This study presents a conceptual design process for one-way reinforced concrete slabs cast over Textile Reinforced Concrete (TRC) Stay-in-Place (SiP) formwork elements, aiming at the minimization of the composite slab cost satisfying Ultimate Limit State (ULS) and Serviceability Limit State (SLS) design criteria. The thin-walled TRC element is considered to participate in the structural behaviour of the composite slab. This distinct function of the TRC element (as formwork and as a part of a composite element) distinguishes the design procedure into two States: a Temporary and a Permanent one. Design parameters such as the type of the textile reinforcement (material), the geometry of the TRC cross-section, the flexural strength of the fine-grained concrete in the TRC element and the compressive strength of the cast in-situ concrete are considered as the main optimization variables.

Syftet med studien var att undersöka om arbetsgivarens attraktivitet, utifrån fem dimensioner, kunde predicera medarbetarens vilja att stanna kvar inom organisationen samt eventuella skillnader mellan mäns och kvinnors uppfattning om sin arbetsgivares attraktivitet. En enkät skickades ut till en organisation inom tillverkningsindustrin och totalt medverkade 69 deltagare. Mätinstrument som användes var Employer Attractiveness Scale (EmpAt-Scale) och Copenhagen Psychosocial Questionnaire (COPSOQ III), vilka mätte arbetsgivarattraktivitet samt medarbetarens intention att söka sig till annan arbetsgivare. Employer attractiveness-dimensionen utvecklingsvärde, kunde signifikant predicera viljan att stanna kvar hos organisationen, det vill säga att ju högre grad av upplevt utvecklingsvärde desto starkare vilja att stanna kvar inom organisationen. Resterande fyra dimensioner kunde inte signifikant predicera viljan att stanna kvar inom organisationen. Resultatet påvisade att kvinnor hade ett högre skattat värde beträffande intresse för arbetsgivaren, ekonomiskt- och utvecklingsvärde, vilket indikerar att kvinnorna uppfattar sin arbetsgivare som mer attraktiv gällande föreliggande dimensioner. / The purpose of the study was to quantitatively investigate if employer attractiveness, based on five dimensions, could predict the employee's intention to stay in the organization and if men and women perceived the attractiveness of their employer differently. A survey was sent out an organization in the manufacturing industry and a total of 69 respondents participated. Measuring instruments that were used in the survey was Employer Attractiveness Scale (EmpAt-Scale) and Copenhagen Psychosocial Questionnaire (COPSOQ III), which examined the employer attractiveness and intention to stay at the organization. One of the Employer Attractiveness-dimensions, development value, could significantly predict the intention to stay in the organization, which means the higher extent of perceived development value, the stronger the will to stay in the organization. The remaining dimensions could not significantly predict the intention to stay. The results indicated that women had a higher scored value regarding interest value, economic value and development value, which signify that women find their employer as more attractive in these values.

Purpose: The purpose of this thesis is to explain how individual and strategic firm-level factors, through well-being as a mediating factor, make audit employees more prone to stay within the profession as well as to provide a more holistic picture of why they stay.   Methodology: The study is built upon a positivistic standpoint with a deductive approach using a quantitative method where a survey was sent out to Swedish audit employees with at least three years of experience within the profession. The data collected were analyzed by a Harman single factor test, Spearman correlation matrix, and multiple regression analysis.   Findings: The findings show that stress resilience, mentorship quality, career opportunities, and commercialization are positively related to the employee’s willingness to stay and are fully mediated through their subjective well-being. Further, the findings show that the individual expectation gap affects the willingness to stay directly and is only partly mediated through the individuals’ subjective well-being.  Theoretical perspectives: The profession theory, person-organization fit theory, and motivational theory were applied to explain the variables and the willingness to stay.

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Youth who are placed in the Multidimensional Treatment Foster Care (MTFC) program come from families with multiple risk factors. The MTFC program is based on social learning theory, which posits that youth learn from modeling those in their environment. It is unclear whether motivation for social learning decreases over time. Past research has indicated that there is an efficacious time period for treatment in the MTFC program (6 to 9 months). The purpose of this quantitative study was to examine the behavior effects of remaining in treatment foster care for an extended length of time. This was measured through pre- and posttreatment scores on the Children's Functional Assessment Rating Scale (CFARS) and specific negative behaviors tracked through the Foster Parent Daily Report. Archival data were used for a sample of 34 youth placed in an MTFC program in a northwestern state. The repeated measures ANOVA results demonstrated increased scores on the CFARS from intake to exit date. Regression analysis indicated that the behaviors of arguing and defiance were observed at higher instances for youth in the MTFC program longer than 6 to 9 months. There were no significant findings related to the behavior of destructiveness/vandalism and the length of stay. The implications for social change include social workers being able to move youth out of MTFC sooner. Also, if behaviors are targeted and treated successfully as youth, then there is a decreased likelihood of the youth having negative and criminal behavior as adults.

Background: The full-time nurse faculty shortage has resulted in nursing programs employing adjunct nursing faculty heavily into the clinical teaching component to fill the gap. Many adjunct faculty members continue to teach semester after semester; however, there is a lack of evidence to support the predictive factors that facilitate intent to stay teaching. Purpose: The purpose of this study was to better understand predictors of intent to stay teaching for associate degree (AD) adjunct clinical nurse faculty. Theoretical Framework: Frederick Herzberg’s two-factor motivator-hygiene theory (1959) was utilized as a foundation to explore the factors that impact intent to stay teaching. Methods: Adjunct clinical nurse faculty employed in associate degree nursing programs during the 2015 calendar year were invited to participate in this study. Participants were surveyed utilizing the Job Satisfaction Survey, the Nurse Educators’ Intent to Stay in Academe Scale, and demographic questionnaire via SurveyMonkey Web site. Results: Regression analysis indicated statistically significant relationships between job satisfaction, motivator, and hygiene factors with intent to stay score. In addition, faculty who had full-time employment outside of the adjunct position were found to have lower intent to stay scores compared to those working part time or not at all. Conclusions: Enhancement of adjunct clinical faculty members’ job satisfaction, motivator, and hygiene factors is necessary to retain this qualified group of educators. Improvement of intent to stay in the role can improve teaching and reduce costs at similar institutions of higher learning.

The aim of this study is to investigate employees in knowledge-intensive organizations' intentions to stay in their workplace and to see if organizational culture and internal marketing activities have an effect to reduce voluntary staff turnover.There are several factors which affect employees' intentions to leave or stay in their current work position. The result of this study shows initially that there needs to be some form of agreement between the employee's and the employer's values, needs or vision of the future. Factors that may make an employee in a knowledge-intensive organization want to leave might be that the individual does not feel safe, does not have trust or confidence in their leader or colleagues. It can also be due to the individual not feeling that he or she is growing in his or her job role, has career opportunities or that he or she feels locked in and controlled in their tasks. Internal marketing activities and organizational culture are two factors that knowledge-intensive organizations can work with to become a more attractive employer and reduce voluntary staff turnover. Internal marketing activities are an initiative that in this study proved to have a positive effect on employee well-being, motivation, commitment and loyalty to the organization. Knowledge-intensive organizations that work with initiatives to promote internal marketing activities and organizational culture create good conditions for their staff to thrive better, get an attractive employer brand and lower involuntary staff turnover. In conclusion, it was found in this study that transformative leaders have the leadership qualities that are described as most desirable and sought after in knowledge-intensive organizations.

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No description available.

Abstract:Aims: Due to large inconsistencies in previous studies, it remains unclear how alcohol use is related to health care utilization. The aim of this study was to examine associations between alcohol drinking status with utilization of outpatient and inpatient health care services in Germany. Methodology: Survey data of the GEDA 2014/2015-EHIS study with n = 23,561 German adults were analyzed (response rate: 27 %). Respondents were categorized as lifetime abstainers, former drinkers, and non-weekly drinkers, as well as weekly low-risk drinkers and risky drinkers. Outpatient services included GP, specialist, and hospital visits; inpatient services included hospital overnight stays in the last 12 months. For both settings, binary logistic regression models were applied, adjusted for possible confounders. Results: For specialist visits, elevated odds were found among former drinkers (odds ratio (OR) = 1.93, 95 % confidence interval (95 % CI) = 1.50-2.49), non-weekly drinkers (OR = 1.24, 95 % CI = 1.05-1.47), weekly low-risk drinkers (OR = 1.39, 95 % CI = 1.17-1.67), and risky drinkers (OR = 1.28, 95 % CI = 1.04-1.57) compared to lifetime abstainers. In contrast, lower odds for inpatient service use were found among non-weekly drinkers (OR = 0.76, 95 % CI = 0.62-0.93), low-risk drinkers (OR = 0.66, 95 % CI = 0.53-0.81), and risky drinkers (OR = 0.65, 95 % CI = 0.51-0.84). No differences were observed for GP and outpatient hospital visits. Conclusions: While the increased odds of consulting a specialist are consistent with higher health care needs among former and current drinkers, the lower use of inpatient care among current drinkers is contrary to known health risks associated with alcohol consumption and evidence from hospitalized populations. The findings also highlight the need to differentiate between lifetime abstainers and former drinkers in their use of health services.