Fractals are a relatively recent development in mathematics that show promise as a foundation for models of complex systems like natural porous media. One important issue that has not been thoroughly explored is the affect of different algorithms commonly used to generate random fractal porous media on their properties and processes within them. The heterogeneous method can lead to large, uncontrolled variations in porosity. It is proposed that use of the homogeneous algorithm might lead to more reproducible applications. Computer codes that will make it easier for researchers to experiment with fractal models are provided. In Chapter 2, the application of percolation theory and fractal modeling to porous media are combined to investigate percolation in prefractal porous media. Percolation thresholds are estimated for the pore space of homogeneous random 2-dimensional prefractals as a function of the fractal scale invariance ratio b and iteration level i. Percolation in prefractals occurs through large pores connected by small pores. The thresholds increased beyond the 0.5927 porosity expected in Bernoulli (uncorrelated) networks. The thresholds increase with both b (a finite size effect) and i. The results allow the prediction of the onset of percolation in models of prefractal porous media. Only a limited range of parameters has been explored, but extrapolations allow the critical fractal dimension to be estimated for many b and i values. Extrapolation to infinite iterations suggests there may be a critical fractal dimension of the solid at which the pore space percolates. The extrapolated value is close to 1.89 -- the well-known fractal dimension of percolation clusters in 2-dimensional Bernoulli networks. The results of Chapters 1 and 2 are synthesized in an application to soil water retention in Chapter 3.

This research undertakes a contingency theory examination of strategy and cost system alignment based on customer retention and customer profitability analysis. Previous research and consultancy advice has promoted the benefits of a firm following a customer retention strategy. They claim that in order to support the strategy a firm should have a customer profitability analysis system in place. Yet often what is prescribed as good practice is not observed in firms. This inconsistency is explained using contingency theory. Initial qualitative evidence was collected from four industry sites to determine whether the above strategy-cost system alignment was present. An analysis of these findings suggested that the customer retention-customer profitability analysis system relationship was contingent on a range of factors. As a result, a contingent theory of this relationship was developed from the four sites, and this theory was then tested in a survey of 862 people from 431 firms. The survey results provide support for the propositions developed from the qualitative evidence. It is likely that firms will follow multiple operational marketing strategies and have cost management systems in place to support those strategies. Although customer retention is a very important operational marketing strategy, a significant number of firms do not have customer profitability analysis systems in place to support the strategy. Many contingent factors were identified. Customer profitability analysis implementation is dependent on industry type; size; the difficulties involved in determining customer costs; whether the organisation has a champion for the system; the relationship between the marketing and accounting functions in a firm; and the available labour resources to facilitate implementation. Further, it is apparent that customer profitability analysis information is not essential to support a customer retention strategy. Customer revenue information can be substituted and the firms are satisfied with the level of management accounting system support for their operational marketing strategies. However, many respondents see the value of customer revenue, customer cost and customer profitability information, providing opportunities for future design of such systems as well as research into their development.

Background This descriptive exploratory study was undertaken to ascertain the views of Generation Y New Zealand Registered Nurses (Gen Y nurses) towards nursing, work and career. Little empirical data exists about why young New Zealanders choose to become nurses in the 21st century. Further, little is known about their future career plans or their intentions to remain in the nursing workforce. Currently there is a global nursing workforce shortage with indications that shortages will continue into the future. The nursing shortage is occurring at a time when many populations are ageing and placing unprecedented demands on both health care providers and health care systems. Not only are populations ageing, the burden of chronic disease is escalating. However, there is strong evidence highlighting positive patient outcomes when nursing care is provided by registered nurses. Therefore the long term retention of young nurses is of critical importance for both the health care consumer and the profession. Method A nationwide on-line survey was undertaken with 358 Gen Y Nurses from late 2009 to early 2010. Key findings Young New Zealanders are driven by traditional values of altruism, the desire to care for others, the ability to work closely with people, as well as being able to make a strong contribution to society when deciding to become a nurse. Further, they are seeking interesting, challenging and exciting work. Job security, the ongoing demand for nurses, the ability to leave and return, as well as the ability to combine work and family, are also important factors that help them to choose to become nurses. The Gen Y nurses were overwhelmingly satisfied with their decision to become nurses but they are very clear that nursing does not define them. They appear set to remain in the profession for at least five years with many stating that they wish to increase their clinical skills as well as undertake formal postgraduate study. However, while the Gen Y nurses demonstrated a high level of affective commitment towards nursing, they do not show a high level of continuance or normative commitment. It is questionable if they have long term career plans to remain in nursing. Further, the Gen Y nurses find nursing work to be more stressful and challenging than they anticipated. They expressed concern about nursing salaries, workplace bullying and the impact of shift work on their private lives. They are also concerned about the apparent lack of recognition demonstrated by managers and management of the contribution that nurses make to patient care. A further concern for Gen Y nurses is the lack of understanding by the public about the role of registered nurses. Conclusion Most young New Zealanders who decide to become nurses do not regret their decision to do so. They have chosen to become nurses because of their desire to care for others in a team focused environment with a promise of job security. Many Gen Y nurses are planning on advancing their careers by increasing their clinical skills and academic knowledge. While some are planning to seek promotion, the majority want to remain in a clinical role, at the bedside. While the Gen Y nurses view themselves as career motivated they do not demonstrate a high level of career commitment to nursing. It is therefore imperative that the nursing profession, as well as nursing employers and policy makers, collaborate to design a workplace and work conditions that motivate Gen Y nurses to want to remain in the profession for the long term.

Customer retention plays a pivotal role in contributing to the profitability of retail banks. Within this extremely competitive market it necessitates retails banks to follow a structured, data-driven approach to identify “at risk” customers and to launch proactive retention campaigns based on identified drivers of customer attrition. The following main drivers of customer attrition were identified in the retail bank:  Attrition decrease as Vertical Sales Index increase.  Attrition is lower where customers receive their salary in a BANKXX account.  Attrition decreases as duration increases.  Black and Coloured have a higher attrition rate than White and Asian. A literature review was conducted to identify the possible independent variables of customer retention and the concept of the profitable customer was addressed throughout proposed conceptual model was developed, signifying the best fit to identify drivers of customer retention in the retail bank. The analytical tool, SAS was used for data collection and statistical analyses of the data. This high-performance analytics assisted in providing the retail bank with valuable insight into how to successfully manage risk, retain profitable customers, improve operational efficiency and differentiate them in the marketplace for competitive advantage. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Customer retention plays a pivotal role in contributing to the profitability of retail banks. Within this extremely competitive market it necessitates retails banks to follow a structured, data-driven approach to identify “at risk” customers and to launch proactive retention campaigns based on identified drivers of customer attrition. The following main drivers of customer attrition were identified in the retail bank:  Attrition decrease as Vertical Sales Index increase.  Attrition is lower where customers receive their salary in a BANKXX account.  Attrition decreases as duration increases.  Black and Coloured have a higher attrition rate than White and Asian. A literature review was conducted to identify the possible independent variables of customer retention and the concept of the profitable customer was addressed throughout proposed conceptual model was developed, signifying the best fit to identify drivers of customer retention in the retail bank. The analytical tool, SAS was used for data collection and statistical analyses of the data. This high-performance analytics assisted in providing the retail bank with valuable insight into how to successfully manage risk, retain profitable customers, improve operational efficiency and differentiate them in the marketplace for competitive advantage. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

Retention of experienced workers is an ongoing challenge in child protection social work. The purpose of this study is to understand more about the permanence of frontline child protection workers, where permanence is defined as ten or more consecutive years of frontline practice. Using a qualitative narrative methodology, supported by anti-oppressive theory, conversational interviews were conducted with experienced frontline child protection workers. Through narrative analysis of these interviews, I uncover some of the impacts and influence on worker permanence. / Graduate / 0452 / 0700 / 0630 / 0628

Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached to the organisation due to opportunities available within the organisation as well as the climate and work conditions prevailing within the organisation. Career opportunities seem a threat at Sasol Nitro. Voluntary resignation due to career progression factors is on the increase, as observed from the previous separations and turnover intent of the pilot study. The reasons employees leave organisations can vary widely, and as noted throughout the study, career opportunities play a major role. Remuneration/pay has consistently cited the most important factor to employee satisfaction. Although salary increases are often perceived as the most valuable incentive for employees to stay with the organisation, these are difficult to provide due to the present world recession in 2008. It is also difficult to personalise individual incentives to cater for those individuals that companies cannot afford to lose. Salaries, like other conditions of employment are no longer confidential as it used to be before the enactment of the Basic Conditions of Employment Act (Act 75 of 1997). / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached to the organisation due to opportunities available within the organisation as well as the climate and work conditions prevailing within the organisation. Career opportunities seem a threat at Sasol Nitro. Voluntary resignation due to career progression factors is on the increase, as observed from the previous separations and turnover intent of the pilot study. The reasons employees leave organisations can vary widely, and as noted throughout the study, career opportunities play a major role. Remuneration/pay has consistently cited the most important factor to employee satisfaction. Although salary increases are often perceived as the most valuable incentive for employees to stay with the organisation, these are difficult to provide due to the present world recession in 2008. It is also difficult to personalise individual incentives to cater for those individuals that companies cannot afford to lose. Salaries, like other conditions of employment are no longer confidential as it used to be before the enactment of the Basic Conditions of Employment Act (Act 75 of 1997). / Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.

OBJECTIVES: (1) Compare the relapse of corrected deep bites in three groups of patients separated by facial type (2) Determine the associations of various parameters influencing deep bite relapse. METHODS: 60 patients treated at the University of Washington were included, all with initial overbites >50%. Patients were grouped according to initial Y-axis, MPA, and LFH values. Data was collected from casts and cephalometric radiographs at three time points: pre-treatment, post-treatment, and ten years post-retention. RESULTS: Dolicocephalic subjects showed the least amount of deep bite relapse (0.1 ± 1.1 mm), while brachycephalic (1.2 ± 0.9 mm) and mesocephalic (1.4 ± 1.3 mm) subjects experienced significant relapse (p < 0.05). Intergroup comparisons revealed that the brachycephalic group had significantly more post-retention change in overbite, N-ANS, interincisal angle, and L1-MP than the dolicocephalic group (p<0.05). CONCLUSIONS: Orthodontists should consider overcorrection of overbite in brachycephalic and mesocephalic patients presenting with overbites >50%.

Attracting and retaining student nurses who will persist in their academic studies is essential to the success of the Canadian health care system. While a small body of knowledge existed in the area of retention and attrition of undergraduate nursing students, little was known about the students’ perspectives on persistence. Through a qualitative analysis of the stories of persistence for six undergraduate nursing students from the University of Victoria, this study revealed and explored the variety of factors that influence undergraduate student nursing persistence. Important information for improving Canadian nursing education was revealed in the process. Mainstream qualitative research techniques in this study were expanded with the use of photovoice. Photographs taken by the study participants were used to elicit their narratives of persistence, increasing the accessibility of the stories’ emotional content. Internarratives were also derived from aspects of the participants’ original stories and provided an additional approach for understanding student nursing persistence. The results of the study revealed six main themes that represented major factors of influence on student nursing persistence: (a) support, (b) challenges to persistence, (c) motivation to continue persisting, (d) the nursing profession, (e) teaching, and (f) the curriculum. The study demonstrated the critical importance of understanding undergraduate nursing persistence from the students’ perspectives, as well as the value of incorporating photovoice as a methodological strategy. The implications for nursing recruitment, education, and future research were also discussed and continued research on and further dialogue about these issues were deemed important for nursing education. / Graduate / 0745 / briarschulz@shaw.ca