Book Summary: This handbook synthesizes and analyzes the growing knowledge base on life course health development (LCHD) from the prenatal period through emerging adulthood, with implications for clinical practice and public health. It presents LCHD as an innovative field with a sound theoretical framework for understanding wellness and disease from a lifespan perspective, replacing previous medical, biopsychosocial, and early genomic models of health. Interdisciplinary chapters discuss major health concerns (diabetes, obesity), important less-studied conditions (hearing, kidney health), and large-scale issues (nutrition, adversity) from a lifespan viewpoint. In addition, chapters address methodological approaches and challenges by analyzing existing measures, studies, and surveys. The book concludes with the editors’ research agenda that proposes priorities for future LCHD research and its application to health care practice and health policy. Topics featured in the Handbook include: The prenatal period and its effect on child obesity and metabolic outcomes. Pregnancy complications and their effect on women’s cardiovascular health. A multi-level approach for obesity prevention in children. Application of the LCHD framework to autism spectrum disorder. Socioeconomic disadvantage and its influence on health development across the lifespan. The importance of nutrition to optimal health development across the lifespan. The Handbook of Life Course Health Development is a must-have resource for researchers, clinicians/professionals, and graduate students in developmental psychology/science; maternal and child health; social work; health economics; educational policy and politics; and medical law as well as many interrelated subdisciplines in psychology, medicine, public health, mental health, education, social welfare, economics, sociology, and law.

Thesis(M.Sc)--University of Limpopo, 2010. / Bush tea (Athrixia phylicoides DC.) has received interest as another indigenous South African herbal tea with potential for commercialization. The success of commercialization of bush tea hinges on maintenance or enhancement of quality of bush tea as a herbal beverage. Herbal tea quality is one of the critical factors in commercialization that would determine the price of tea for local sale and export. A research was conducted to determine chemical profiles of bush tea at different phenological stages and as influenced by pruning and application of growth regulators. A trial to determine the quality of tea harvested at various phenological stages (namely new growth, older growth and whole plants) from wild and cultivated bush tea was conducted. This was to help determine the best phenological stage to harvest bush tea of best quality. In cultivated bush tea, harvested new growth or as whole plants proved to be of higher quality owing to their higher polyphenol and tannin attributes respectively. In wild bush tea, both new and older growth proved to be of good quality owing to the higher total polyphenol content and higher total antioxidants, respectively. A trial to determine the effect of pruning at different heights on growth and quality of bush tea was also conducted. Pruning of bush tea largely led to yield reduction. Unpruned tea plants remained the tallest plants, with higher number of branches, bigger leaf area and a larger biomass than apically, middle and base pruned bush tea plants. Pruning at different heights also proved to have little or no effect on quality of bush tea. While only total polyphenols remained higher in unpruned tea plants, no significant differences were observed in tannin and total antioxidant content in unpruned, apically, middle and base pruned tea plants. A third trial was conducted to investigate the effects of gibberellins on sprouting and quality of bush tea. The trial results showed that gibberellin application had a iv favourable effect on growth of bush tea, with application of 3% and 4% yielding the highest growth. The results also indicated a declining total polyphenol and antioxidant content with increasing gibberellin application rate, while tannins peaked at 2% application rate.

Thesis (M.A. Agricultural Administration (Pasture Science)) -- University of Limpopo, 2014 / In the summer rainfall areas of South Africa small scale farmers, as well as commercial farmers experience low animal production due to a lack of good quality roughage. The nutritional value of the rangeland cannot maintain livestock during autumn and winter. Producing winter fodder could be expensive and literature showed that planting fodder radish and turnip might be a cheap relative option (not in sweet veld). Winter supplementation contributes largely to high input costs in livestock production, which can make this enterprise uneconomically. For this reason alternative winter feeding strategies should be investigated, like the use of Brassica and Raphanus species for feed supply, of high quality, in winter. Two Localities [Syferkuil, (University of Limpopo’s experimental farm (Limpopo) and Dewageningsdrift, (Hygrotech Experimental farm (Gauteng)] were used for this research project. On the two localities three different factors were tested:  Three planting dates (February, March and April)  Three cultivars (Nooitgedacht fodder radish, Forage star turnip (not on Syferkuil) and Mammoth purple top turnip)  Three cutting frequencies (first cut10 weeks after planting + regrowth; first cut 14 weeks after planting + regrowth and 18 weeks after planting, no regrowth). Samples (for dry matter production and nutritional value analysis) were collected at both localities as per cutting frequency treatments during the 2007 growing season. The samples were used to evaluate the influence of the mentioned treatments on total dry matter production, nutritional value, leaf production and tuber production of the three cultivars. At Syferkuil the DM production Nooitgedacht fodder radish was higher (5.23 to 5.9 t/ha) than that of Mammoth purple top turnip (3.24 t/ha) when planted in February. The same trend was seen during the March planting date (4.7 t/ha and 3.6 t/ha respectively for 18 W treatment). During the April planting date the highest production was higher (5.07 t/ha and 5.13 t/ha respectively) than that of the March iv planting date. The 10 Weeks + Re-growth cutting treatment resulted in general in the lowest production. At Dewageningsdrift (Gauteng) Nooitgedacht fodder radish produced the highest of all three cultivars at the 18 Weeks treatment, with the highest when planted in March (7.67 t/ha), 5.5 t/ha when planted in April and 5.3 t/ha when planted in February. For the rest of the treatments the DM production of Nooitgedacht varied between 2.9 t/ha and 4.6 t/ha. The highest DM production of Forage star turnip was 3.01 t/ha (10 W+R, February planting date), 1.35 t/ha (14 Weeks + Re-growth, March planting date) and 2.34 t/ha (18 Weeks, April planting date). The highest DM production of Forage star turnip was 2.96 t/ha (18 Weeks, February planting date), 2.59 t/ha (14 Weeks + Re-growth, March planting date) and 4.1 t/ha (18 Weeks, April planting date). An estimation of the grazing/feeding potential of the different cultivars, at different planting dates and defoliation/cutting treatments, was calculated by using the leave and tuber production (variable criteria) from each treatment. The period from the initial cut to the last regrowth cut was a second variable criterion that was used. The third criterion (non-variable) was the standard norm that the daily intake of a matured livestock unit (MLU) of 450 kg is 10 kg. According to the results the following example of a combination of treatments can be used to maintain ± 10 MLU/ha for the longest period in the winter in Limpopo: Plant 1.1 ha Nooigedacht radish in February, utilize from ± 27 April to 22 June, Plant 2.4 ha Nooigedacht radish in April, utilize from ± 22 June to 27 August, Plant 0.9 ha Mammoth purple top in April, utilize from ± 20 August to 3 Oct According to the results the following example of a combination of treatments can be used to maintain ± 10 MLU/ha for the longest period in the winter in Gauteng: Plant 2.1 ha Forage star turnip in February, utilize from ± 12 April to 13 June, Plant 1.7 ha Mammoth purple top in February, utilize from ± 7 June to 28 July, Plant 1.5 ha Forage star turnip in April, utilize from ± 18 July to 29 August, Plant 2.1 ha Forage star turnip in April, utilize from ± 17 August to 4 Oct.

<p>Small and medium enterprises play an important role in the development of a country. </p><p>The growth of SMEs is also important for the world economy which has been widely </p><p>discussed in recent years. Although the growth of small firm is a well known topic in </p><p>theoretical research, still there are some research gaps that need to be filled. There is </p><p>no single multidimensional theory which would embrace all possible approaches; </p><p>most studies on SMEs’ growth examine the growth factors one by one. (Wasilczuk, </p><p>2000) Nor is there any single theory that can adequately explain small business </p><p>growth due to the heterogeneity of SMEs. Moreover, growth itself is difficult to </p><p>measure, and can be measured either objectively or subjectively. (Delmar, 1996) </p><p>Therefore, this study incorporates the resource-based view, as well as the </p><p>consideration of SMEs’ fives stages model to examine the growth factor of SMEs. </p><p>The resource-based view provides a unified approach in the conceptualization of the </p><p>resource analysis in the small firm. The five stages model shows the position of SMEs </p><p>current growth stage. By analyzing SMEs’ key resources (tangible and intangible </p><p>resources), indentifying their growth stages, SMEs can find out the critical resources </p><p>which influence their business growth. </p><p>As a conclusion, the study finds that each resource has its importance in different </p><p>stages. Tangible resources, such as cash and physical resources are critical in the </p><p>start-up firms, while intangible resources are prioritized in the success and resource </p><p>maturity stages. In order to gain the competitive advantages, SMEs should fully </p><p>develop the unique and inimitable resources such as the brand, technology, culture </p><p>and reputations.</p>

Small and medium enterprises play an important role in the development of a country. The growth of SMEs is also important for the world economy which has been widely discussed in recent years. Although the growth of small firm is a well known topic in theoretical research, still there are some research gaps that need to be filled. There is no single multidimensional theory which would embrace all possible approaches; most studies on SMEs’ growth examine the growth factors one by one. (Wasilczuk, 2000) Nor is there any single theory that can adequately explain small business growth due to the heterogeneity of SMEs. Moreover, growth itself is difficult to measure, and can be measured either objectively or subjectively. (Delmar, 1996) Therefore, this study incorporates the resource-based view, as well as the consideration of SMEs’ fives stages model to examine the growth factor of SMEs. The resource-based view provides a unified approach in the conceptualization of the resource analysis in the small firm. The five stages model shows the position of SMEs current growth stage. By analyzing SMEs’ key resources (tangible and intangible resources), indentifying their growth stages, SMEs can find out the critical resources which influence their business growth. As a conclusion, the study finds that each resource has its importance in different stages. Tangible resources, such as cash and physical resources are critical in the start-up firms, while intangible resources are prioritized in the success and resource maturity stages. In order to gain the competitive advantages, SMEs should fully develop the unique and inimitable resources such as the brand, technology, culture and reputations.

In order to assist people in making positive changes of problematic behaviour it is necessary to examine how people change and what factors influence the process. Criminal offenders represent a group of individuals who often have difficulty desisting from problematic behaviour and continue to engage in illegal activity. Offenders in provincial correctional institutions were administered questionnaires to determine stage of change and processes utilized as outlined in the Transtheoretical Model (TTM) of change (Prochaska & DiClemente, 1984). Additionally, offenders were asked about their visions of the future using the Possible Selves (PSs) Model (Markus & Nurius, 1986). Taken together, this study looked at the contribution of the PSs Model to our understanding of the TTM, which has been criticized in recent years as lacking therapeutic significance for treatment providers as they guide individuals through the change process. More specifically, this study compares chronic criminals with first time offenders on psychological variables such as readiness for change, vision of possible selves, and hope for the future, as well as on legal variables such as risk for recidivism and institutional behaviour. The results indicate that most offenders acknowledged their behaviour as problematic and some even reported they were actively taking steps to change; however, chronic offenders admitted having less hope than first time offenders. Interestingly, both groups rated similarly on the dimensions of PSs. The outcomes would suggest that research efforts to incorporate other complimentary theories of change into the TTM, like the PSs model, may be helpful for understanding the process of change. While it seems these models may not be useful for predicting institutional behaviour, the data perhaps demonstrates the complexity of criminal behaviour and speaks to the necessity of further research in this population.

The purpose of this study was to utilize the graded unfolding model (GUM) (Roberts, 1995; Roberts & Laughlin, 1996) to examine the interaction between the stages of change (SOC) and the processes of change (POC) for smoking cessation (SC). Although an abundance of research has examined the transtheoretical model (TTM) and SC, the POC remains one of the least investigated dimensions of the TTM. Only one study has applied an item response theory model, the GUM, to the examination of the SOC and POC (Noel, 1999). This study attempted to replicate and extend the findings of Noel (1999) and provides additional external validity evidence for the SOC and the POC for SC.<p>The TTM posits that people undergoing change will use different processes and strategies as they proceed through the SOC and that each POC appears to reach peak use at different stages. Thus, the POC appear to follow an inverse-U-shaped pattern (Noel, 1999).<p>Responses to the SOC and 40-item POC for SC were collected from young adults. Analysis of the data using the GGUM (Roberts, 2000) demonstrated the applicability of the GUM and provides additional external validity of the POC for SC. More specifically, six POC were ordered as expected according to results of longitudinal studies. Four POC were found to be out of order, however, this could be due to sample characteristics or reduced validity of items (due to smoking law changes, some items may no longer be valid). Helping Relationships and Stimulus Control appeared together out of order. This finding replicates Noel (1999) and further research is needed to examine the ordering of these POC. The GUM was also found to fit the POC data better than other item response theory models.

Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background. The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research. The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development. Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.

The purpose of this study was to utilize the graded unfolding model (GUM) (Roberts, 1995; Roberts & Laughlin, 1996) to examine the interaction between the stages of change (SOC) and the processes of change (POC) for smoking cessation (SC). Although an abundance of research has examined the transtheoretical model (TTM) and SC, the POC remains one of the least investigated dimensions of the TTM. Only one study has applied an item response theory model, the GUM, to the examination of the SOC and POC (Noel, 1999). This study attempted to replicate and extend the findings of Noel (1999) and provides additional external validity evidence for the SOC and the POC for SC.<p>The TTM posits that people undergoing change will use different processes and strategies as they proceed through the SOC and that each POC appears to reach peak use at different stages. Thus, the POC appear to follow an inverse-U-shaped pattern (Noel, 1999).<p>Responses to the SOC and 40-item POC for SC were collected from young adults. Analysis of the data using the GGUM (Roberts, 2000) demonstrated the applicability of the GUM and provides additional external validity of the POC for SC. More specifically, six POC were ordered as expected according to results of longitudinal studies. Four POC were found to be out of order, however, this could be due to sample characteristics or reduced validity of items (due to smoking law changes, some items may no longer be valid). Helping Relationships and Stimulus Control appeared together out of order. This finding replicates Noel (1999) and further research is needed to examine the ordering of these POC. The GUM was also found to fit the POC data better than other item response theory models.

Mid-level administrators comprise the largest group of administrative professionals on college campuses today. These professionals affect the daily lives of students and contribute significantly to the overall coordination of institutional resources and activities. Despite the importance of their role in administering programs, services, and other functions central to the mission of the university, little research has been conducted examining the issues that impact their motivation and job performance. The purpose of this qualitative case study was to increase understanding of the factors affecting work motivation of mid-level student affairs administrators through the identification of motivational determinants and an exploration of whether these determinants differed based on the career stage of the mid-level administrator. This study used Vroom’s theory of work motivation, specifically valence, instrumentality, and expectancy, to determine the factors motivating mid-level student affairs administrators to perform in their work roles. Ten mid-level student affairs administrators at a large, public, Hispanic-serving institution were interviewed. Findings suggest that mid-level student affairs administrators are motivated by the opportunity to serve students and influence the development of their subordinate staff. Participants cited internal drives, such as work ethic and a need for achievement, and external factors, such as opportunities to engage in their own professional development, recognition, and pay, as motivators. Some participants maintained that the culture of the institution had an impact on their motivation to perform. Individually and collectively, these motivational determinants influenced the effort and performance of these mid-level administrators in their work roles. Overall, the participants reported that they enjoyed their work and felt rewarded for their efforts in their work roles. Findings suggest that important differences in motivational determinants as a function of career stage are negligible. Implications and recommendations to implement initiatives to promote and support the identified motivational factors are discussed.