Turismutbildningar på högskolenivå har växt fram som ett resultat av att förstärka kompetensförsörjningen och konkurrenskraften inom turistbranschen. Studien undersöker hur HR chefer inom turismrelaterade företag värderar högskoleutbildning i sin rekryteringsprocess. Utifrån en hermeneutisk analysmetod är målet med studien även att få inblick i chefernas uppfattning kring utbildnings och kompetensbehovet i deras bransch idag. Uppsatsens empiriska resultat utgörs av fyra kvalitativa intervjuer med HR chefer från resebranschen respektive mötesbranschen. En femte intervju utfördes även med en forskare från Etour som ett viktigt kunskapsbidrag. Resultatet som styr värderingen av en akademisk examen i rekryteringsprocessen avgörs av tjänst och position. Inom nyckelpositioner med spetskompetenser krävs en högskoleutbildning. Resultatet visade även att yrkesutbildningar och arbetslivserfarenhet värderas samtidigt som möjligheten att arbeta sig upp från vissa positioner genom internrekrytering är vanligt förekommande. / Higher education related to tourism has emerged as a result of strengthening human resource management and the competitiveness in the tourism industry. The objective of this study is to examine how HR managers value an academic degree in their recruitment process. From a hermeneutic analysis, the goal of the study is also to gain insight into managers' perception of educational and skills needs in their industry today. The empirical result of this study consists of four interviews with HR executives from the travel industry and the meeting industry. A fifth interview was also made with a senior university lecturer from Etour as an important contribution of knowledge. The result showed that the valuation of an academic degree in the recruitment process is determined by the kind of tourism employment and location or position. In key positions with core competencies it’s required an academic degree. The results also showed that vocational training and work experience is valued, while the ability to work their way up from certain positions through internal recruitment also is common

Thesis (M.P.H.)--University of Michigan, 1945.

Thesis (M.P.H.)--University of Michigan, 1945.

<p>Every living cell faces a multitude of DNA threats in its lifetime because damage to DNA is intrinsic to life itself. A double-strand break (DSB) is the most cytotoxic type of DNA damage and is a potent inducer of chromosomal aberrations. Defects in DSB repair are a major driver of tumorigenesis and are associated with numerous developmental, neurological and immunological disorders. To counteract the deleterious effects of DSBs, organisms have evolved a homologous repair (HR) mechanism that is highly precise. The key to its error-free nature lies in its use of a homologous template in restoring the DSB and its preferential occurrence during late S and G2 phase of the cell cycle when identical sister chromatids are available as templates for repair. However, HR can also engage homologous chromosomes and ectopic substrates that share homology, resulting in mitotic loss-of-heterozygosity (LOH) and unwanted chromosomal aberrations. In this case, understanding of the underlying mechanisms and molecular factors that influence accurate sequence transfer and exchange between two homologous substrates becomes crucial. </p><p>The focus of this dissertation is examination of the genetic factors and molecular processes occurring at early intermediate steps (DNA end resection and DNA synthesis) of mitotic recombination in Saccharomyces cerevisiae. To model DSB repair, we established a unique plasmid-based assay with a small 8-base pair (bp) gap in the middle of an 800-bp plasmid substrate. To delineate the molecular structures of strand exchange intermediates during HR, we used a 2% diverged plasmid substrate relative to a chromosomal repair template to generate mismatch-containing heteroduplex DNA (hetDNA) intermediates. The assay was performed in a mismatch repair (MMR)-defective background allowing hetDNA to persist and to segregate into daughter cells at the next round of replication. Unexpectedly, even when MMR was inactivated, sequence analysis of the recombinants revealed patches of gene conversion and restoration reflecting mismatch correction within hetDNA tracts. We showed that, in this system, MMR and nucleotide excision repair (NER) correct mismatches via two different mechanisms. While mispairing of nucleotides triggers MMR, NER is recruited by the subtle 6-methyladenine mark on the plasmid substrate, leading to coincident correction of mismatches. The methylation marks on the plasmid were acquired from the bacterial host’s native restriction-modification system during plasmid propagation. </p><p>Formation of hetDNA occurs when a plasmid substrate engages the chromosomal template for repair, forming a D-loop intermediate. D-loop extension requires DNA synthesis by DNA polymerase/s. Translesion synthesis (TLS) polymerases have been implicated in HR in both chicken DT40 cells and fruit fly, but not in yeast. This class of polymerases is known for its low fidelity due to a lack of exonuclease domain and is commonly used for lesion bypass and in extending ends with mismatches. We reported for the first time a requirement of Polζ-Rev1 and Polη (TLS polymerases in S. cerevisiae) for completing gap repair. Moreover, gap-repair efficiency suggested that these two polymerases function independently. We concluded that TLS polymerases are involved in either extending the invading 3’ end and/or in the gap-filling process that completes recombination. </p><p>DNA resection of a DSB serves as a primary step to generate a 3’ single-stranded DNA (ssDNA) for subsequent homologous template invasion, but this process has mostly been studied in the absence of a repair template or when downstream HR steps are disabled. To analyze the individual contributions of identified nucleases to DSB resection in the context of repair, we established a chromosomal assay; the substrate size was increased to 4 kilobases (kb) and 85 SNPs were present at ~50 bp intervals. In this chromosomal assay, resection and DNA synthesis influence the length of hetDNA tracts in the final recombinants, allowing these two steps to be analyzed. We specifically focused on synthesis-dependent strand annealing (SDSA) events, where hetDNA reflects DNA synthesis and extent of resection. Our main conclusions are as follows. DNA end resection on the annealing end of NCO products generated by SDSA is not as extensive as one might expect from resection measured in single-strand annealing (SSA) assays. In addition, although the two long-range resection pathways (Sgs1-Dna2 and Exo1) can support recombination in a redundant manner, hetDNA was significantly reduced upon loss of either. End processing of DSBs is predominantly 5’ to 3’, but we also observed loss of sequences (greater than 8 nt but less than 40 nt) at the 3’ termini. We have tested and ruled out the involvement of Mre11 and Polε proofreading activity. Lastly, Pol32 functions as a subunit of Polδ to promote extensive repair synthesis during SDSA. hetDNA tract lengths were significantly shorter in the absence of the Pol32 subunit of Polδ, providing direct evidence that Polδ extends the invading end during HR. Together, this work advances our understanding of how resection nucleases and DNA polymerase/s function to regulate mitotic recombination outcome and influence the molecular patterns of NCOs.</p> / Dissertation

Syftet med denna studie var att kvalitativt undersöka vilka förväntningar som finns på HR-funktionen utifrån chefernas perspektiv på en mindre kommun i Sverige. Studien baserades på elva intervjuer och analyserades genom induktiv tematisk analys. Resultatet visade att respondenterna saknade stöd från HR-funktionen samt en tydlig ansvarsfördelning i arbetsuppgifter. Respondenterna upplevde dessutom en otydlighet i vad de kunde förvänta sig av HR-funktionen. Resultatet visade även att respondenterna saknade en grundlig arbetsplatsintroduktion för att klara av sitt arbete som chef inom organisationen. Dessutom upplevde respondenterna att HR-funktionen var underbemannad då de inte upplevde att de fick det stöd de behövde. Förslag till förbättringsområden är att förtydliga vilket stöd som erbjuds från HR-funktionen, förtydliga ansvarsfördelningen mellan HR-funktion och chef samt skapa en välfungerande arbetsplatsintroduktion. Dessutom behöver HR-funktionen förtydliga riktlinjer och policys samt utforma dokument om vad HR-funktionen faktiskt erbjuder inom organisationen.

Syftet med studien var att förstå arbetsgivarsidans syn på förhållandet till fackliga organisationer och undersöka huruvida detta förhållande förklarar varför den svenska modellen fungerar så bra som den gör. För att uppnå målet med studiens ställdes följande frågeställningar: Hur ser arbetsgivarrepresentanter på förhållandet till fackförbund? Hur bidrar arbetsgivarrepresentanternas syn på fackförbunden till den svenska modellens framgång och fortlevnad? För att besvara dessa frågeställningar genomfördes sju semistrukturerade intervjuer med arbetsgivarrepresentanter i Stockholms största företag. Dessa resultat analyserades mot ett teoretiskt ramverk från tre tongivande sociologers gemensamma beröringspunkter kring kollektiva idéer. Tidigare studier inom området har dominerats av kvantitativ forskning om hur arbetsgivare sett på fackförbund i förhandlingssammanhang. Denna uppsats avser därmed att fylla en kunskapslucka av en djupare förståelse för arbetsgivarrepresentanters syn på fackförbund. Resultaten från studien visar på att arbetsgivarrepresentanterna främst har en positiv syn på förhållandet till fackförbunden, men att det även finnas aspekter där de ser problem.  Den positiva synen tenderar också att bidra till den svenska modellens framgång och fortlevnad. Det förekommer däremot resultat som visar på motsatsen. Det finns därmed ett behov av vidare studier inom området för att reda ut det tvetydliga resultaten.

The current volume of research in the field of High Performance Work Systems (HPWS) is focused on identifying the factors, which influence their effectiveness. The realisation that there is a need to move forwards from the structural aspects of HPWS towards understanding their implementation has led to two new sectors of research. The first sector is investigating the role of actors in implementation using aspects such as cross functionality, shared responsibility and interaction. Another sector is investigating the impact of contextual factors on the implementation of HPWS. This research has combined the two sectors and looks at the implementation of HPWS from the perspectives of both the actors and the environment. This research investigates how the interaction between actors affects the implementation of HPWS. Also how internal and external institutional factors affect this interaction as well as the implementation. This research is qualitatively based on an interpretivist paradigm. Case study research design was used to conduct the research. Two Saudi Arabian banks were selected as case studies. Data was collected using 54 semi-structured interviews and 61 focus group interviews. Data about implementation and the impact of institutional factors was obtained through semi-structured interviews with human resource managers, line managers and senior managers. Data about employee outcomes was obtained using focus group interviews with the employees. This research finds evidence of conflict between the intended and actual outcomes of HPWS in the Saudi banking sector due to institutional pressures. This research contributes and extends the growing body of research on HPWS implementation by including the interaction of actors and accounting for institutional pressures. The finding highlights that the combination of these two factors are contextual institutional conductors and contribute to diversity in the implementation of HPWS practices. The managerial benefit of this research is that its model can help practitioners to improve their social interaction conditions for better performance.

Osteoporosis is an age-related skeletal disease characterised by an increased incidence of fragility fractures. In this thesis I develop a new technique capable of measuring the thickness of the previously unmeasured endocortical region, and providing an improved measure of the cortical bone mineral density (cBMD) from in-vivo clinical CT scans. These features are of interest as both have been linked to fracture risk. \\ The new technique is developed within the cortical bone mapping (CBM) framework so that it provides localised architectural measurements over a bone's surface. Its performance is assessed using simulated QCT data from three simulated phantoms with differing bone architecture, and two paired datasets of ex-vivo QCT and HR-pQCT scans across the proximal femur and the lumbar spine. The simulated data allows for inaccuracies in CBM measurements caused by beam hardening effects to be considered for the first time: I show that beam hardening leads to an underestimation in cortical thickness and an overestimation in trabecular BMD and that these inaccuracies can be reduced through adjustments to the CBM optimisation process. \\ A new technique of analysing HR-pQCT scans is also developed, for the validation of the new CBM method. It was used in place of other established HR-pQCT techniques for its ability to provide localised measurements of the endocortical region. A comparison with the well known full-width half-maximum (FWHM) method shows that it is less susceptible to errors caused by beam hardening. It also measures the mean cBMD, which has a greater clinical relevance than the peak cBMD measured by the FWHM method as it includes the impact of porosity. I demonstrate that the endocortical thickness can be measured to an accuracy of \(-0.15\pm0.71\thinspace\mathrm{mm}\), and that local cBMD measurements are possible down to \(300\thinspace\mathrm{mg/cm}^3\) from QCT scans over the proximal femur. I also validate CBM methods over the vertebrae for the first time and demonstrate that the cortical thickness and endocortical thickness can be measured with accuracies of \(0.10\pm0.30\thinspace\mathrm{mm}\) and \(-0.20\pm0.53\thinspace\mathrm{mm}\). \\ Two clinical trials involving Teriparatide are used to demonstrate that the new CBM method is able to detect significant regional changes in the dense cortical and endocortical bone over the proximal femur and lumbar spine, which can be attributed to changes in intracortical remodelling and endosteal apposition. The analysis of a cross-sectional fracture discrimination trial shows that fracture incidence is associated with significant decreases in endocortical thickness over specific regions.

The study has been conducted to examine the direct and indirect relationship between the determinants of electronic recruitment and firm performance through the mediating role of human resources management capabilities based on the resource based view theory. Therefore, this study examines the relationship between the internal determinants of e-recruitment (technology quality, service quality, and security assurance) and the external determinants (e.g. empowered manager and member team, content of an implementation plan for e-recruitment, HR and IT collaboration in e-recruitment, job seeker trust in e-recruitment, organizational reputation, decentralization of selection decision, and government objectives) on e-recruitment, and the effect of e-recruitment on HR capability and firm performance. This study adopted a positivist philosophy. A deduction approach and quantitative method were also suitable for this study. A questionnaire was delivered to some companies in Saudi Arabia. A total of 500 questionnaires were sent, but only 418 were received; for 84.0 percent response rates. This study used PLS to test the research hypotheses. The measurement model has confirmed that the measure indicates accepted reliability and validity. Based on the research results, most hypotheses are accepted. This means that the e-recruitment play a crucial role in improving firm performance. The findings of this study support the argument that e-recruitment plays an important role in improving firm performance. Therefore, firms that use e-recruitment to attract new job seekers will improve their performance. These findings extend prior literature by showing, for the first time, how e-recruitment and HR capability influence firm performance. This study has confirmed that e-recruitment has a positive and significant effect on firm performance. These variables account for 43% and 78% of the variety in HR capability and firm performance, respectively, whereas 57% and 22% are related to other variables. This finding is consistent with the argument that if firm use e-recruitment, they are more likely to improve firm performance. Moreover, high HR capability enhances firm performance. Our study moves beyond previous studies that focus on e-recruitment by correlating e recruitment with HR capability and firm performance. This study contributes by arguing that e-recruitment and HR capability has a positive relation towards firm performance, which conforms to previous studies in similar areas. Apart from the re-examination of resource-based theory in the online recruitment context, our study attempts to make some other fundamental contributions in understanding e-recruitment in the Saudi Arabia context. However, given that this is the first known test of resource-based theory in the Internet recruiting domain, we recommend that future research be done to conduct additional tests of this theory. These findings have both theoretical and practical implications in that the results have provided empirical evidence on the indirect impact of e-recruitment on firm performance and can serve as an indication in practice for firms in understanding e-recruitment and its effects on firm performance. The current study would help professionals in the field of HR to enhance their awareness of the critical role that recruiting highly skilled applicants may play in terms of sustainable competitive advantage and firm performance.

Schizophrenia is often a debilitating psychiatric disorder, characterised by both positive and negative symptoms, and cognitive and psychosocial impairments. The established disorder has been associated with a number of brain abnormalities, however it is at present unknown whether these brain changes occur prior to onset of schizophrenia, or in unaffected relatives with a familial vulnerability to develop the disorder, or only in those at high risk that go on to develop the disorder. Furthermore, most studies have been conducted cross-sectionally, which may have obscured subtle longitudinal changes in familial high risk individuals, and these studies tend to have focused on localized cortical gray matter , and thus it is unclear whether they affect different cortical parameters differentially. Prospective familial high risk studies utilizing surface based MRI programmes provide a good method to investigate this. In the Edinburgh High Risk Study, structural magnetic resonance imaging (MRI) scans of 150 young individuals at familial high risk of schizophrenia, 34 patients with first-episode schizophrenia and 36 matched controls were obtained. Of the high risk participants with scans suitable for analysis, 17 developed schizophrenia after the scans were taken, whilst 57 experienced isolated or sub-clinical psychotic symptoms, and 70 remained well. We used Freesurfer to extract volumetric and surface-based measurements of several cortical and localized sub-cortical regions with the aim of assessing whether any alterations found were present in all those at high risk, or selectively in the high risk cohort based on future clinical outcome, or only in those experiencing their first-episode of psychosis. It was found that those experiencing their first episode of schizophrenia exhibited significantly more widespread brain alterations compared to those at high risk or controls, both on a more global cortical level and in more localized regions of the cortex, with cortical thickness being generally thinner than in the other groups, and cortical surface area and gyrification increased compared to the other groups. An increased global surface area was also shared with the HR[ill] group, suggesting that this could be a marker that is predictive of future transition to psychosis. Within the high risk cohort, some brain alterations seemed to present as general vulnerability markers, specifically in the temporal lobe at baseline, whilst longitudinally both localized and global cortical alterations distinguished the high risk cohort from the control group, and a different developmental trajectory of the hippocampus was also found. These findings show that some brain alterations may be more accurately characterized as general vulnerability markers of the disorder, whilst some are specifically present in patients who have experienced their first episode of schizophrenia, whilst some also occur before disorder onset in those at high risk that go on to develop schizophrenia. The findings have some clinical implications, as they suggest that it is possible to assess who at high risk will go on to develop schizophrenia based on brain structural alterations. This may provide clinicians with an early window of opportunity for intervention, as it has been found that early intervention may improve patient's prognosis. The findings also have important implications for the understanding of the underlying eitology of schizophrenia, as they suggest that some of these alterations are present before illness onset, and not associated with medication effects, thus potentially lying on the causal path of developing schizophrenia.