Au fil des années, la modification de la Loi sur l'instruction publique (Loi 180) a fait naître plusieurs changements au sein des organisations scolaires francophones du Québec. Ces nombreux changements et l'adoption du projet de la Loi 124 ont contribué à la complexification de la tâche des directrices et des directeurs d'établissements scolaires, en obligeant ainsi ces derniers à être toujours prêts à rendre des comptes (reddition de comptes). L'objectif principal de cette recherche est d'analyser en quoi consiste l'épuisement professionnel des directions et des directions adjointes d'établissement des commissions scolaires francophones du Québec en identifiant les principaux facteurs qui s'y rapportent. Elle évalue empiriquement l'ampleur de la problématique de l'épuisement professionnel ainsi que les facteurs que les directions et les directions adjointes d'établissement, qui ont déjà vécu un épuisement professionnel et/ou un problème de santé relié au stress, perçoivent comme étant un risque pouvant mener à l'épuisement professionnel. Dans un deuxième temps, elle établi les principaux facteurs menant à l'épuisement professionnel, ses conditions d'apparition, les situations professionnelles favorisant son émergence, ainsi que ses manifestations. En fait, elle se veut un outil de référence en matière de prévention de l'épuisement professionnel chez les directions et les directions adjointes d'établissement, tant pour le Ministère de l'éducation, du Loisir et du Sport du Québec (MELS), la Fédération des commissions scolaires du Québec, les différentes associations de directions d'établissement du Québec et les différents acteurs des commissions scolaires et des établissements scolaires du Québec / With the passing of time, the modification of the public education law (Law 180) gave birth to many changes within the French speaking scholastic organization of Quebec. These numerous changes together with the adoption of Law 124 contributed to render extremely complex the responsibilities of the directors of educational establishments by demanding them to be always accessible to provide accountability. The main object of this research is, to analyse what consist the professional 'Burn Out' related to the directorate of French scholastical commissions in Quebec by identifying the principal reasons which applies. It appraises without any doubt the scope of the problem related to the professional 'Burn Out' together with the reasons that the joint/directorate of establishments who have coped with a stress related health problem, understanding the risks associated with the professional 'Burn Out'. Secondly, it establishes the main reasons leading to professional 'Burn Out' its emerging conditional appearance, the situations at the professional level favouring its emergence together with its manifestations. In fact, it could be used as a tool of reference in matters of prevention of 'Burn Out' within the professional establishment, directorate and associate directorate, as well as the Ministry of Education, Recreation and Sport (MELS). Federation of the educational commissions of Quebec, the various associations of educational establishments and the different performers within the education system in Quebec

The shortage of faculty in nursing education programs has been well documented by the National League for Nursing. Job satisfaction is important in retaining nurse educators, and one New York nursing program was interested in examining the potential impact of mentoring on satisfaction. The purpose of this quantitative study was to examine job satisfaction, measured by the Job Descriptive Index/Job in General scale (JDI/JIG), between nurse faculty participants in formal mentoring programs compared to participants receiving an informal type of mentoring. In addition, the length of employment was examined as a possible factor in predicting job satisfaction. The theoretical framework for the study included Knowles's theory of adult learning, Maslow's theory on motivation, and Erikson's theory of psychosocial development. Forty-nine nursing faculty completed a survey with 2 components including a faculty questionnaire and the JDI/JIG scale. Logistic regression was used to assess whether formal mentoring programs or length of employment were predictive of job satisfaction. Scores on the 6 component parts of the JDI/JIG determined job satisfaction. Neither length of employment nor formal mentoring programs were predictive of job satisfaction. Recommendations included continued research on job satisfaction with larger samples of nurse faculty. These findings will promote positive social change by informing discussions at the local site on ways to improve job satisfaction amongst nursing faculty, which could reduce the nursing faculty shortage at the local site.

La protéine kinase activée par AMP (AMPK) est un senseur et régulateur central de l'état énergétique cellulaire, mais ces voies de signalisation ne sont pour le moment que partiellement comprises. Deux criblages non-biaisés pour la recherche de partenaires d'interaction et de substrats d'AMPK ont précédemment été réalisés dans le laboratoire. Ces derniers ont permis l'identification de plusieurs candidats (protéines), mais leur rôle fonctionnel et physiologique n'était pas encore établi. Ici nous avons caractérisé la fonction de la relation entre AMPK et quatre partenaires d'interaction : gluthation S-transferases (GSTP1 and GSTM1), fumarate hydratase (FH), l'E3 ubiquitine-ligase (NRDP1), et les protéines associées à la membrane (VAMP2 and VAMP3). Chacune de ces interactions parait avoir un rôle différent dans la signalisation AMPK, agissant en amont ou en aval de la protéine AMPK. GSTP1 et GSTM1 contribueraient à l'activation d'AMPK en facilitant la S-glutathionylation d'AMPK en conditions oxydatives moyennes. Cette régulation non-canonique suggère que l'AMPK peut être un senseur de l'état redox cellulaire. FH mitochondrial est l'unique substrat AMPK clairement identifié. Etonnamment le site de phosphorylation se trouve dans le peptide signal mitochondrial, ce qui pourrait affecter l'import mitochondrial. NRDP1, protéine pour laquelle nous avons pour la première fois développé un protocole de production de la protéine soluble, est faiblement phosphorylée par l'AMPK. L'interaction ne sert pas à l'ubiquitination d'AMPK, mais affecte le renouvellement de NRDP1. Finalement, l'interaction de VAMP2/3 avec AMPK n'implique pas d'évènement de phosphorylation ou d'activation d'un des partenaires. Nous proposons un mécanisme de recrutement d'AMPK par VAMP2/3 (" scaffold ") au niveau des vésicules en exocytose. Ce recrutement favoriserait la phosphorylation de substrats de l'AMPK à la surface des vésicules en exocytoses. Une fois mis en commun, nos résultats enrichissent les connaissances sur les voies de signalisation AMPK, et suggèrent une grande complexité de ces dernières. Plus que les kinases en amont et des substrats en aval, la régulation de la signalisation d'AMPK se fait via des modifications secondaires autres que la phosphorylation, via des effets sur le renouvellement de protéines, et probablement via un recrutement spécifique de l'AMPK dans certains compartiments cellulaires.

「高潛力人力資本」即所謂的「高潛力人才（High potential或Talent）」係指那些具備企業目前與未來所需要的核心職能，並具有卓著績效貢獻者而言。在人才類型而言，他們即屬核心人才（Core Employees），如企業中的關鍵性管理與研發人才。 然而高潛力人才的培育也是有等級性的區分，公司同時要考慮到內部初階、中階及高階的高潛力人力資本的需求。高潛力人才是公司未來高階經理人的種子，相對於企業間對於各等級的經理人彼此挖角的人才競爭方式，越來越多企業意識到自行培育能認同公司理念的高潛力人才之重要性。是故很多企業開始打造自己的高潛力人才─也就是未來經理人的培訓之路，而因此促成了「儲備幹部制度」（Management Associate Program，簡稱MA制度）的誕生。 而近年來台灣企業紛紛起而效之，除了本土金融公司之外，科技公司與零售服務商也一一加入儲備幹部的招募、培訓制度的設計，與未來發展的考量，希望發展出適合所屬產業與自身公司體制之儲備幹部制度。 然而關於台灣本土企業之儲備幹部制度研究量尚有限，是故本研究希望從「高潛力人力資本」在「企業智慧資本」中的定義出發，結合學術理論與業界訪談，探究不同企業在運行儲備幹部制度的動機、邏輯與制度設計，進而透過綜合的分析與探討，歸納出儲備幹部在人力資本的定位與角色，以及儲備幹部發展的內涵與特質，再進而推論出台灣本土企業在運行儲備幹部制度時應有之綜合考量與成功因素。 / The definition of high potential human capital, also regarded as high potentials, refers to the employees who have the core competency and could contribute extinguish performance to the company. They are the core employees in the company, playing an important role in management and development functions. The cultivation of high potentials differentiates into the basic class, intermediate class, and high class, based on the demand of company. Because high potentials are candidates of future chief executive, more and more companies realize the importance to cultivate their own high potentials who identify with company’s philosophy, rather than to hunt the talents from other companies. Based on above reasons, the management associate program (MA program) was applied and well developed in many companies. Recently, not only finance holding companies but also technology and retail service companies, based on their industry features and future development, are working on their own MA program. However, the studies related to MA programs of Taiwanese companies are not abundant. Therefore, this study focused on the definition of high potential human capital and intellectual capital, combining with industry interviews, to discuss the motivation, design, and the operation of MA programs in different companies. This study summarized the position and importance of MA in human capital, discussed the intrinsic characteristics of MA program, and thus concluded the dominant factors to achieve successful MA program that could be applied in Taiwan.

Made available in DSpace on 2014-12-17T14:47:00Z (GMT). No. of bitstreams: 1 PetalaTCOS_DISSERT.pdf: 3029424 bytes, checksum: 7f4d8e22f4b1bd2dfdeb31b4502e88e7 (MD5) Previous issue date: 2013-08-16 / This study aimed to understand the typical ideal of the nursing technician about the systematization of nursing care in the light of the theoretical framework of Alfred Schutz. It is a comprehensive phenomenological research, using the theoretical framework of Alfred Schutz. For the unveiling of the phenomenon (the typical ideal of the nursing technician about the systematization of nursing care), the search process was configured from the proposed guiding principles for a research methodology based on the work itself of Schutz held by Zeferino (2010) in his PhD. For data collection, we used the focus group technique, counting on the collaboration of thirteen practical nurses working in a university hospital in Rio Grande do Norte, who responded positively to the inclusion criteria: working in the study hospital, performing care direct to patients. Forty-four subjects showed interest in participating, being held a draw for selection of the research sample, consisting of 14 professionals, one of whom did not attend the gathering of data collection. The focus group, entitled "What I think about the systematization of nursing care", took place on February 15th, 2013, totaling 101 minutes. It was performed according to the Experiential Education Humanescent using building posters as projective technique, from the key question: "What is the systematization of nursing care for you?". In order to understand some of the biographical situation of the participants, a questionnaire was administered to study participants. From the agreement of the subjects, the focus group was recorded and photographed with the cooperation of one reporter and two other employees. We used Microsoft Word 2010 to perform the transcript of the meeting and Microsoft Excel 2010 for synthesizing the results via a spreadsheet. The study followed the ethical and legal principles that govern scientific research on humans, recommended in Resolution n? 196/96, it was approved by Opinion Embodied Ethics Committee in Research of UFRN (Federal University of Rio Grande do Norte), n? 98 424, of August 31th, 2012, CAAE No. 05906912.0.0000.5537. The analysis of the nursing staff speeches, along with the contemplation of their posters and their written descriptions, allowed from the guiding principles of Zeferino (2010), in light of the reference of Alfred Schutz, unveiling the typical ideal of nursing technicians about the systematization of nursing care, passing four themes: typing of the concept of systematization of nursing care; benefits, which resulted in the reasons to believe in the positivity of this working tool; experienced problems, revealing the world of everyday life of nursing professionals, and possibilities for improvement. It was concluded that the nursing technicians are unaware of the systematization of nursing care. However, they typify a very positive perception about the same, especially with regard to improvements that may foster care / Objetivou-se compreender o t?pico ideal do t?cnico de enfermagem acerca da sistematiza??o da assist?ncia de enfermagem, ? luz do referencial te?rico de Alfred Schutz. Trata-se de uma investiga??o fenomenol?gica compreensiva, utilizando o referencial te?rico de Alfred Schutz. Para o desvelamento do fen?meno (o t?pico ideal do t?cnico de enfermagem acerca da sistematiza??o da assist?ncia de Enfermagem), o processo de pesquisa configurou-se a partir da proposta de princ?pios orientadores de uma metodologia de pesquisa com base na pr?pria obra de Schutz, realizada por Zeferino (2010), em seu doutoramento. Para coleta de dados, utilizou-se a t?cnica do grupo focal, com a colabora??o de treze t?cnicos de enfermagem atuantes em um hospital universit?rio norte-riograndense, que responderam positivamente ao crit?rio de inclus?o: atuar no hospital de estudo e realizar cuidados assistenciais diretos aos pacientes. Quarenta e quatro sujeitos demonstraram interesse em participar, sendo realizado um sorteio para sele??o da amostra da pesquisa, composta por 14 profissionais, dos quais um n?o compareceu ao encontro de coleta de dados. O grupo focal, intitulado O que eu penso acerca da sistematiza??o da assist?ncia de enfermagem , aconteceu no dia 15 de fevereiro de 2013, totalizando 101 minutos. Foi realizado de acordo com a Pedagogia Vivencial Humanescente, utilizando a constru??o de cartazes como t?cnica projetiva, a partir da quest?o chave: O que ? sistematiza??o da assist?ncia de enfermagem para voc?? . A fim de compreender um pouco da situa??o biogr?fica dos participantes, foi aplicado um question?rio aos participantes. A partir da concord?ncia dos sujeitos, o grupo focal foi gravado e fotografado, contando com a coopera??o de um relator e de dois outros colaboradores. Foi utilizado o Microsoft Word 2010 para a realiza??o da transcri??o do encontro e o Microsoft Excel 2010 para sintetiza??o dos resultados por meio de uma planilha. O estudo seguiu os princ?pios ?ticos e legais que regem a pesquisa cient?fica em seres humanos, preconizados na Resolu??o n? 196/96, e foi aprovado pelo Parecer Consubstanciado do Comit? de ?tica em Pesquisa da UFRN, n? 98.424, de 31 de agosto de 2012, CAAE n? 05906912.0.0000.5537. A an?lise das falas dos t?cnicos de enfermagem, juntamente com a contempla??o de seus cartazes e de suas descri??es escritas, permitiu, a partir dos princ?pios orientadores de Zeferino (2010), ? luz do referencial de Alfred Schutz, desvelar o t?pico ideal dos t?cnicos de enfermagem acerca da sistematiza??o da assist?ncia de enfermagem, perpassando quatro eixos tem?ticos: tipifica??o do conceito da sistematiza??o da assist?ncia de enfermagem; benef?cios, que se traduziram nos motivos-para acreditar na positividade dessa ferramenta de trabalho; problemas vivenciados, reveladores do mundo vida cotidiano dos profissionais de enfermagem; e possibilidades de melhoria. Concluiu-se que o t?cnico de enfermagem t?pico ? um sujeito cr?tico e reflexivo, que, apesar de ter tido uma forma??o acad?mica que negligenciou os aspectos te?ricos essenciais concernentes ? sistematiza??o da assist?ncia de enfermagem, possui uma situa??o biogr?fica que o faz acreditar na positividade da sistematiza??o da assist?ncia de enfermagem

This thesis studies questions related to the boundedness of the integral op- erator T : f → 1 t wf∗ , where w is a given non-increasing function and f∗ is a non-increasing rearrange- ment of a function f. The main goal is to characterize the optimal range for the operator and a given domain and conversely optimal domain for a given range. These results are then illustrated on particular examples. Lastly, some necessary conditions for the existence of optimal space are given. 1

Att börja sin karriär som revisorsassistent på revisionsbyrå är eftertraktat hos många nyexaminerade studenter. De stora revisionsbyråerna i Sverige anställer årligen många nyexaminerade studenter till juniora roller så som revisorsassistent. Att anställa revisorsassistenter har därför visat sig vara enkelt men att behålla revisorsassistenter en längre period har visat sig mer problematiskt. Detta leder till att det finns en erkänt hög personalomsättning inom yrket vilket innebär att revisionsbyråerna behöver arbeta med att behålla medarbetare på byrån. Med hänsyn till problematiken är syftet med denna studie således att skapa förståelse för det arbete revisionsbyråerna vidtar för att behålla medarbetare och vad revisorsassistenterna anser betydande för att stanna inom byrån samt det förväntningsgap som finns däremellan. För att uppfylla studiens syfte och besvara forskningsfrågorna genomfördes en dokumentstudie som studerade års- och hållbarhetsredovisningar hos två av de största revisionsbyråerna i Sverige, detta för att skapa förståelse hur de arbetar med att behålla medarbetare. Utöver dokumentstudien genomfördes åtta semistrukturerade intervjuer med nuvarande samt tidigare revisiorsassistenter för att skapa förståelse för vad som är viktigt för att stanna på byrån utifrån deras perspektiv. Studiens viktigaste slutsatser är att förväntningsgapet mellan vad revisionsbyråerna arbetar med och vad revisiorsassistenterna efterfrågar till största del består av avsaknad av balans mellan privat-och arbetsliv som går hand i hand med den kultur som råder följt av mer verklighetstrogna förväntningar och i minst utsträckning utbildning och karriär. Utöver det kan studien även dra slutsatser kring varför det identifierade förväntningsgapet återfinns. Det studien har funnit är att det finns olika utgångspunkter till varför det återfinns en hög personalomsättning inom professionen mellan revisionsbyråer och revisorsassistenter. Detta leder till olika syn kring hur arbetet med att behålla medarbetare ska utformas. Utöver detta återfinns också skilda intressen mellan grupperna så som vinstintresse, resultat och balans i livet. / Starting your career as an audit associate at an auditing firm is sought after by many newly graduated students. The large auditing firms in Sweden annually employs many newly graduated students for junior roles such as audit associates. Hiring audit associates has therefore proved to be easy but retaining audit associates for a longer period has proved to be more problematic. This leads to a recognized high employee turnover in the profession, which means that the auditing firms need to work on retaining employees at the firm. Regarding the difficulties, the purpose of this study is thus to create an understanding of the work that the audit firms do to retain employees and what the audit associates consider significant for staying within the firm and the expectation gap that exists between them. In order to fulfill the purpose of this study and answer the research questions, a document study was conducted. Annual - and sustainability reports at two of the largest auditing firms in Sweden was studied, in order to create an understanding of how they work to retain employees. In addition to the document study, eight semi-structured interviews were conducted with current and former audit associates to create an understanding from their perspective and what they think is important to stay at the agency. The study's most important conclusions are that the expectation gap between what audit firms work with and what audit associates demand largely consists of work-life balance that goes hand in hand with a high-performing culture followed by more realistic expectations and to a lesser extent education and career. In addition, the study can also draw conclusions about why the identified expectation gap exists. The study has found that there is a different starting point to why there is a high employee turnover in the profession between auditing firms and auditing associates. This leads to different views on how the work of retaining employees should be constructed. In addition to this, there are also different interests between the groups, such as profit interest, results and work- life balance.

No description available.

California Community Colleges (CCC) are the largest post-secondary higher education systems in the nation, with an enrollment of over 2 million at a given year. They are also the most affordable and accessible for students after completing K-12 education. With California having the largest Latinx residents (39%), they overwhelmingly makeup 45% of the student population enrolled in CCC. Although Latinx students are pursuing higher education and enrolling in high numbers in CCC’s, they still fall short when it comes to student success outcomes, particularly transfer, when compared with their peers. Only 10 % of Latinx students transfer in two years, 16% in four years, and 32 % in six years. This number becomes more alarming when only analyzing the Latino male student transfer rate, which is less than four percent in two years, seven percent in four years and 16 % in six years. Aspects of literature attributes the Latinx attainment gap to both institutional and environmental determinants. Institutional determinants include: academic preparedness, the role of faculty, staff, and administration, and faculty diversity. Environmental determinants include: family influences, financial and socioeconomic status, as well as masculinity identity. Given what the literature has provided, this study will look at Latino male students who have indicated progress towards transfer using the Associates Degree for Transfer (ADT). The ADT was established in 2011 and it was meant to create a clearer path for students to navigate the transfer process and end up transferring to a California State University (CSU). This study employed Merriam’s (206) basic qualitative research methodology to understand the meaning that students have constructed through their college experience and interactions with peers, counselors, faculty, and administrators. A total of 10 participants, all Latino community college males, were part of this investigation. The data collection process included: semi-structured interviews, which were one hour in length, using thematic analysis as well as a color-coded method. The research data was viewed through Yosso’s (2005) Community Cultural Wealth framework to capture the positive qualities that Latino male students bring to higher education. The results from this study indicated that Latino male students had a wide range of challenges steaming from environmental to academic challenges. Additionally, findings suggest that many Latino male students are disengaged from campus support services. This may be due to the COVID – 19 pandemic and the services being offered virtually. A third component from the findings suggest that Latino male students need a sense of belonging to the campus. This can be done by establishing a Latino center, male initiative program, greater mentorship, or and designated counselors that can invest as well as dedicate more time in their education. The researcher outlined several recommendations for action in the field of community college practice and for further research.

No description available.