No description available.

Genital human papillomavirus infection is the most common sexually transmitted virus in the United States, with almost 20 million Americans currently infected and an additional 6.2 million becoming newly infected each year. Women rely strongly on their health care providers to educate and comfort them regarding this distressing diagnosis. This study will use an online, self-completion questionnaire to obtain women’s opinions regarding their health care providers’ performances concerning the initial consultation after learning of their HPV diagnosis. Findings from this study provided insight as to how women prefer receiving information from their health care providers concerning their diagnosis of HPV. In addition, study findings provide suggestions for improving clinical practices regarding HPV consultations in the Tri-cities area of East Tennessee.

Globally, health care professionals, administrators, educators, researchers, and informatics experts have found that minimum dataset and taxonomies can solve the problem of data standardization required in building an information system to advance disciplines body of knowledge. Disciplines continuously gather complex data, but data collected without an organizational context does not increase the knowledge-base. Therefore, a demand exists for developing minimum dataset, controlled vocabularies, taxonomies, and classification systems. To fulfill nursings needs for standardized comparable data, two minimum dataset are used in nursing for organizing, classifying, processing, and managing information for decision-making and advancing clinical nursing knowledge. No minimum dataset in nursing education currently exists. With common definitions and taxonomy of nomenclature related to nursing education, research findings on similar topics can aggregate data across studies and settings to observe overall patterns. Understanding patterns will allow educators, researchers, and administrators to interpret and compare findings, facilitate evidence-based changes, and draw significant conclusions about nursing education programs, schools, and educational experiences. This study proposes a generic methodology for building a Nursing Education Minimum Dataset (NEMDS) by exploring experiences of developing various minimum dataset. This study adapted the systems model as the conceptual framework for building the taxonomy and classification system of nursing education essential data elements to guide the analysis of structure, process, and outcome in nursing education. The study suggested using focus groups, an online Delphi survey, and the statistical techniques of Multidimensional Scaling, and kappa. The study presented these steps: identifying educational concepts and data elements; defining data elements as nursing education terminologies; building the taxonomy; conducting an empirical and theoretical validation; disseminating and aggregating the data in national dataset. The proposed methodology to build an NEMDS meets the criteria of having a nursing education dataset that is mutually exclusive, exhaustive, and consistent with the concepts that help nursing educators and researchers to describe, explain, and predict outcomes in the discipline of nursing education. It can help the transformation of simple information into a meaningful knowledge that can be used and compared by the school, state or country to advance nursing education research and practice nationally or internationally.

Der vorliegende Bericht enthält die Ergebnisse einer Befragung von 648 deutschen Unternehmen, die im Sommer 2014 an einer Onlinestudie zum Umgang mit dem demografischer Wandel teilgenommen haben. Im Fokus der Studie stehen die Fragen, wie Unternehmen die demografische Entwicklung wahrnehmen und welche demografiespezifischen Instrumente des Personal- und Organisationsmanagements sie nutzen. Unsere Ergebnisse zeigen, dass der demografische Wandel und seine Folgen (Fachkräftemangel und der Alterung der Belegschaft) von den Befragten als große Herausforderung bewertet werden. Die Unternehmen nutzen auch bereits Instrumente und Methoden des Demografiemanagements, insbesondere aus dem Bereich der beruflichen Qualifizierung/Personalentwicklung sowie Personal- und Altersstrukturanalyse. Weit weniger häufig kommen Instrumente aus dem Bereich Wissensmanagement sowie alterns- und altersgerechter Arbeitsgestaltung in den Unternehmen zur Anwendung. Des Weiteren zeigt sich, dass diejenigen Unternehmen besonders intensiv Instrumente des Demografiemanagements nutzen sowie die eigene Bewältigungsfähigkeit des demografischen Wandels als gut einschätzen, deren Personalmanagement strategisch ausgerichtet und reflexiv ist. Insgesamt besteht bei den Unternehmen deutliches Potenzial in der Etablierung eines demografieadäquaten Personal- und Organisationsmanagement. Der Bericht beschreibt Hintergrund und Ablauf der Studie und stellt ausführlich die Ergebnisse der deskriptiven Datenanalyse dar. Darüber hinaus werden Handlungsempfehlungen für die betriebliche Praxis abgeleitet. / This paper presents the results of a survey of 648 German companies that participated in an online survey in summer 2014. The study focuses on how companies perceive demographic trends, how they react on it and which specific HRM-instruments are used to deal with it. Our results show that demographic change and its consequences (lack of skilled labor and workforce aging) are perceived by respondents as a major challenge. Most companies already use some common instruments and methods for managing demographic change, especially in the field of apprenticeship, training and human resource development and the analysis of personnel and age structure of the companies. Instruments in the field of knowledge management as well as methods regarding age-friendly job design are far less used. Furthermore, we can show that the more strategic and reflexive companies´ HRM practices are; the more intensive is the use of tools dealing with demographic changes. Overall, the companies do have sufficient potential in establishing HRM practices that meet demographic challenges. This paper describes the background and process of the study and presents in detail the results of the descriptive data analysis. In addition, recommendations for companies are derived.

No description available.

市場調查一直是一個業主用來了解其消費者行為的重要方法之一，而隨著網路及科技的發達，人們在各方面不斷藉由科技尋求更加「準確」、「快速」、「節省成本」的做事方式，而市場調查也不例外，網路市場調查成為了一個新興的市場調查的趨勢。網路市調挾著網路科技的優勢，補足了以往傳統市調在時間、地域性和成本上的改進漸漸的開始以一個新型態市調方式進入了這個市場，再者，網路市調業者基於擁有許多受訪者的基本資料，更加強調了自己在受訪對象母體的準確性，這一點讓網路市調和傳統市調有更大的不同。 從2003年開始，網路市調漸漸開始嶄露頭角，到了2005年開始有起色，每年約有100~300%的成長，到2006年才漸漸趨緩，但也有60~70%的成長。 首先我們先來簡單比較現階段傳統及網路市調的市場規模如下(以2009年為例): 案件量 市場規模 傳統市調 約20,000件 30~50億元 網路市調 約1,000件 5,000萬元 我們已經知道了傳統市調和網路市調的不同，且網路市調是如何在這樣子的一個市場中興起的原因之後，接著我們來看若以網路市調公司彼此之間比較，一個網路市調的成功關鍵因素是什麼呢? 一、 Panel 的質與量 二、 如何控制市調的變因，如問卷的設計、問卷寄送時間及激勵制度的設計 三、 如何分析市調之後的資料 而在以上事前對於受訪者的除錯機制就可以確保其網路市調的信度，並且對於受訪母體而言，只要其它的變因不便，效度也是可以被確保的。 網路市調和傳統市調的一個很大的不同就在於它的未來性，由於網路市調的資料是可以被記錄且被分析的，只要有足夠的IT技術和交叉比對的能力，再加上模組的建立，網路市調的未來將會有更加爆炸性的發展，例如可以發展成為全人類生活型態的分析，甚至未來只需要做一些資料的更新和補強就可以交叉比對出更多的資料，利用資訊系統的力量讓業主能夠更輕鬆的獲得資訊。

The aim of the study was to replicate and validate the UEQ KPI introduced by Hinderks et al. (2019) in a context-only extension study by applying it to a product with high hedonic qualities, namely Netflix. The secondary research aim was to identify areas of improvement for Netflix’ user experience. An online survey was conducted with a positivist research philosophy and a deductive research approach in order to achieve the research aims. The chosen methodology proved to be appropriate and effective. The UEQ KPI was confirmed to be a valid methodology to evaluate products with high hedonic qualities. This study hence contributed to the validity of the UEQ KPI and to its generalisability. Certain areas of improvement and their perceived importance for Netflix’ UX were identified, listed from most to least promising: Efficiency, Stimulation and the Novelty. However, as the UEQ KPI is fairly new, more research on this topic is necessary to further validate it. Certainly, this topical development in UX research was proven to be a promising approach to assess the UX of products with different characteristics in a cheap, fast and accurate way.

No description available.

No description available.

Der vorliegende Bericht enthält die Ergebnisse einer Befragung von 648 deutschen Unternehmen, die im Sommer 2014 an einer Onlinestudie zum Umgang mit dem demografischer Wandel teilgenommen haben. Im Fokus der Studie stehen die Fragen, wie Unternehmen die demografische Entwicklung wahrnehmen und welche demografiespezifischen Instrumente des Personal- und Organisationsmanagements sie nutzen. Unsere Ergebnisse zeigen, dass der demografische Wandel und seine Folgen (Fachkräftemangel und der Alterung der Belegschaft) von den Befragten als große Herausforderung bewertet werden. Die Unternehmen nutzen auch bereits Instrumente und Methoden des Demografiemanagements, insbesondere aus dem Bereich der beruflichen Qualifizierung/Personalentwicklung sowie Personal- und Altersstrukturanalyse. Weit weniger häufig kommen Instrumente aus dem Bereich Wissensmanagement sowie alterns- und altersgerechter Arbeitsgestaltung in den Unternehmen zur Anwendung. Des Weiteren zeigt sich, dass diejenigen Unternehmen besonders intensiv Instrumente des Demografiemanagements nutzen sowie die eigene Bewältigungsfähigkeit des demografischen Wandels als gut einschätzen, deren Personalmanagement strategisch ausgerichtet und reflexiv ist. Insgesamt besteht bei den Unternehmen deutliches Potenzial in der Etablierung eines demografieadäquaten Personal- und Organisationsmanagement. Der Bericht beschreibt Hintergrund und Ablauf der Studie und stellt ausführlich die Ergebnisse der deskriptiven Datenanalyse dar. Darüber hinaus werden Handlungsempfehlungen für die betriebliche Praxis abgeleitet. / This paper presents the results of a survey of 648 German companies that participated in an online survey in summer 2014. The study focuses on how companies perceive demographic trends, how they react on it and which specific HRM-instruments are used to deal with it. Our results show that demographic change and its consequences (lack of skilled labor and workforce aging) are perceived by respondents as a major challenge. Most companies already use some common instruments and methods for managing demographic change, especially in the field of apprenticeship, training and human resource development and the analysis of personnel and age structure of the companies. Instruments in the field of knowledge management as well as methods regarding age-friendly job design are far less used. Furthermore, we can show that the more strategic and reflexive companies´ HRM practices are; the more intensive is the use of tools dealing with demographic changes. Overall, the companies do have sufficient potential in establishing HRM practices that meet demographic challenges. This paper describes the background and process of the study and presents in detail the results of the descriptive data analysis. In addition, recommendations for companies are derived.