokhwa Yun

Abstract:

Employee-s task performance has been recognized as a core contributor to overall organizational effectiveness. Hence, verifying the determinants of task performance is one of the most important research issues. This study tests the influence of perceived organizational support, abusive supervision, and exchange ideology on employee-s task performance. We examined our hypotheses by collecting self-reported data from 413 Korean employees in different organizations. Our all hypotheses gained support from the results. Implications for research and directions for future research are discussed.

Keywords: Abusive supervision, exchange ideology, perceived organizational support, task performance.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2628

Authors: Petra Horváthová, Marcela Davidová, Miroslava Bendová

Abstract:

One part of the total employee-s reward is apart from basic wages or salary, employee-s benefits and intangible elements also so called contingent (variable) pay. Contingent pay is connected to performance, contribution, capcompetency or skills of individual employees, and to team-s or company-wide performance or to combination of few of the mentioned possibilities. Main aim of this article is to define, based on available information, contingent pay, describe reasons for its implementation and arguments for and against this type of remuneration, but also bring information not only about its extent and level of utilization by organizations of the Czech Republic operating in the field of environmental protection, but also mention their practical experience with this type of remuneration.

Keywords: Contingent pay, environmental protection, experience in using, organizations of the Czech Republic.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 3777

Authors: N. Mantalay, N. Chakpitak, W. Janchai, P. Sureepong

Abstract:

Work-life balance has been acknowledged and promoted for the sake of employee retention. It is essential for a manager to realize the human resources situation within a company to help employees work happily and perform at their best. This paper suggests knowledge management and critical thinking are useful to motivate employees to think about their work-life balance. A qualitative case study is presented, which aimed to discover the meaning of work-life balance-s meaning from the perspective of Thai knowledge workers and how it affects their decision-making towards work resignation. Results found three types of work-life balance dimensions; a work- life balance including a workplace and a private life setting, an organizational working life balance only, and a worklife balance only in a private life setting. These aspects all influenced the decision-making of the employees. Factors within a theme of an organizational work-life balance were involved with systematic administration, fair treatment, employee recognition, challenging assignments to gain working experience, assignment engagement, teamwork, relationship with superiors, and working environment, while factors concerning private life settings were about personal demands such as an increasing their salary or starting their own business.

Keywords: knowledge management, work-life balance, knowledge workers, decision-making, critical thinking, diverse workforce

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2030

Authors: A. Karasek

Abstract:

Rapid growth of Information Technologies (IT) has had huge influence on enterprises, and it has contributed to its promotion and increasingly extensive use in enterprises. Information Technologies have to a large extent determined the processes taking place in an enterprise; what is more, IT development has brought the need to adopt a brand new approach to human resources management in an enterprise. The use of IT in human resource management (HRM) is of high importance due to the growing role of information and information technologies. The aim of this paper is to evaluate the use of information technologies in human resources management in enterprises. These practices will be presented in the following areas: recruitment and selection, development and training, employee assessment, motivation, talent management, personnel service. Results of conducted survey show diversity of solutions applied in particular areas of human resource management. In the future, further development in this area should be expected, as well as integration of individual HRM areas, growing mobile-enabled HR processes and their transfer into the cloud. Presented IT solutions applied in HRM are highly innovative, which is of great significance due to their possible implementation in other enterprises.

Keywords: E-HR, human resources management, HRM practices, HRMS, information technologies.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 5461

Authors: Seung Yeon Son

Abstract:

Workers (especially, competent personnel) have been recognized as a core contributor to overall organizational effectiveness. Hence, verifying the determinants of turnover intention is one of the most important research issues. This study tested the influence of perceived organizational support and abusive supervision on employee’s turnover intention. In addition, mediating roles of psychological contract and emotional exhaustion were examined. Data from 255 Korean employees supported all hypotheses Implications for research and directions for future research are discussed.

 

Keywords: Abusive Supervision, Emotional Exhaustion, Perceived Organizational Support, Psychological Contract, Turnover Intention.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 3103

Authors: Duangsamorn Rungsawanpho

Abstract:

The objectives of this paper are to explore the corporate cultures management as determinants of employee retention company in Thailand. This study using mixed method methodology. Data collection using questionnaires and in-depth interviews. The statistics used for data analysis were percentage, mean, standard deviation and inferential statistics will include. The results show that the corporate management culture is perfect for any organization but it depends on the business and the industry because the situations or circumstances that corporate executives are met is different. Because the finding explained that the employees of the company determine the achievement of value-oriented by the corporate culture and international relations is perceived most value for their organizations. In additional we found the employees perceiving with participation can be interpreted as a positive example, many employees feel that they are part of management because they care about their opinions or ideas related with their work.

Keywords: Corporate culture, employee retention, retention of employees, management approaches.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 685

Authors: M. Königová, J. Fejfar

Abstract:

Business continuity management (BCM) identifies potential external and internal threats to an organization and their impacts to business operations. The goal of the article is to identify, based on the analysis of employee turnover in organizations in the Czech Republic, the role of personnel planning in BCM. The article is organized as follows. The first part of the article concentrates on the theoretical background of the topic. The second part of the article is dedicated to the evaluation of the outcomes of the survey conducted (questionnaire survey), focusing on the analysis of employee turnover in organizations in the Czech Republic. The final part of the article underlines the role of personnel planning in BCM, since poor planning of staff needs in an organization can represent a future threat for business continuity ensuring.

Keywords: Business continuity management, key employees, personnel planning, turnover.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2573

Authors: B. Gangloff, N. Malleh

Abstract:

Well-being at work has many positive aspects. Our general hypothesis is that employees who feel well-being at work will be positively valued by their superiors, and that this positive value, which evokes the concept of social norms, allows us to assign to well-being at work a normative status. Three populations (line managers, students destined to become human resource managers, and employees) responded to a well-being questionnaire. Managers had to indicate, for each item, if they appreciated (or not) an employee feeling the well-being presented in the item; students had to indicate which items an employee should check if s/he wants to be positively (versus negatively) appreciated by his/her superior; and employees had to indicate to what degree each item corresponded to the well-being they used to feel. Three hypotheses are developed and confirmed: Managers positively value employees feeling some sense of well-being; students are aware of this positivity; spontaneously employees show a state of well-being, which means, knowing that spontaneous self-presentation is often produced by social desirability, that employees are aware of the well-being positivity. These data are discussed under a conceptual and applied angle.

Keywords: Normativity, well-being at work, organization, evaluation.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1089

Authors: Anna Trusek-Holownia, Andrzej Noworyta

Abstract:

Using an enzyme of known specificity the hydrolysis of protein was carried out in a controlled manner. The aim was to obtain oligopeptides being the so-called active peptides or their direct precursors. An original way of expression of the protein hydrolysis kinetics was introduced. Peptide bonds contained in the protein were recognized as a diverse-quality substrate for hydrolysis by the applied protease. This assumption was positively verified taking as an example the hydrolysis of albumin by thermolysin. Peptide linkages for this system should be divided into at least four groups. One of them is a group of bonds non-hydrolyzable by this enzyme. These that are broken are hydrolyzed at a rate that differs even by tens of thousands of times. Designated kinetic constants were k'_F = 10991.4 L/g^.h, k'_M = 14.83L/g^.h, k'_S about 10^-1 L/g^.h for fast, medium and slow bonds, respectively. Moreover, a procedure for unfolding of the protein, conducive to the improved susceptibility to enzymatic hydrolysis (approximately three-fold increase in the rate) was proposed.

Keywords: Peptide bond hydrolysis, kinetics, enzyme specificity, biologically active peptides.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2596

Authors: Lynn. J. MacFarlane. A

Abstract:

Within the healthcare system, training and continued professional development although essential, can be effected by cost and logistical restraints due to the nature of healthcare provision e.g employee shift patterns, access to expertise, cost factors in releasing staff to attend training etc. The use of multimedia technology for the development of e-learning applications is also a major cost consideration for healthcare management staff, and this type of media whether optical or on line requires careful planning in order to remain inclusive of all staff with potentially varied access to multimedia computing. This paper discusses a project in which the use of DVD authoring technology has been successfully implemented to meet the needs of distance learning and user considerations, and is based on film production techniques and reduced product turnaround deadlines.

Keywords: DVD, healthcare, distance learning, cost.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1484

Authors: Siobhan O’Shea, Sangeetha Vijaysri Nair, Hee Cheol Kim, Charles Thomas Nugent, Cheuk Yan William Tong, Sam Douthwaite, Andrew Worlock

Abstract:

The Aptima® HIV-1 Quant Dx Assay is a fully automated assay on the Panther system. It is based on Transcription- Mediated Amplification and real time detection technologies. This assay is intended for monitoring HIV-1 viral load in plasma specimens and for the detection of HIV-1 in plasma and serum specimens. Nine-hundred and seventy nine specimens selected at random from routine testing at St Thomas’ Hospital, London were anonymised and used to compare the performance of the Aptima HIV-1 Quant Dx assay and Roche COBAS® AmpliPrep/COBAS® TaqMan® HIV-1 Test, v2.0. Two-hundred and thirty four specimens gave quantitative HIV-1 viral load results in both assays. The quantitative results reported by the Aptima Assay were comparable to those reported by the Roche COBAS AmpliPrep/COBAS TaqMan HIV-1 Test, v2.0 with a linear regression slope of 1.04 and an intercept on -0.097. The Aptima assay detected HIV-1 in more samples than the COBAS assay. This was not due to lack of specificity of the Aptima assay because this assay gave 99.83% specificity on testing plasma specimens from 600 HIV-1 negative individuals. To understand the reason for this higher detection rate a side-by-side comparison of low level panels made from the HIV-1 3rd international standard (NIBSC10/152) and clinical samples of various subtypes were tested in both assays. The Aptima assay was more sensitive than the COBAS assay. The good sensitivity, specificity and agreement with other commercial assays make the HIV-1 Quant Dx Assay appropriate for both viral load monitoring and detection of HIV-1 infections.

Keywords: HIV viral load, Aptima, Roche, Panther system.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 3169

Authors: Senian Malie, Oriah Akir

Abstract:

Malaysian corporations going global increased many folds. The shift from domestic to international operations requires increased expatriation to achieve global business goals. Therefore, this study aims to identify the determinants for success in expatriation of Malaysian international corporations. There are certain attributes necessary for a global employee to succeed in international assignment. Self-administered questionnaires were sent to 327 respondents with a response rate of 35.2 percent. The results indicated that most Malaysian manufacturers are involved in expatriation. For a global employee to succeed in an international assignment, the ability to work in international teams was identified and ranked as the most important factor in determining the effectiveness of expatriation followed by language proficiency, adaptability to the international assignment and expatriate sensitivity to cultural elements. The results support previous research with regard to the importance of an effective expatriation selection process in order for a company-s international expansion strategy to succeed.

Keywords: Key Competencies, Expatriate, Expatriation, Globalization, and International Assignment

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 2524

Authors: P. Saravanan, A. Vasumathi

Abstract:

The authors conducted a study for the sample size of 75 HR managers from an Indian IT company through systematic sampling method. This study identifies that the female employees are facing lesser conflict than the male employees against their managers within the organization. There is a positive correlation between gender and conflict management with the superior towards the work. There is a significant variance between age and response towards appraisal system, succession planning and employee engagement. The education qualification plays a major role in determining the compensation factor for the employees working in the organization. The study determines the impact of demographic profile on strategic HRM practices and its challenges faced by HR managers in IT firm, India.

Keywords: Strategic Human resource management, Change agent, Employee engagement, Performance management, Succession planning and Conflict management.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 3574

Authors: Mohit Tyagi, Pradeep Kumar

Abstract:

The objective of this research work is to identify and analyze the significant corporate social responsibility (CSR) practices with an aim to improve the supply chain performance of automobile industry located at National Capital Region (NCR) of India. To achieve the objective, 6 CSR practices have been considered and analyzed using expert’s preference rating (EPR) approach. The considered CSR practices are namely, Top management and employee awareness about CSR (P₁), Employee involvement in social and environmental problems (P₂), Protection of human rights (P₃), Waste reduction, energy saving and water conservation (P₄), Proper visibility of CSR guidelines (P₅) and Broad perception towards CSR initiatives (P₆). The outcomes of this research may help mangers in decision making processes and framing polices for SCP implementation under CSR context.

Keywords: Supply chain performance, corporate social responsibility, CSR practices, expert’s preference rating approach.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 797

Authors: Stefan Bauer, Josef Frysak

Abstract:

According to the scientific information management literature, the improper use of information technology (e.g. personal computers) by employees are one main cause for operational and information security loss events. Therefore, organizations implement information security awareness programs to increase employees’ awareness to further prevention of loss events. However, in many cases these information security awareness programs consist of conventional delivery methods like posters, leaflets, or internal messages to make employees aware of information security policies. We assume that a viral information security awareness video might be more effective medium than conventional methods commonly used by organizations. The purpose of this research is to develop a viral video artifact to improve employee security behavior concerning information technology.

Keywords: Information Security Awareness, Delivery Methods, Viral Videos, Employee Security Behavior.

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 1756