Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 134-149). / Also available by subscription via World Wide Web / vi, 149 leaves, bound ill. (some col.), col. map 29 cm

Thesis (M.S.)--University of Hawaii at Manoa, 2007. / Includes bibliographical references (leaves 65-71). / xii, 71 leaves, bound ill. (some col.), maps 29 cm

Thesis (Ph. D.)--University of California, San Diego, 2010. / Title from first page of PDF file (viewed May 5, 2010). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (leaves 447-492).

Thesis (M.S.)--University of Hawaii at Manoa, 2006. / Includes bibliographical references (leaves 16-18). / vi, 18 leaves, bound ill. 29 cm

Thesis (Ph. D.)--University of Texas Health Science Center at Houston, School of Public Health, 1994. / Includes bibliographical references (leaves 163-169).

Typescript. / Thesis (Ph. D.)--University of Hawaii at Manoa, 1985. / Bibliography: leaves [391]-407. / Photocopy. / Microfilm. / xiii, 407 p., bound maps 29 cm

Carbon dioxide is the primary driver of dissolution and precipitation reactions in epigene limestone caves. While much work has been conducted on CO2 dynamics involved in dissolution in the phreatic zone, less research has been conducted on vadose CO2 dynamics, especially in tropical caves developed in eogenetic limestones. In this study, we investigate spatial and temporal variation in pCO2 in the deep vadose zone of eogenetic limestone above Jinapsan Cave, located in northern Guam. Five years of carbonate chemistry data from three dripwater sites in Jinapsan Cave (Flatman, Station1, and Trinity) were used to model the theoretical pCO2 with which infiltrating waters had likely equilibrated along flow paths between the soil and the cave. Theoretical pCO2 essentially models the amount of CO2 that would need to be added to dripwaters that have degassed and become supersaturated with respect to calcite upon entering a lower CO2 cave void in order to return the water to equilibrium. Theoretical pCO2 values range from 10-2.8 to 10-1.8 atm among the three sites examined. These results were generally lower compared to similar studies in telogenetic and continental karst, which range from 10-3.7 to 10-0.96 atm. Theoretical pCO2 data from Jinapsan Cave have significant differences among the three drip sites, with the site closest to the entrance (Flatman) having the highest values and the farthest from the entrance (Trinity) having the lowest values; in addition, the values also have a great seasonal variability. Low theoretical pCO2 values in Jinapsan Cave’s dripwaters indicate that vadose zones in eogenetic limestone may be better ventilated, and hence have lower pCO2, than those in telogenetic limestone. The ventilation of the vadose zone is facilitated by high matrix porosity and permeability of eogenetic limestone and may be driven by barometric pressure changes or wind.

M.S.

Patient satisfaction has been identified as an indicator of quality care. There is no research on patient satisfaction with Nurse Practitioner (NP) care on Guam. Therefore, a cross sectional descriptive study was conducted to assess patient satisfaction with NP care at three primary care clinics on Guam. A convenience sample of patients 18 years and older, seen by an NP were invited to participate in completing the Nurse Practitioner Satisfaction Survey (NPSS). Data collection concluded after a one-month period (N = 108). Descriptive statistics, between group differences, and correlational analyses were conducted. Participation in the survey was voluntary and anonymity, confidentiality, and privacy were ensured. General patient satisfaction was very high for NP care on Guam. "My NP is caring" was the highest scoring item on the NPSS with a mean score of 4.43 (n=56). Participants selected the NP as providing the health education and care the patient found most satisfying. A statistically significant weak negative correlation between patient satisfaction and age and level of injury was found. Singles reported significantly higher patient satisfaction scores than widowers. Study limitations included the small sample size, convenience sampling, social desirability and selection bias. Caring is an essential tenet of NP care and patient satisfaction. Improving NP role clarity is vital to the continued success and growth of the NP profession. The value that NPs bring to primary care is substantiated by the high patient satisfaction levels consistently produced from studies across the globe. In order for NPs to significantly impact the primary care provider shortage all 50 states and the US territories must enact full practice authority (FPA).

Research into job preference and job satisfaction addresses the agreement between individual and institutional values leading to job choice and job satisfaction. This research assessed ten job preference and ten job satisfaction factors at the University of Guam. Ninety-one faculty members and 32 administrators completed a two-page paired-comparison questionnaire. Demographic data were also collected. Factors' hierarchy and valence positions were reported and subjected to "PCSTATS" program to determine significance among pairs. Significant differences existed in three of the four hypotheses measuring the job preferential factors: advancement, benefits, company, co-workers, hours, pay, security, supervisor, type of work, and working conditions; and job satisfaction factors: good wages, job security, interesting work, tactful disciplining, in on things, working conditions, management loyalty, appreciation, promotion, and sympathetic understanding. Additional findings were made using post hoc analysis. Results indicated that administrators perceived others' preferences to be (a) pay, (b) advancement, and (c) type of work while faculty chose (a) type of work, (b) pay, and (c) advancement. In job satisfaction administrators selected (a) promotion, (b) good wages, and (c) job security, while the faculty chose (a) interesting work, (b) good wages, and (c) promotion. Self job preference factors chosen by males and females were (a) type of work and (b) pay with (c) advancement and (c) co-workers, respectively. The top three self job satisfaction factors chosen by males and females were (a) interesting work, (b) good wages, and (c) promotion. Disagreement is evident between groups. It is recommended that the findings be used in the selection and retention of faculty members at the University of Guam.