The 7.7 Ma Kimberly Member of the Cassia Formation is part of a succession of A-type rhyolites associated with the Yellowstone hotspot track. It was sampled by the Kimberly core that was drilled on the Snake River Plain as part of Project HOTSPOT (Shervais, et al., 2013). The Kimberly Member is a 170 m thick high-silica rhyolite lava flow containing quartz, plagioclase, anorthoclase, sanidine, augite, pigeonite, magnetite, ilmenite, zircon, and apatite. δ 18O of zircon ranges from 0 to 4.9‰ (Colón et al., 2018), typical low values for the Snake River Plain. Quartz is intensely embayed. Exsolved and resorbed pigeonite cores are mantled by augite. REE-poor apatite cores are resorbed and oscillatory zones truncated by rims with SiO2 as high as 12.8 wt% and LREEtot up to 4.7%. There are three chemically distinct feldspars. Rounded and pitted anorthoclase (Or21 Ab64 An15) mantles plagioclase (An20 to An40) cores. Sanidine (Or47 Ab48 An05) forms thin, subhedral drapes on the outer edges of anorthoclase. Sanidine also fills some of the sieved holes in plagioclase and anorthoclase. There are two chemically distinct glasses, a light glass (~95%) and a dark glass (~5%). Relative to the light glass, the dark is enriched in Al2O3 , CaO, and Na2O and depleted in Fe2O3 and K2O. The dark glass is depleted in Rb and enriched in Sr and Ba, but they have similar concentrations of the high field strength elements (Y, Zr, Nb, Hf, and Ta). LREE are slightly more enriched in the dark glass than in the light glass. Temperatures of 926°C (magnetite-ilmenite thermometry with QUILF), 894°C (pigeonite-augite pairs with QUILF), and 889°C (zircon-saturation) are calculated for the magma. Although Fe-Ti oxides appear to have equilibrated with melt before eruption, most of the other phases preserve strong evidence of disequilibrium. These complex mineral textures also indicate assimilation and mixing processes. We propose a pigeonite-bearing, dry, metasomatized, A-type granite was fragmented and assimilated by the Kimberly member, mantling exsolved pigeonite with augite. Also incorporated into the Kimberly member were volcanic xenocrysts indicative of rhyolite assimilation or magma mixing. These components are embayed volcanic quartz, and composite plagioclase-anorthoclase grains (mantled by sanidine upon assimilation). Complex zircon grains could be sourced from metasomatized rhyolite or intrusion, and complex apatite grains could be due to mixing or assimilation. We propose the distinct glass types are caused by mingling of the Kimberly magma with the melted metasomatized assimilant. This scenario demonstrates the complexity of open system processes involved in some Snake River Plain magmas.

This research paper aims to explore the economic effects of Brexit on the European Union. The main research question is: What were the Brexit's effects on the E.U. economy? The study was conducted through a systematic literature review, focusing on existing literature to explain the various impact of Brexit on the E.U. The review materials were sourced from news articles, previous research studies, government statements and documents, European Union statements and documents, peer-reviewed articles, academic texts, and literature on the topical issues by experts. The main objective of the research study was to explain all economic effects the Brexit has on the E.U., bearing in mind that liberalism thrives on opening up the international border to free movement of goods and people. The Brexit reintroduced restrictions on the cross-border movement of goods and people between the U.K. and the E.U., impacting both regions economically. The study establishes that the Brexit had a wide range of economic effects on the E.U., which included inflations, relocation of businesses, loss of jobs, cheapening of labor, increased registration of new business companies in the E.U., the decline in the GDP, loss of market, and custom wall. The E.U. member states that traded much with the U.K. suffered most of the impact because of strong economic ties.

Title: External board members in family firms. Subject: Bachelor's thesis in business administration, 15 credits Authors: Maria Persson & Jenny SundqvistKeywords: Family firm, external board member, board, competence. Research questions: • What can external board members contribute with the company's current expertise? • What are the positive and negative aspects of bringing in external board members? Purpose: The purpose of this thesis is to explain the impact that external board members canhave on current competence, as well as positive and negative aspects in a family business. Method: This study was conducted with an abductive research approach. Furthermore, thestudy has applied a qualitative research method in which nine respondents from nine differentcompanies were interviewed. The literature study has been carried out by collecting theoriesfrom previous research studies. Conclusion: The conclusion of this study shows that the appointment of external boardmembers has predominantly positive aspects compared to negative aspects. The externalboard members entail a broader and more advanced competence in the family company'sboard, which adds to and maintains the company's legitimacy.

Bakgrund: När en nära anhörig avlidit plötsligt och oväntat så infann sig kris och sorg hos de kvarlevande. Kris och sorg kunde delas upp i olika faser utefter var i sorgebearbetningen personen befann sig. Personer i sorg och kris var beroende av tröst och stöd, detta för att kunna bearbeta sorgen och ta sig igenom de olika faserna. För att komplettera stödet från omgivningen används bloggar. Detta då de kunde få stöd av andra som befann sig i liknande situationer. Syfte: Beskriva anhörigas upplevelser av sorg efter att ha förlorat en nära anhörig plötsligt och oväntat. Metod: En kvalitativ studie baserad på narrativer från bloggar. Resultat: I resultatet framträdde tre huvudteman och sju subteman. Huvudteman var: att ta farväl, sorgens uttryck och behov av stöd i sorgebearbetningen. Subteman var: att få dödsbeskedet, tid med den avlidne, leva i en bubbla, uppleva ohälsa, kunna bearbeta sorg, att få professionell hjälp och stöd från omgivningen. Konklusion: Anhöriga reagerade och upplever sorg och kris på olika sätt. Genom att sjuksköterskan är medveten om hur sorgen kan påverka den anhöriga, kan information anpassas genom att använda rätt verktyg vid rätt tillfälle. Detta leder till en ökad kvalité på anhörigstöd vid oväntat dödsfall. / Background: When a family member passed away suddenly and unexpectedly, there was a crisis and grief among the survivors. Crisis and grief could be divided into different phases according to where the person was in the grief processing. People in grief and crisis were dependent on comfort and support, this in order to be able to process the grief and get through the different phases. Blogs are used to supplement the support from the environment. This was because they could get support from others who were in similar situations. Aim: To describe family members ́ experiences of grief after losing a close relative suddenly and unexpectedly. Method: A qualitative study based on narratives from blogs. Results: In the results, three main themes and seven sub-themes appeared. The main themes: saying goodbye, the expression of grief and the need for support in grief processing. Sub-themes: to receive the death notice, time with the deceased, live in a bubble, experience ill health, be able to process grief, to receive professional help and support from the environment. Conclusion: Family members reacted and experienced grief and crisis in different ways. Through the nurse's awareness of how grief can affect the family members, information can be adapted by using the right tools at the right time. This leads to an increased quality of family support in the event of an unexpected death.

This study examines the development of academic talent in higher education from a social exchange and organisation support perspective. More specifically the study investigates to what extent a quality leader-member exchange relationship between a chair of department and an academic staff member contributes to the perceived development of academic talent in higher education. The leader-member exchange theory was applied in this study to examine the influence of the quality of the relationship between an academic leader and a follower on supervisory support for development as well as its ultimate effect on perceptions of organisation investment in employee development. Insight into the said quality and the effect of this relationship would provide greater clarity to leaders about the development of academic talent in higher education. The study employed a mixed-method approach that combined quantitative and qualitative data collection. Quantitative data was collected from participants (members of academic staff as followers) through an online survey, and qualitative data was collected from leaders (chairs of academic departments as developers of academic staff) through conducting one-on-one interviews. In addition, a theoretical model of the hypothesised relationships between leaders and followers was tested using path analysis. The study found new evidence of the ways in which relationship resources embodied in the leader-member exchange relationship between supervisors (leaders) and employees (followers) influenced employee perceptions of both supervisory and organisation support for development. The results also demonstrated how leadermember exchange theory, combined with theoretical work on organisation support, helped to explain and understand the critical role of supervisors in developing academic staff. This study suggests that leader-member exchange theory could be used as an appropriate leadership theory for application in the development of academic talent in higher education. In addition specific development practices for a chair of department in their roles as developers were also presented. / Thesis (PhD)--University of Pretoria, 2014. / lk2014 / Human Resource Management / PhD / unrestricted

Idag finns det mycket existerande forskning gällande bolagsstyrning. Mycket av denna forskning handlar om bolagsstyrelser, dess struktur, roll och sammansättning. Forskningsområdets fokus har oftast legat hos de traditionella bolagen vilka givit god grund till information och vetskap kring ämnet. Däremot finns det en begränsning i forskning gällande hur dessa styrelser måste anpassa sig vid en implementering av e-handel. Med denna kvalitativa studie vill vi studera styrelser och hur deras roll samt sammansättning påverkas då ett bolag väljer att implementera e-handel bland sina försäljningskanaler. Genom tolkning av arbetets teoretiska referensram och kvalitativa intervjuer med tre respondenter vilka alla besitter erfarenhet inom styrelsearbete. Fann vi att implementeringen av e-handel har påverkat hur bolag arbetar med sin styrelse. En styrelse har blivit ett strategiskt verktyg som krävs för att klara av e-handelns snabba tillväxt. Det läggs även en större vikt på styrelsens sammansättning, där en viss typ av kompetens efterfrågas mer än tidigare. / There is a great amount of research made about corporate governance. Much of this research is about the company's board of directors, its structure, role and composition. The area of focus has often been aligned with traditional companies which have given a stable foundation of information and knowledge regarding the subject. There is however a limitation in research with the focus on how these boards of directors must adapt to an implementation of e-commerce. With this qualitative study, we want to study boards of directors and how their roles and compositions are affected when a company chooses to implement e-commerce among their sales channels. Through interpretation of the studies theoretical chapter and qualitative interviews with three respondents which all possess experience within board governance. We discovered that the implementation of e-commerce has affected how a company works with their board of directors. The board has become a strategic tool that is required when handling high demands of growth related to e-commerce. The composition within the board of directors is as well of a greater importance of which a certain type of competence is in demand more than before.

Building on previous research into the relationship between Leader-Member Exchange Theory and Transformational Leadership as well as decades’ worth of LMX-research, this study sets out to investigate the connection between high-quality leader-member exchanges and developmental leadership. The need for such a study arose from the lack of critical examination of the current leadership within the Swedish Armed Forces, as well as the central position given to the Developmental Leadership Theory. In order to examine the correlation between LMX and developmental leadership a questionnaire based on LMX-7 and the Developmental Leadership Questionnaire was constructed. Conscripts from the 1st Marine Regiment, the Artillery Regiment, the Life Guards Regiment and the Norrbotten Regiment were chosen as the study’s sample. Because of late rescheduling, ongoing field exercises and current restrictions due to the ongoing pandemic, only conscripts from the Norrbotten Regiment were able to partake in the study. Using data from 31 conscripts, this study found that there is a positive correlation between high-quality LMX-exchanges and subjection to developmental leadership. The data analysis of Pearson’s correlation coefficient resulted in r=0,66, denoting a moderate correlation. Due to the lacking response rate this result cannot be considered statistically significant, though. As a result, further studies into the relationship between Leader-Member Exchange Theory and Developmental Leadership Theory are required. The questionnaire used in the current study needs further evaluation and would benefit from being subjected to translation and back-translation procedures in order to verify its validity.

AbstractPersonalomsättning i svenska förskolor har ökat kraftigt under de senaste åren. Forskning visar att hög personalomsättning kan påverka negativt när det kommer till barns utveckling och lärande. Syftet med föreliggande examensarbete är att undersöka faktorer för personalomsättning i Malmös förskolor under en viss period. Vad är det som leder till att det hela tiden sker personalbyte i förskolans värld? Dessutom undersöks huruvida personalomsättningen skiljer sig mellan två olika stadsdelar i Malmö. Studiens forskningsmaterial har samlats genom en kvalitativ forskningsmetod där en enkätundersökning med några frågor gjordes på ett antal utvalda förskolor, i två olika stadsdelar i Malmö. Det empiriska materialet har analyserats med hjälp av en ledarskapsteori, leader-member exchange theory. Resultatet av föreliggande studie visar att personalomsättning alltid har funnits i svenska förskolor men den har ökat under senaste åren. Det kan finnas åtskilliga faktorer för personalomsättning i förskolan men en svag och/eller dålig relation till ledningen, arbetstillfredställande, privata faktorer såsom lön och närhet till hemmet samt arbetsförhållanden är de största anledningar som leder till personalomsättningen i Malmös förskolor.

The purpose of this study was to identify the impact of interpersonal working relationships on employees' justice perceptions and the effects of those perceptions on employees' work-related attitudes and behavior in the hospitality industry. This study examined the mediating role played by distributive and procedural justice in linking leader-member exchange and job satisfaction, organizational commitment, and turnover intentions in the hospitality industry. The model was evaluated using structural equation modeling (SEM). The results indicated that distributive justice had a direct positive influence on job satisfaction and was negatively related to turnover intentions. Distributive justice was also found to have a strong impact on procedural justice. Procedural justice had a direct positive influence on job satisfaction. However, procedural justice was negatively related to organizational commitment, and was positively associated with turnover intentions. Thus, distributive justice played a more vital role in employees' work-related outcomes than did procedural justice. This study also indicated empirical evidence of the impact of interpersonal working relationships on employees' justice perceptions. That is, the quality of interpersonal working relationships promoted employees' perceptions of fairness. Therefore, both distributive and procedural justice played a vital mediating role in the relationships among LMX, and job satisfaction, organizational commitment, and turnover intentions. This study provides guidelines to help managers better understand how to reduce employee turnover, increase job satisfaction and organizational commitment, and make better decisions about outcomes and procedures for their employees. / Ph. D.

Approximately 70% of change initiatives fail to achieve the anticipated outcomes, and resistance to change is continuously cited in the literature as 1 of the most common reasons for change failure. Researchers know that emotions play a role in change but do not know how emotional intelligence affects the relationship between leader-member exchange and reactions to change. Grounded in Oreg's multidimensional resistance-to-change model, leader-member exchange theory, and emotional intelligence theory, the purpose of this study was to narrow the gap in knowledge of how emotional intelligence influences the relationship between leader-member exchange and resistance to change. A correlational, cross-sectional design was employed with a nonpurposeful sample of 349 research administrators, and data analysis was completed through hierarchical multiple regression and the Hayes PROCESS macro. Significant negative correlations were found between (a) leader-member exchange and resistance to change and (b) emotional intelligence and resistance to change. Emotional intelligence was not found to have an expected moderating effect on the relationship between leader-member exchange and resistance to change. The findings indicated that employees are less likely to resist change when they perceive a higher quality relationship with their supervisor and have a higher level of emotional intelligence. The results of this study can be used to inform organizational leaders of the need to incorporate training on building high-quality relationships and emotional intelligence in change management programs, thereby increasing the likelihood of achieving the organizational goals intended by the change.