Normal lung mechanics maximize gas exchange across the alveolar-capillary membrane. However, pulmonary diseases such as Acute Respiratory Distress Syndrome (ARDS) disrupt this function by allowing edematous fluid from the vasculature to enter and occlude airways and alveoli. ARDS causes about 59,000 deaths per year in the United States with a mortality rate between 36.2 â"u20ac"u201c 44.3%. To improve gas exchange, patients are often treated with mechanical ventilation, which can cause atelectrauma during the recruitment and derecruitment of occluded airways and alveoli. Previous in vitro experiments have modeled the interfacial flow of airway recruitment by introducing a single finger of air into epithelial-lined parallel plate chambers and tubes. The objective of the current study is to longitudinally track the cellular injury and detachment associated with interfacial stresses that arise from 20 cycles of recruitment and derecruitment. We found that cellular injury trends asymptotically from 4.1% after one cycle to 11.2% after 20 cycles. In addition, we found that cellular detachment trends linearly from 0.0 to 6.4% over 20 cycles. The asymptotic behavior of cell damage agrees with conclusions of prior investigations and implies the existence of a â"u20ac˜critical numberâ"u20ac™ of bubble passes, above which no additional damage occurs. This cyclic recruitment and derecruitment model provides a platform for investigating the cellular biomechanics leading to epithelial injury during mechanical ventilation of patients with ARDS. / Thomas A Itin

The fate of coral reef biodiversity could be predicted from the extant situation and understanding the possible temporal and spatial mechanisms. Among the many hypotheses explaining the biodiversity, the Intermediate Disturbance Hypothesis is the most often tested. It proposed that the frequencies and intensities of disturbance determine the biological species diversity of a habitat; here seasonal recruitment is not considered an important factor. We propose Seasonal Recruitment Hypothesis here with three important characteristics and predictions: there is different assemblages of recruitment after disturbance in different seasons; the following succession is lead by these initial assemblages and thus have different patches for spaces created in different seasons. Mosaic of patches, each with different history, combined to form a high diversity ecosystem of coral reefs. In this investigation, the first hypothesis that recruitment assemblage is different among season, is tested. The study site is located in the coral reef of Kenting in southern Taiwan. We put out recruitment panels to simulate space generated after disturbance, at two-month intervals; then we checked the abundance of sessile fauna on the inside and outside surface of plates. A total of 17 zoological taxa was identified and numbered. Then Primer was used to ordinate the assemblages of recruitment from different seasons. A significant seasonal effect was found. Thus the first stage of the Seasonal Recruitment Hypothesis was supported.

There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a validation process involving volunteers from the Class of 2006. Mean values of responses on rating scales were compared to assess for statistically significant (p≤O.O5) effects of location size and the demographic variables of age, sex, marital status, and ethnicity. Of 93 respondents who reported both a primary home town and ajob location, only 33(35%) planned to take jobs where they grew up and only 42 (45%) were taking jobs in the same area of the province. The most common migration patterns were from smaller to larger communities and from all over the province into Metro Vancouver. Those who grew up in Metro Vancouver did not leave. However, the majority of those who did take jobs in other areas of the province had lived there previously. The strongest influences on job location were familiarity with the location, ability to get an enjoyable job, pace of life, proximity to significant others, and career and relationship plans. Smaller community size, ability to practice in the manner desired, and pace of work were more important, and access to cultural, entertainment, and/or social activities were less important to those taking jobs in rural rather than urban areas. There were no findings of practical significance associated with the demographic variables examined. The selective admission into 12 specially funded seats in the program of students from geographic areas other than the province’s one large urban centre is modestly effective in ensuring a supply of pharmacists for these areas. However, the use of geography as a criterion for all seats and an increase in the total number of seats would ensure that the student body is more representative of the provincial population and would address both supply and demand aspects of the pharmacist shortage.

Three low-relief banks (Heald Bank, Sabine Bank, Freeport Rocks) in the northwestern Gulf of Mexico were evaluated as lane snapper (Lutjanus synagris Linnaeus, 1758) nursery habitat. Trawl surveys were conducted in three habitat types (inshore mud, shell ridge, offshore mud), designated by side-scan sonar surveys, to determine patterns of distribution and abundance. Heald Bank and Sabine Bank were trawled in 2003 while Freeport Rocks was trawled in 2000 (Freeport A) and 2004 (Freeport B). Density of lane snapper was higher on Sabine Bank (20.8 ± 2.8 ind ha-1) than on Heald Bank (1.1 ± 0.4 ind ha-1), Freeport A (12.7 ± 2.3 ind ha-1) or Freeport B (3.0 ± 1.0 ind ha-1). Habitat-specific differences in density were observed, although patterns were not consistent among banks. Highest densities of lane snapper were found on Heald Bank’s offshore habitat (1.7 ± 1.0 ind ha-1), Sabine Bank’s ridge habitat (26.5 ± 6.9 ind ha-1), and on the inshore habitat of Freeport A and B (17.6 ± 4.9 ind ha-1 and 4.8 ± 3.6, respectively). Otolith microstructure analysis was performed on lane snapper collected in trawl surveys to determine age, hatch-date distribution, growth and mortality of new recruits. Hatch dates ranged from May 1 to August 31, peaking in June for Freeport (A and B) and in July for Heald Bank and Sabine Bank. Growth rates varied from 0.90 mm d-1 at Heald Bank to 1.27 mm d-1 at Sabine Bank, and rates were highest on the ridge habitat of Sabine Bank (1.31 mm d-1). Mortality of post-settlement lane snapper was higher on Sabine Bank (15.2% d-1; Z = 0.165), than on Freeport A (9.2% d- 1; Z = 0.097), and was greatest on the ridge habitat of Sabine Bank (24 % d-1; Z = 0.275). Recruitment potential (G : Z), evaluated on habitats at Sabine Bank, was highest on the offshore habitat, with a value greater than 1.0, indicating higher potential contribution to the adult population. Results indicate Heald Bank, Sabine Bank, and Freeport Rocks all serve as settlement habitat of lane snapper, which appear to be capable of successful settlement across a variety of habitats and banks.

The applicant decision making process is a complex one. During the recruitment process, signals from the organization provide information to the candidates and affect important recruitment outcomes. Ethics is one area the organization can utilize to communicate information regarding the organizational culture and environment. Drawing on signaling theory, this research suggests that ethical signals during the recruitment process affect recruitment outcomes through the mediating effect of the perception of the organization as ethical. Additionally, two important moderators, self-importance of moral identity and cognitive moral development, were examined. Using a study in the field as well as a rigorous laboratory study, this research found results generally consistent with the hypothesized relationships. Specifically, ethical organizational practices were related to attraction in both studies. Ethical recruitment practices were related to attraction in the laboratory study. Furthermore, the organizational practices/attraction relationship was partially mediated by the perception of the organization as ethical. Finally, some support was found for the cognitive moral development, self-importance of moral identity, and performance moderators. Practical implications and areas for future research are discussed.

The aim of this phenomenological study was to examine the lived experience of choosing professional nursing as a career and to explore the impact that public perception of nursing had on this choice for purposes of informing effective recruitment and retention strategies. Semi-structured interviews of 10 nurses who had been practicing between 11 months and two years were conducted. Five themes emerged from the data: Up Close and Personal/Exposure and Connection, The Image of Nursing, The Conflict Inherent in Nursing, Recruitment and Retention and the Work Environment. From these themes a description of the lived experience of choosing a career in nursing was formed. For these participants, the choice of nursing as a career bespoke a passion that had been affected—but not yet eclipsed—by conflict, compromised fulfillment, and the internalization of nursing and gendered stereotypes directly influenced by the image of nursing. Recommendations involved proposals for the support and preservation of the passion for the profession newer nurses demonstrate as well as health policy initiatives for programs, including a new ad campaign for nursing, that would expose the public to the value of a career in nursing and educate them about the significance and complexities of nursing practice. / text

The elevenp apersa ssociatedw ith this submissionre flect a researchp rogrammeth at has as its centralc onceptualf rameworka synthesiso f the traditionally competing perspectiveosf the 'externalla bour market'andt he 'internall abourm arketýT he Holt and David 'stock! and 'flow' model of the former is integrated with Doeringer and Piore'sm odelo f labour allocationa nd utilisation within the organisationto createa 'syntheticp aradigmt!h at offers, it is argued,a moreh olistic insighti nto the operation of labour markets.O ne especialc onsequenceo f the use of this paradigm is the opening up of the 'black box! that is the f= in much of the traditional labour economics literature. Not only are policies of company recruitment and selection transformedto becomee ssential,in tegral elementsw ithin the researchp rogramme, the externall abourm arketc onsequenceosf thesep oliciesa re seent o havei mportant implications for the identification and analysis of 'problems' of the external labour market. For purposes of the introductory, synthesising chapter, the eleven papers are subdivided into three themes. After an essential, preliminary quasi-ideological discussion of the role of perspectives in the literature pertaining to labour markets, the subsequent, predominantly empirical papers focus upon two aspects of the interrelationships between internal and external labour markets viz. engagements i. e. flows, principally from the external labour market, into organisations; and separations ie. flows from organisations, principally but not exclusively to, the external labour market. The synthesising chapter demonstrates - and the accompanying papers evidence - both the viability and the efficacy of the 'synthetic paradigm! and illustrates the additional insights into the problems and policies of employment and Iabour markets which accrue from its application.

There is a pharmacist shortage in British Columbia that is considered particularly acute in rural and remote locations. As a result, the Faculty of Pharmaceutical Sciences at the University of British Columbia has increased enrolment from certain geographic areas, assuming that students will return to these areas on graduation. The main objectives of this study are to determine where pharmacy graduates take their first jobs and the factors that influence their selection of job location. Survey methodology was used, with a written questionnaire being administered to the Class of 2007 after a validation process involving volunteers from the Class of 2006. Mean values of responses on rating scales were compared to assess for statistically significant (p≤O.O5) effects of location size and the demographic variables of age, sex, marital status, and ethnicity. Of 93 respondents who reported both a primary home town and ajob location, only 33(35%) planned to take jobs where they grew up and only 42 (45%) were taking jobs in the same area of the province. The most common migration patterns were from smaller to larger communities and from all over the province into Metro Vancouver. Those who grew up in Metro Vancouver did not leave. However, the majority of those who did take jobs in other areas of the province had lived there previously. The strongest influences on job location were familiarity with the location, ability to get an enjoyable job, pace of life, proximity to significant others, and career and relationship plans. Smaller community size, ability to practice in the manner desired, and pace of work were more important, and access to cultural, entertainment, and/or social activities were less important to those taking jobs in rural rather than urban areas. There were no findings of practical significance associated with the demographic variables examined. The selective admission into 12 specially funded seats in the program of students from geographic areas other than the province’s one large urban centre is modestly effective in ensuring a supply of pharmacists for these areas. However, the use of geography as a criterion for all seats and an increase in the total number of seats would ensure that the student body is more representative of the provincial population and would address both supply and demand aspects of the pharmacist shortage.

No description available.

The present study has made a comparative assessment of recruitment source effectiveness. The study is based on the pre-hire measures of the quantity and quality of applicants, with a specific focus on e-recruitment. A nine year longitudinal study was employed over a period of pre-internet and post-internet use by a large organisation which enabled the exploration of changes in applicant data. Recruitment source effects were assessed through two perspectives: applicant and organisational. The relationship between source and applicant was explored in terms of key job and organisational attributes communicated to attract quality applicants, and their subsequent intention to pursue the job. The research was designed with two studies to capture the two perspectives. Applicant perspectives were assessed through the distribution of a survey to real applicants of the organisation. Organisational perspectives were captured through interviews with Human Resource Practitioners of eight mid- to large-size organisations. Results indicated that the quality of applicants generated by e-recruitment is equivalent to or less than that of other sources, therefore it is not the most effective recruitment source. Furthermore, recruitment sources had some effect on applicant intentions to pursue the job, but this relationship was not mediated by applicant perspectives. In terms of source information, job attributes were considered more important than organisational attributes in attracting quality applicants from both perspectives. Overall, the research has provided evidence to support the need for organisations to develop a recruitment strategy which incorporates a diverse range of sources to reach quality applicants in the desired target market.