<p>Enzyme induction is a process whereby a molecule enhances the expression of enzymes. If the affected enzymes are involved in the elimination of a drug, this may result in a drug interaction. Induction is therefore of major concern during drug development and in clinical practice. </p><p>The induction process depends on the half-life of the induced enzyme, the pharmacokinetics of the inducing agent, and the relationship between the inducer’s concentration and the induction stimulus. The aim of the conducted research was to investigate these key aspects of enzyme induction and the consequences that induction has for substrate elimination.</p><p>Successful investigations of the induction process presuppose the existence of appropriate methods for the estimation of the metabolic activity. Enzyme activity measurements can be conducted in tissues with low enzyme content using the analytical method presented here. </p><p>A model was developed describing the changes in the pharmacokinetics of clomethiazole and its metabolite NLA-715, that are attributable to carbamazepine induction. The consequences of the induction was explained using a mechanistic approach, acknowledging food-induced changes in the blood flow to the liver, and interpreting in vitro generated metabolic information.</p><p>The time course of the induction process was examined in two investigations. In the first of these, the pharmacokinetics of the autoinducing drug phenobarbital and its effect on several enzymes were described in rats. This was accomplished by integrating the bidirectional interaction between drug and enzymes in a mechanistic manner. In the final investigation, the time course of the increase and cessation in enzyme activity was studied in healthy volunteers treated with carbamazepine. This investigation allowed the half-lives of CYP3A and CYP1A2 to be estimated. </p><p>The key aspects of the enzyme induction process have been examined using mechanistic induction models. These novel models improve the understanding of the induction process and its consequences for substrate elimination.</p>

<p>The aim was to study personal and organizational conditions for first-line nurse managers and to identify and assess the skills and abilities important for leadership and management. Interviews were conducted with 5 first-line nurse managers, 5 registered nurses, 5 assistant nurses and one head of department delineating their perceptions of current and ideal roles of first-line nurse managers. Factor analysis was conducted to estimate validity and reliability of the Leadership and Management Inventory, developed in the context of this thesis, in one sample of 149 registered nurses and one sample of 197 health care personnel. Interviews and questionnaires to study expectations, experiences and outcomes of two different development programmes for 13 first-line nurse managers in a Training Programme, 14 in a Leadership Development Programme and 14 in a Comparison group were conducted. Letters and questionnaires from 32 former first-line nurse managers were analysed to describe their reasons for leaving their posts. First-line nurse managers, registered nurses and assistant nurses’ descriptions of the first-line nurse manager’s role were corresponding; the main focus was on service on the ward. The head of department described the first-line nurse manager’s responsibility towards the staff with focus on development and co-operation. Analysis of the Leadership and Management Inventory resulted in three factors: “interpersonal skills and group management”, “achievement orientation” and “overall organizational view and political savvy”. Validity and reliability were considered acceptable. Expectations concerning the development programmes were generally met; improvements corresponding to the content of the programmes were reported. Reasons to leave were personal, organizational and linked to the relationship with the head of department. Conclusion: The first-line nurse managers’ individual experiences, skills, abilities and ambitions are important, but so are the conditions in which she/he practices her/his leadership and management. It is important that the interplay between person and organization functions well.</p>

Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Contents: Leader empowering behaviour -- Organisational commitment -- Turnover intention -- Work performance -- Productivity / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Thesis (Ed.D.)--Baylor University, 2005. / Includes bibliographical references (p. 139-142).

The current study assessed the moderating effects of Age and the mediating effects of Job Satisfaction on the relationship between antecedents Employee Engagement and Compensation Fairness and the outcome variable Turnover Intent. The theory of reasoned action and a theoretical framework for examining age-effects on employee attitudes were used as the theoretical underpinnings for the study. The study utilized a secondary data set with surveyed population including faculty (n = 1,229) from a land-grant institution holding the doctoral/research-extensive classification from the Carnegie Classification and serving about 42,000 students each year with graduates totaling more than 9,000 per year. Findings confirmed that 11 of the 12 items of the Gallup Workplace Audit loaded on the Employee Engagement factor. Findings also confirmed a 3-item solution for the Compensation Fairness factor. Both Employee Engagement and Compensation Fairness demonstrated an inverse relationship with Turnover Intent as expected. Job Satisfaction was found not to mediate the relationship between both Employee Engagement and Compensation Fairness with the outcome variable Turnover Intent. Finally, Age was not found to moderate the relationship between antecedent variables and Turnover Intent. Recommendations for research and practice were made.

Chronic lymphocytic leukaemia (CLL) is a disease characterized by abnormal accumulation of B cells in the blood, bone marrow, lymph nodes and spleen. Several decades ago, it was concluded that CLL lymphocytes might be unable to proliferate in vivo but a recent study performed in vivo in patients with CLL has shown in contrast that these cells proliferate. However, an important and still unanswered question is whether CLL cells proliferate faster or slower compared to their normal counterparts. In this context, the turnover of CLL cell population was compared to the kinetics parameters of normal B lymphocytes after labelling with deuterium glucose. We have also compared the metabolic activity of CLL cells with B lymphocytes from healthy subjects using a new method for measuring RNA turnover in vivo. Based on these observations, we found that leukaemic cells proliferate less frequently than healthy patient and that metabolic activity via measurement of RNA turnover rate is significantly reduced in CLL patients.

Bakgrund: Utvecklingen av informationssamhället har inneburit att de anställda är en av företagets strategiska resurser. Utifrån dagens situation med hård konkurrens om kompetent personal inom vissa branscher framstår förlusten av värdefulla medarbetare som någonting negativt som företag bör försöka förhindra. Forskning har försökt svara på varför anställda lämnar ett företag men forskning och teorier om vad som håller personal kvar på ett företag är idag bristfälliga. Syfte: Syftet med uppsatsen är att analysera huruvida teorier kring personalomsättning kan tillämpas på personalbehållning samt att urskilja en incitamentsstruktur vilken företag kan använda sig av för att behålla personal. Genomförande: Totalt intervjuades 14 anställda med IT-kompetens, främst civilingenjörer och systemvetare. Som ett komplement till intervjufrågorna användes två formulär vilka besvarades av respondenterna under intervjutillfället. Resultat: Vi har i vår studie funnit stöd för att teorier kring personalomsättning kan tillämpas på personalbehållning. Vad anställda anser vara viktigast i sin arbetssituation är arbetskamrater, personlig utveckling, erkännande, arbetsdesign samt belöningar. Dessa faktorer har sammanställts i en incitamentsstruktur för personalbehållning. Incitamentsstrukturen har två delar, där en del står under direkt påverkan av företaget medan den andra delen innehåller faktorer i de anställdas omgivning vilka påverkar ett företags personalbehållning men framstår svårare för företaget att påverka.

Enzyme induction is a process whereby a molecule enhances the expression of enzymes. If the affected enzymes are involved in the elimination of a drug, this may result in a drug interaction. Induction is therefore of major concern during drug development and in clinical practice. The induction process depends on the half-life of the induced enzyme, the pharmacokinetics of the inducing agent, and the relationship between the inducer’s concentration and the induction stimulus. The aim of the conducted research was to investigate these key aspects of enzyme induction and the consequences that induction has for substrate elimination. Successful investigations of the induction process presuppose the existence of appropriate methods for the estimation of the metabolic activity. Enzyme activity measurements can be conducted in tissues with low enzyme content using the analytical method presented here. A model was developed describing the changes in the pharmacokinetics of clomethiazole and its metabolite NLA-715, that are attributable to carbamazepine induction. The consequences of the induction was explained using a mechanistic approach, acknowledging food-induced changes in the blood flow to the liver, and interpreting in vitro generated metabolic information. The time course of the induction process was examined in two investigations. In the first of these, the pharmacokinetics of the autoinducing drug phenobarbital and its effect on several enzymes were described in rats. This was accomplished by integrating the bidirectional interaction between drug and enzymes in a mechanistic manner. In the final investigation, the time course of the increase and cessation in enzyme activity was studied in healthy volunteers treated with carbamazepine. This investigation allowed the half-lives of CYP3A and CYP1A2 to be estimated. The key aspects of the enzyme induction process have been examined using mechanistic induction models. These novel models improve the understanding of the induction process and its consequences for substrate elimination.

The aim was to study personal and organizational conditions for first-line nurse managers and to identify and assess the skills and abilities important for leadership and management. Interviews were conducted with 5 first-line nurse managers, 5 registered nurses, 5 assistant nurses and one head of department delineating their perceptions of current and ideal roles of first-line nurse managers. Factor analysis was conducted to estimate validity and reliability of the Leadership and Management Inventory, developed in the context of this thesis, in one sample of 149 registered nurses and one sample of 197 health care personnel. Interviews and questionnaires to study expectations, experiences and outcomes of two different development programmes for 13 first-line nurse managers in a Training Programme, 14 in a Leadership Development Programme and 14 in a Comparison group were conducted. Letters and questionnaires from 32 former first-line nurse managers were analysed to describe their reasons for leaving their posts. First-line nurse managers, registered nurses and assistant nurses’ descriptions of the first-line nurse manager’s role were corresponding; the main focus was on service on the ward. The head of department described the first-line nurse manager’s responsibility towards the staff with focus on development and co-operation. Analysis of the Leadership and Management Inventory resulted in three factors: “interpersonal skills and group management”, “achievement orientation” and “overall organizational view and political savvy”. Validity and reliability were considered acceptable. Expectations concerning the development programmes were generally met; improvements corresponding to the content of the programmes were reported. Reasons to leave were personal, organizational and linked to the relationship with the head of department. Conclusion: The first-line nurse managers’ individual experiences, skills, abilities and ambitions are important, but so are the conditions in which she/he practices her/his leadership and management. It is important that the interplay between person and organization functions well.