This paper investigates the determinants of mutual fund portfolio manager ownership and its association with fund performance. Using hand-collected data of 1,420 U.S. equity funds from 32 fund families, we find that variations in fund manager holdings are broadly consistent with optimal contracting theory instead of the result of managers' personal investment consideration. Portfolio manager ownership is positively and significantly correlated with variables that proxy for intensity of agency conflicts. Specifically, portfolio managers hold more mutual fund shares when the size of concurrently managed hedge fund increases and when the advisor is affiliated to the bank. In addition, fund managers invest more in funds with primary investment in growth stock, non-index funds, and solo-managed funds. Regarding to the alternative governance mechanism, higher threat of dismissal for outsourced funds, stronger monitoring from institutional investors, and long-term performance based bonus work as substitutes of fund manager ownership while director ownership works as a compliment. Finally, we find little evidence supporting the notion that funds with higher portfolio manager ownership perform better.

This work finds that Managerial and Investor Sentiment are determined by differing sets of economic variables, that share some common factors: inflation, liquidity and the term premium. Decomposing the Sentiment Indices, it is found that the Investor Sentiment Model Component and the Managerial Sentiment Residual Component are primarily responsible for the predictive power of predicting cross-sectional stock returns that is much stronger than previous results. Evidence is presented that part of the predictive power is due to the components predicting priced market factors. Overall, there is strong evidence that the predictive power of Managerial Sentiment is driven primarily by private information, while the predictive power of Investor Sentiment is driven by public information.

The high rate of voluntary employee turnover in nursing has forced business leaders to search for strategies that reduce voluntary employee turnover. The purpose of this single case study was to explore strategies nurse managers used to reduce registered nurse voluntary turnover. Face-to-face semistructured interviews were conducted with 5 nurse managers in the San Antonio, Texas area. The conceptual framework included Herzberg's 2-factor theory and Maslow's hierarchy of needs theory. Data analysis included Yin's 5-step process: (a) compiling the data, (b) disassembling the data into common codes, (c) reassembling the data into themes, (d) interpreting their meaning, and (e) reporting the themes. Member checking and methodological triangulation increased the trustworthiness of interpretations. The interpretations were then triangulated with new themes derived from nurse managers, policies, and procedures. The resulting major themes were job satisfaction, employee compensation, advancement, reward and recognition, and open effective communication. The implications for social change include (a) keeping families together, (b) employing more workers, (c) reducing unemployment, (d) stabilizing communities, (e) helping increase the economy, and (f) improving human and social conditions outside of the workplace. Findings from this study will provide positive social implications including the potential to decrease voluntary employee turnover in businesses, thus contributing to the retention of skilled employees, reducing unemployment, and decreasing revenue losses.

Logan, Utah has a number of organizational and procedural problems, as do many other American cities. This study was initiated with the hope that some system could be ascertained that would solve or alleviate most of these problems. The history and development of the City Manager Plan of Government was researched thoroughly and a number of cities with the plan in operation in whole, or in part, were studied. The conclusion was that Logan, Utah would substantially improve the efficiency of its operations as a whole if it adopted the City Manager Plan. This thesis is of the advocacy type, as the author was convinced early in the study that Logan could resolve many of its problems and gain stature among cities by assuming a more business-like stance in the business end of its operations.

Indiana University-Purdue University Indianapolis (IUPUI) / The implementation of evidence into practice is a complex process. Estimates indicate that it takes seventeen years on average for research to be translated into practice. Delay in implementation of evidence-based practice (EBP) results in poor patient outcomes and negative impacts to healthcare systems. While many factors contribute to delayed implementation of evidence, organizational characteristics of healthcare institutions have a significant impact on implementation. Leaders play a critical role by influencing these organizational characteristics to support evidence-based practice implementation. A key leadership role within acute care healthcare organizations is that of the front-line nurse manager (NM). Front-line nurse managers have responsibility for nursing unit operations and clinical nurses who deliver patient care under the nurse managers supervision. The relationship between NM leadership competencies and implementation of EBP is not well understood. Therefore, there is a critical need to identify how NM leadership behaviors influence the implementation of EBP. This dissertation examined the relationship between NM leadership behaviors and implementation of EBP. Results link the role of the NM to evidence-based clinical practice, and describe competencies and education needed for NM development. With an understanding of the NM leadership behaviors associated with implementation of EBP, healthcare leaders can develop education, processes, and interventions to increase competencies on NM leadership behaviors. Better implementation support by NMs will result in an improvement in use of EBPs. To examine the NM leadership behaviors that are associated with implementation of EBP, the following activities were completed: (1) an integrative review of the literature related to NM competencies associated with implementation, (2) identification and description of nurse manager competencies associated with EBP implementation using the Delphi method, and (3) examination of NM leadership behaviors associated with implementation of EBP during the COVID-19 pandemic response through a multi-site descriptive correlational survey of NMs and their nursing staff. Results of these studies demonstrate the importance of NM leadership characteristics and behaviors on EBP implementation.

京都大学 / 0048 / 新制・課程博士 / 博士(人間健康科学) / 甲第18195号 / 人健博第12号 / 新制||人健||1(附属図書館) / 31053 / 京都大学大学院医学研究科人間健康科学系専攻 / (主査)教授 任 和子, 教授 若村 智子, 教授 川村 孝 / 学位規則第4条第1項該当 / Doctor of Human Health Sciences / Kyoto University / DFAM

Svenskt abstract: Denna uppsats syftar till att undersöka och belysa vad enhetschefer på en socialförvaltning efterfrågar för kompetensutveckling avseende sin personal, samt deras förhållningssätt gentemot kompetensutvecklingars innehåll och utförare. Jag vill med denna uppsats belysa enhetschefernas attityder till, och kunskap om, olika typer av kompetensutveckling för sin personal. Detta görs med hjälp av intervjuer med enhetschefer och förklaras utifrån organisationsteori med inriktning på ett instrumentellt perspektiv. Resultat i denna uppsats visar att det enhetscheferna efterfrågar är beroende av hur organisationsstrukturen är utformad, vilken kompetens som finns idag och vilken kompetens som fattas i organisationen / Abstract: The main focus of this study is to explore the need for continued management development within Swedish social service. The study highlights requests from department managers to further educate their staff, and their attitudes towards continued management development, its context and its practitioners. With this study I wish to analyze department managers’ attitudes towards, and knowledge concerning, different types of continued management development for their staff. This is achieved by interviews with the department managers in question and is explained by using organization theory that focusing an instrumental perspective. The result of this study concludes that department managers requirements depend on the organizational structure and also what areas they experience has strengths and weaknesses within the organization

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In an era with compelling need for greater computation power, the aggregation of software system components is becoming more challenging and diverse. The new-generation scientific applications are growing hub of complex and intense computation performed on huge data set with exponential growth. With the development of parallel algorithms, design of multi-user web applications and frequent changes in software architecture, there is a bigger challenge lying in front of the research institutes and organizations. Network science is an interesting field posing extreme computation demands to sustain complex large-scale networks. Several static or dynamic network analysis have to be performed through algorithms implementing complex graph theories, statistical mechanics, data mining and visualization. Similarly, high performance computation infrastructures are imbibing multiple characters and expanding in an unprecedented way. In this age, it's mandatory for all software solutions to migrate to scalable platforms and integrate cloud enabled data center clusters for higher computation needs. So, with aggressive adoption of cloud infrastructures and resource-intensive web-applications, there is a pressing need for a dynamic middleware to bridge the gap and effectively coordinate the integrated system. Such a heterogeneous environment encourages the devising of a transparent, portable and flexible solution stack. In this project, we propose adoption of Virtual Machine aware Portable Batch System Cluster (VM-aware PBS Cluster), a self-initiating and self-regulating cluster of Virtual Machines (VM) capable of operating and scaling on any cloud infrastructure. This is an unique but simple solution for large-scale softwares to migrate to cloud infrastructures retaining the most of the application stack intact. In this project, we have also designed and implemented Cloud Integrator Framework, a dynamic implementation of cloud aware middleware for the proposed VM-aware PBS cluster. This framework regulates job distribution in an aggregate of VMs and optimizes resource consumption through on-demand VM initialization and termination. The model was integrated into CINET system, a network science application. This model has enabled CINET to mediate large-scale network analysis and simulation tasks across varied cloud platforms such as OpenStack and Amazon EC2 for its computation requirements. / Master of Science