The precise mechanism regulating focal adhesion disassembly has yet to be elucidated. Recently, we have implicated the Ste20-like kinase SLK in mediating efficient focal adhesion turnover and cell migration in a Rac-1 and FAK-dependent manner. Although an indirect association of this kinase with the microtubule network has been determined, the exact involvement of SLK in the disassembly of the adhesion complex remains unclear. With the identification of the focal adhesion protein paxillin as a substrate of SLK, we show that SLK regulates adhesion turnover through its phosphorylation at S250. Mutation of S250 to a threonine residue ablates SLK phosphorylation of paxillin in vitro and results in reduced adhesion turnover and migration in vivo. Additionally, our studies demonstrate that overexpression of the paxillin S250T mutation prevents the redistribution of paxillin to the membrane ruffle in migrating cells. The complete loss of polyubiquitylation in the S250T mutant, combined with no observed reduction in S250T protein expression, suggests that S250 phosphorylation is required for a ubiquitin-mediated modification that regulates paxillin redistribution within the cell. Moreover, we show that phosphorylation of S250 is required for paxillin to interact with FAK. An observed accumulation of phospho-FAKY397 in cells overexpressing the paxillin S250T mutant suggests that phosphorylation of S250 is involved in regulating FAK-dependent focal adhesion dynamics. Consequently, our data suggests that SLK regulates adhesion turnover through the phosphorylation of paxillin at S250.

Canada is challenged with a perceived nursing shortage. Better understanding of the factors that influence satisfaction and turnover may help to formulate improved strategies for retention of the nursing workforce. Our analysis revealed that satisfaction levels in both the job and the nursing profession are high in the Canadian nursing workforce corresponding to relatively high retention rates in the workforce. We found that dissatisfaction with the job and nursing are distinct concepts that are intrinsically associated. Dissatisfaction in the job significantly increased the likelihood of dissatisfaction with being a nurse and vice versa for RNs. Also, nurses were more likely to express intentions to switch jobs than intentions to leave nursing. Job dissatisfaction was the strongest predictor for both the intentions to leave nursing and switch jobs. The findings suggest that targeting both the job structures and the profession’s role would help to maintain and improve retention rates for nurses.

Canada is challenged with a perceived nursing shortage. Better understanding of the factors that influence satisfaction and turnover may help to formulate improved strategies for retention of the nursing workforce. Our analysis revealed that satisfaction levels in both the job and the nursing profession are high in the Canadian nursing workforce corresponding to relatively high retention rates in the workforce. We found that dissatisfaction with the job and nursing are distinct concepts that are intrinsically associated. Dissatisfaction in the job significantly increased the likelihood of dissatisfaction with being a nurse and vice versa for RNs. Also, nurses were more likely to express intentions to switch jobs than intentions to leave nursing. Job dissatisfaction was the strongest predictor for both the intentions to leave nursing and switch jobs. The findings suggest that targeting both the job structures and the profession’s role would help to maintain and improve retention rates for nurses.

The precise mechanism regulating focal adhesion disassembly has yet to be elucidated. Recently, we have implicated the Ste20-like kinase SLK in mediating efficient focal adhesion turnover and cell migration in a Rac-1 and FAK-dependent manner. Although an indirect association of this kinase with the microtubule network has been determined, the exact involvement of SLK in the disassembly of the adhesion complex remains unclear. With the identification of the focal adhesion protein paxillin as a substrate of SLK, we show that SLK regulates adhesion turnover through its phosphorylation at S250. Mutation of S250 to a threonine residue ablates SLK phosphorylation of paxillin in vitro and results in reduced adhesion turnover and migration in vivo. Additionally, our studies demonstrate that overexpression of the paxillin S250T mutation prevents the redistribution of paxillin to the membrane ruffle in migrating cells. The complete loss of polyubiquitylation in the S250T mutant, combined with no observed reduction in S250T protein expression, suggests that S250 phosphorylation is required for a ubiquitin-mediated modification that regulates paxillin redistribution within the cell. Moreover, we show that phosphorylation of S250 is required for paxillin to interact with FAK. An observed accumulation of phospho-FAKY397 in cells overexpressing the paxillin S250T mutant suggests that phosphorylation of S250 is involved in regulating FAK-dependent focal adhesion dynamics. Consequently, our data suggests that SLK regulates adhesion turnover through the phosphorylation of paxillin at S250.

Is Supplemental Leucine Intake Associated with Enhanced Post Exercise Muscle Protein Synthesis and Attenuated Muscle Protein Breakdown? Knight AD, Benardot D, Thompson W, and Henes ST Introduction: The role of individual amino acids on protein synthesis and their impact on physical performance is of high importance to athletes and to those studying the science of sports nutrition. Leucine, one of three branched-chain amino acids, is a frequently researched amino acid because of its potential stimulatory effect on muscle protein synthesis (MPS) following exercise in humans. Purpose: Although there have been many studies conducted on leucine’s muscle stimulatory effect, questions remain as to the efficacy and feasibility of leucine as an MPS catalyst. Contributing to these questions are the widely varied dosing and timing strategies that different researchers have employed. It is the purpose of this thesis, therefore, to assess the differences in study protocols and shed light on the potential effectiveness on leucine as a MPS stimulator. Central to this issue is whether supplemental leucine intake is associated with enhanced post exercise MPS and, if so, what associated factors, including timing and level of intake, are most likely to influence this effect. Methods: A comprehensive review of the literature on leucine and its effect on MPS was performed. Studies were organized into similar topics, with an assessment and summary of effect produced for each topic area. A general conclusion was made that was based on the summary of each topic area. Results: Leucine is involved in protein metabolism regulation through its role in stimulating the mammalian target of rapamycin (mTOR) signaling cascade and by indicating energy and amino acid availability. It functions to initiate MPS and decrease muscle protein breakdown by downregulating the ubiquitin-proteasome system, lysosomal activity, and/or increasing circulating insulin. Conclusions: Supplementation with the amino acid leucine effectively enhances MPS and attenuates muscle protein degradation in humans following bouts of physical exertion. Leucine intake in amounts greater than that found in ~20g whole protein saturates MPS and increases leucine oxidation. For this reason, an upper limit of leucine intake should be established. While leucine successfully increases MPS, it remains unclear whether this translates to enhanced physical performance, an area that requires more studies to be conducted.

Background: We have identified the combination of Knowledge Management and Human Resource Management as interesting because of this constellation has been mentioned scarcely in previous studies. There also seem to be some interesting correlations with personnel turnover. Aim: The aim of this study is to describe and understand the theoretically best combination of Human Resource Management and Knowledge Management, by creating a model. The model is also going to be tested empirically through consulting firms, to see if they meet the ideal combination. With this model we also want to describe in what way the different combinations of strategies will affect the personnel turnover. Definitions: A huge part of this study concerns the theoretical area Human Resource Management, which we have entitled HRM. Similarly, Knowledge Management has been entitled KM. Completion: The study is designed both as a literature review and as a comparative case study in which empirical data has been collected through qualitative interviews with four Swedish management consulting firms. Results: The best combinations of KM and HRM are according to this study that strategies should consist of a thoroughgoing personalization or codification. The result also gives a description of how various HRM-aspects can be adapted in line with the best combination. The result stresses that the companies concerned in these case studies don’t follow these recommended combinations. The result also includes descriptions of the varying effects on personnel turnover that comes along with different combination of KM and HRM. / Bakgrund: Vi har identifierat kombinationen av Knowledge Management och Human Resource Management som intressant då denna konstellation behandlats sparsamt i tidigare studier. Det finns även intressanta samband i termer av personalomsättning som fångat vårt intresse. Syfte: Syftet med denna studie är att skapa en modell för att beskriva och förstå hur de teoretiskt bästa kombinationerna av Human Resource Management och Knowledge Management kan se ut. Modellen ska även testas empiriskt på konsultföretag för att se om de uppfyller idealkombinationerna. I modellen vill vi även beskriva på vilka sätt olika strategikombinationer kan påverka personalomsättningen. Definitioner: Stora delar av studien kretsar kring det teoretiska området Human Resource Management vilket vi har förkortat HRM. På samma sätt har Knowledge Management förkortats som KM. Genomförande: Studien är utformad dels som en litteraturstudie och dels som en komparativ fallstudie där empirin bygger på kvalitativa intervjuer med fyra svenska managementkonsultbolag. Resultat: De bästa kombinationerna av KM och HRM är enligt studien när de genomgående utgörs av personalisering eller kodifiering. Resultatet ger även en beskrivning av hur olika HRM-aspekter kan anpassas i linje med dessa bästa kombinationer. Studien visar även att företag (fallföretagen i denna studie) inte följer idealkombinationerna i praktiken samt att olika kombinationer kan få varierande effekter på företags personalomsättning.

Background: Development of technologies and high pace of changes made a modern organization highly dependent on the expertise and assistance of technology specialists. To be able to compete and be cost efficient, but at the same time be on the cutting-edge of technology development, is an essential requirement for doing business in the contemporary world. Moreover, this requirement became a solid ground for the emergence of a technical consulting industry and a new type of human resources - technical consultants. On the one hand, technical consultants are the main resources of technical consulting organizations, but on the other hand, technical consultants can cause harm to technical consulting organization, particularly, in the case of voluntary turnover. Aim: Through the qualitative analysis of the four technical consultants’ voluntary turnover stories in Sweden and based on the literature review, this master thesis opens up the door to the world of technical consultants. The aim of this work is to seek new insights into the problem of voluntary turnover in a new context of technical consultants and discover what role multiple identities and perceived promises play in voluntary turnover decision. Results: Technical consultants are a type of knowledge workers with non-traditional work arrangements. Empirical evidence demonstrates that technical consultants’ decision to quit can be described using "Eight motivational forces", but the framework should be extended, due to developing multiple identities and receiving perceived promises from multiple sources.

The purpose of this study is to extend the theoretical model of organizational politics in different contextual situations by using cross-level analytical framework. In accordance with the social exchange perspective, this study draws on a reciprocated subjective cognitive state that existed between the employee and workplace (psychological contract breach) as a mediator to connect the relationship between group political climate and turnover intention. Additionally, this research also employed the situational strength perspective by introducing a group characteristic variable (group interaction) to investigate its moderating effect on the relationship between group political climate, psychological contract breach and turnover intention. Data were collected from 56 work groups consisted of 750 work group members who provided the information about group political climate, psychological contract breach, turnover intention, group interaction and demographic variables. Hierarchical linear modeling techniques were applied to test the full model. The results reveal that individual employees¡¦ psychological contract breach partially mediate the relationship between group political climate and turnover intention. Further, group interaction moderates the mediated relationship between group political climate, psychological contract breach, and individual employees¡¦ turnover intention. Lastly, groups with high degree of group interaction could lessen their employees¡¦ turnover intention induced by group political climate.

The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying the mediating effects of job satisfaction on the relationship between personality and turnover intention. It tested hypotheses through questionnaire. By the convenience sampling method, 131 returned questionnaires in total were regarded as valid (80.86% response rate). The findings have been summarized as the following: 1. Employees whose personality was more agreeable, more extraverted or less conscientious tended to have more turnover intention. 2. Employees with higher satisfaction at pay, promotions and supervision were prone to have lower turnover intention. 3. Employees with agreeableness personality had higher satisfaction at the work itself, coworkers and supervision. Employees with extraversion personality had lower satisfaction at promotions, coworkers and supervision. Employees with conscientiousness personality had higher satisfaction at pay and coworkers. 4. The satisfaction at supervision has partly mediating effects between agreeableness and turnover intention. The satisfaction at pay has partly mediating effects between conscientiousness and turnover intention. And the satisfaction at pay and supervision does act as a mediator between extraversion and turnover intention.

Taiwan Island is surrender by ocean; the ninety percent of raw material for economic development depends on sea transportation. Thus, it is important to keep sea line of communication for using without any obstruction. As known, the most serious threat to sea line of communication of Taiwan is from submarine of PRC. However, the KNOX class frigate is the warship which is designed for ASW especially by USN. She is still the major ASW ship for Taiwan navy so far. For this reason, the officers working on the KNOX is the main objective to this case study for relationship between the job satisfaction and turnover intention. Consequently, the recommendation according to the study conclusion was provided. The method was used in this study were theory review, questionnaires, and statistics analysis which covered t-test, one-way ANOVA, Pearson product-moment correlation, and regression analysis. Accordingly, the study results are follows, A. The job satisfaction of officers was moderate and they were also precious to the current job without significant turnover tendency. B. For the demographic aspect, unexpectedly, female officers had higher job satisfaction than male ones. Unmarried officers had higher job satisfaction than married ones. The age between 26 and 30 years old officers had lower job satisfaction than others. C. The most significant influence of key factors on job satisfaction were career expectation, job perspective, fair reorganization, motivated strategy, and military culture. D. The negative relation was resulted from the job satisfaction and turnover intention of the KNOX officers.