Most of previous works focused on the relationship between organizational attractiveness as an employer and instrumental attributes of employer image. Potential job seekers were viewed as rational and alone decision makers. However, in addition to objective facts, potential job seekers consider other facts when they make a job decision such as emotional facts and perceived harmony with organization. Furthermore, potential job seekers hold a vague impression on a potential employer. Others¡¦ opinions of potential employers must be their crucial information sources and they may change decision because of others¡¦ opinion. The study add symbolic meaning construct to employer image and research the relationship between it and organizational attractiveness as an employer and found it is significant related to organizational attractiveness as an employer. The mediated effect of the similarity between potential job seekers¡¦ personality and organizations¡¦ personality and others¡¦ opinions are considered here. Both of them don¡¦t significant mediated the relationship between employer image and organizational attractiveness as an employer.

Following the increased competition for organisations to attract and retain young talent, organisation must better adapt to the needs and desires of the labour force. In order to better understand their target groups, Generational Theory has gained track within the field of Human Resources. Now, Generation Z enters the labour market and companies might face new challenges in attracting and retaining this young group of workers. However, the recent entry of Generation Z makes it a relatively unexplored topic, calling for extensive research regarding their needs and behaviour.   Previous research on Generation Z during the time of this study existed through quantitative reports provided by organisations, thus calling for academic research within this subject. As such, the purpose of this study is to investigate how Gen Z include their values in their decision making when looking to join an organisation and how this will impact attraction and retention strategies of organisations.   In order to meet the purpose, a qualitative study have been performed, allowing for an engagement with Gen Z not possible through a quantitative study. Focus groups were held to investigate the values of Gen Z and how these values impact their decision-making about joining an organisation. Semi-structured interviews were performed on Human Resource managers represented at two companies to investigate current attraction and retention strategies. The research followed an abductive approach, where the empirical findings were analysed and compared to Generational Theory, P-O fit theory, and existing research regarding Gen Z.   The empirical findings show that values and needs of Generation Z are not fully met by organisations today and key strategical improvements are suggested as a result of the findings. Furthermore, the study shows some different results in the findings on Generation Z in comparison to previous quantitative reports, thus providing an extended view on Generation Z as well as highlighting the need for further qualitative research within the field.

Companies in the North of Sweden are expressing big difficulties to acquire the right competency and the right people to fill voids in their organization. The purpose of this research paper was to gain an understanding of how companies in the north work with selected contributing factors, affecting their ability to attract talent. Starting off we gained perspective on how companies define talent and which talent management approach they implement. From there we learned to which extent they prioritize people fitting into the company’s identity/values and work with communicating with talents by displaying themselves as an attractive employer. Our attempt was to uncover any underlying behavior or beliefs within this region contributing to why this region, in particular, is experiencing difficulties in attracting talent. To reach these understandings, we conducted a case study holding six in-depth interviews with different companies in various locations within the region “Norrland”. By using the thematic analysis method, we concluded that businesses have attitudes regarding the nature of talent and how it should be managed which limits their view of who is considered as a competent potential employee. Moreover, we found that the majority of businesses operating the north to a relatively high extent prioritize their relationship with their employees. However, they do not work to a high extent with the creation of a strong employer brand, possibly contributing to the situation as it is perceived in the north.

Sexual identity in the workplace is an exploratory topic in an age when sexuality is becoming a topic of discussion. However, protection of sexual minorities (Lesbians, Gays, and Bisexuals) is not universal despite evidence that heterosexist climates are disadvantageous for employers. In this study, I examined if sexual minorities who perceive their place of employment to be relatively free of heterosexism would be more satisfied with their jobs, perceive more organizational fit, and report less work stress. In addition, I sought to determine if selected personality variables would mediate the relations among critical study variables. The personality variables were internalized homophobia, level of “outness,” and cynicism. Two samples of university students consisting of sexual minorities (n =43) and heterosexuals (n = 67), completed questionnaires online. Results revealed a positive correlation for both groups between organizational climate (i.e., less perceived heterosexism) and job satisfaction, although the correlation for the sexual minority group did not achieve statistical significance, likely due to the small sample size. Due to statistical conditions not being satisfied, partial correlations were performed instead of mediational analyses. Internalized homophobia was found to partially account for the relations between perceived organizational climate and job satisfaction and perceived organizational climate and work stress, respectively. This study encourages further investigation into the role of sexual identity in the workplace, particularly the role of internalized homophobia as possibly influencing sexual minorities to perceive their workplace environment more pejoratively than necessary.

No description available.

Genome-scale modeling and new strategies for constraining these models were applied in this research to find new insights into cellular metabolism and identify potential metabolic engineering strategies. A newly updated genome-scale model for Clostridium acetobutylicum, iMM864, was constructed, largely based on the previously published iRS552 model. The new model was built using a newly developed genome-scale model database, and updates were derived from new insights into clostridial metabolism. Novel methods of proton-balancing and setting flux (defined as reaction rate (mmol/g biomass/hr)) ratio constraints were applied to create simulations made with the iMM864 model approximate observed experimental results. It was determined that the following constraints must be applied to properly model C. acetobutylicum metabolism: (1) proton-balancing, (2) constraining the specific proton flux (SPF), and (3) installing proper flux ratio constraints. Simulations indicate that the metabolic shift into solventogenesis is not due to optimizing growth at different pH conditions. However, they provide evidence that C. acetobutylicum has developed strictly genetically regulated solventogenic metabolic pathways for the purpose of increasing its surrounding pH to decrease the toxic effects of high proton concentrations. Applying a ratio constraint for the P/O ratio (a measure of aerobic respiratory efficiency) to the iAF1260 genome-scale model of E. coli K12 MG1655 was explored. Relationships were found between: (1) the P/O ratio, (2) the SPF, (3) the growth rate, and (4) the production of acetate. As was expected, higher acetate production correlates with lower P/O ratios, while higher growth correlates with higher P/O ratios. For the first time, a genome-scale model was able to quantify this relationship and targeting both the P/O ratio and the SFP is required to produce an E. coli K12 strain with either (i) maximized growth rate (and minimized acetate production) or (ii) maximized acetate production (at the expense of cell growth). A gene knockout mutant, Î ndh, was created with E. coli BL-21 to study the effects of forcibly higher P/O ratios on growth. The results suggest that a metabolic bottleneck lies with the NADH-1 complex, the NADH dehydrogenase that contributes to the generation of a proton motive force. / Master of Science

M.A. / Please refer to full text to view abstract

The primary objective of this study is to foster career outcomes such as job satisfaction and turnover intentions in early childhood educators (ECEs). ECEs are defined as individuals teaching children from the age range of birth to 5 years old and work in child care programs. The focus on ECEs population was due to the fact they work in demanding environments with little wage incentives, and as a result, they experience high levels of job dissatisfaction, which in turn leads to turnover. Research has demonstrated that most ECEs are intrinsically motivated, but previous research has not quantitatively tested this construct in a model. A third objective is to explore the role of person-organization fit (P-O fit) and person-job fit (P-J fit) as mediators. Prior research has examined fit a mediator for the K-12 teacher population but it has not been explored in ECEs. The last objective of this study is to investigate distributive justice on career outcomes through P-O fit and P-J fit. Data for the study were collected from a community-based sample. The participants were teachers that worked in the field of early childhood education. Our findings show educators’ motivation and perceptions of organizational justice have a considerable impact on their career outcomes. Our results provide support for the mediation model that we hypothesized. This study can also assist in the selection of early childhood educators by utilizing the intrinsic motivation to work with children to identify which educators are intrinsically motivated and assess their fit as it relates to a specific organization.

Introduction: Recent evidence in isolated mitochondria and permeabilized muscle fibers in ex vivo using simultaneous measurements of O2 consumption and ATP production suggest that mitochondrial efficiency provides an additional mechanism to fine-tune oxidative phosphorylation rate to ATP demand in skeletal muscle. However, in the absence of a direct measurement of both VO2 and ATP synthesis from the same region of the contracting muscle, whether this mechanism plays a role in the skeletal muscle in vivo is still unknown. Purpose: Using a noninvasive approach combining phosphorus and proton magnetic resonance spectroscopy (31P/1H-MRS), the present study aimed to determine skeletal muscle ATP synthesis rate and muscle VO2 during a graded dynamic plantar flexion exercise to determine mitochondrial efficiency in contracting skeletal muscle contraction. Method: To measure mitochondrial efficiency under physiological conditions, we applied a recently developed methodological approach in ex vivo to human gastrocnemius muscle in vivo using 31P/1H-MRS noninvasive techniques. We conducted a series of constant workloads and ischemic protocols to assess oxidative ATP synthesis (ATPox) rate and Myoglobin-derived oxygen consumption (Mb-derived VO2). Specifically, during two separate visits, in 12 healthy, sedentary to recreationally active young male adults, we determined the ATPox rate by measuring the initial phosphocreatine (PCr) resynthesis rate during recovery and Mb-derived VO2 during 30 seconds of occlusion at the end of each given exercise workload. Results: The calculated mean power output during constant load performed by all subjects increased linearly at each incremental workload for both 1H and 31P visits. The mean percent coefficient of variation (CV%) at all exercise workloads (25% of WRmax= 6.0 ± 6.6, 50% of WRmax = 4.5 ± 2.7, 75% of WRmax = 4.9 ± 3.9, 100% = 7.0 ± 4.5) demonstrated high reliability and reproductivity in power output between each visit. The mean concentration of PCr consumption at the steady state remained constant between 25 and 50% of WRmax (28.6 ± 1.7 and 28.2 ± 1.4, respectively) but increased linearly beyond 50% of WRmax (75% = 22.9 ± 1.4 mM and 100%= 18.0 ± 1.4 mM, respectively). Mean intracellular pH was not significantly different between 25 and 50% of submaximal workloads (6.98 ± 0.02 and 6.97 ± 0.02, respectively). Intracellular pH dropped to 6.94 ± 0.02 during the last min of exercise at 75% of WRmax and further decreased at 100% of WRmax, (6.87 ± 0.03). The percentage of Mb oxygenation level and partial pressure of oxygen(PO2) at the steady state exhibited a consistent linear decline with increasing workload. Accordingly, a distinct and strong linear relationship was found between the MbO2 and workload (r2 = 0.71). Similarly, as the exercise workload increased, the ATPox synthesis rate also increased linearly throughout all exercise workloads (r2 = 0.45). In contrast, there was no significant change in Mb-derived VO2 with increased exercise workload averaged over a 30 s (r2 = 0.36) and 10 s time frame (r2 = 0.17). As a result, there was no significant correlation between ATPox synthesis rate and Mb-derived VO2 across exercise intensities. However, at rest, the P/O ratio in the gastrocnemius muscle was 1.95 ± 0.68, consistent with theoretical values and previous studies in mice. Conclusion: Despite the decrease in MbO2 (%), Mb-derived VO2 from both 30 and 10 s averages remained relatively constant during the ischemic protocol, likely due to O2 availability limitation induced by the prolonged occlusion and the slow time-resolution for measuring the dMb signal, which precluded the quantification of mitochondrial efficiency during exercise. However, mitochondrial efficiency calculated at rest was in agreement with previously documented values using other methodologies and thus can provide an additional parameter to more comprehensively evaluate mitochondrial function in vivo.

《金瓶梅》為中國四大奇書之一，廣泛而深入地描寫人們對財色的欲求，透過其中所程現之人情事理的普遍性，可以體會人生的道理。如今，《金瓶梅》一書普行於世，已有多種版本而張竹坡評本《金瓶梅》對於中國內外流傳貢獻最大。本文旨在了解張竹坡利用評點形式分析《金瓶梅》時，是如何認識「小說」和「人生」的，試圖再詮釋張竹坡的小說觀和人生觀，希望藉由研究張批《金瓶梅》，得以更了解「小說」之本質，並且從而體會人生的道理。全文共分六章。第壹章緒論，概述研究旨趣、文獻檢討及使用版本。第貳章則從小說評點的發達情況、《金瓶梅》問世以後世人之評述與清初文字獄及禁燬小說等三方面，來探討張批小說理論之形成背景。第參章概述張竹坡生平及其評點《金瓶梅》之版本問題。第肆章探討張竹坡論小說之本質，創作及閱讀態度。第伍章探討張竹坡有關小說的人物，小說的情節結構，小說的主題，小說的語言，小說的細節，小說的環境構設等等的小說理論。第陸章結語，綜論張批小說理論之價值。