Understanding of the processes of sediment transfer within, and from, glaciated catchments is of fundamental importance in order to establish rates of sediment transfer and resultant landscape evolution. Rates of glacio-fluvial sediment transfer are strongly controlled by glacier meltwater runoff and the availability of sediments for entrainment. However, it is becoming apparent that recently deglaciated forefields can modify the patterns of suspended sediment transfer. Glacier shrinkage exposes areas of unstable glacigenic sediments that can be subject to reworking and redistribution, and, as these environments become ice-free, heightened levels of geomorphological activity (so-called 'paraglacial' activity) are also likely to have a significant impact on both sediment and water yields from deglaciating catchments. Consequently, questions are raised as to the impacts of deglaciation upon contemporary and future rates of suspended sediment transfer, and the resultant fluvial sediments loads and rates of landscape adjustment. Therefore, the aim of this research was to present an integrated study of how sediment transfer in a glaciated catchment functions during, and is responding to, deglaciation. A variety of techniques were employed to examine the hydrological functioning of an Alpine glacier, the Feegletscher Nord, Switzerland, and the resultant temporal and spatial patterns of sediment transfer in light of catchment hydrology, ablation processes and forefield geomorphology. Data was collected over two field campaigns in 2010 and 2012 to capture the inputs, throughputs and outputs of meltwater and sediment. This research found that patterns of sediment transfer were modified within the proglacial zone, reinforcing previous findings that the location of proglacial monitoring is important in determining the observed patterns of sediment transfer. These patterns of sediment transfer were attributed to variations in forefield sediment availability, which appeared to demonstrate marked spatial variability. This variability was hypothesised to be influenced by the geomorphological characteristics of the forefield, including rock fall debris that appeared to limit sediment availability, and glacigenic sediment deposits that enhanced the availability of in-channel and channel-marginal sediments. These findings suggest that the investigation of rates of sediment transfer and paraglacial sedimentation may be complicated in catchments that have experienced complex geomorphological responses to deglaciation. In addition, the investigation of sediment transfer processes and the development of a glacier runoff model enabled the exploration of future suspended sediment loads with progressive deglaciation and a changing climate. Suspended sediment loads were predicted to experience rapid declines until the end of the 21st Century due to reductions in meltwater runoff as glacier extent is reduced. However, it is suggested that uncertainties in future sediment availability limit the usefulness of such forecasts. Consequently, this research highlights how the understanding of both sedimentary and hydrological processes in glaciated catchments may be enhanced by consideration of the changes that can occur in these environments associated with glacier shrinkage and a changing climate.

While prior studies on ERP implementation have largely focused on the importance of best practices, this paper examines the impact of knowledge transfer climate and the competence of the players (i.e., the implementing firm and the consultant team). The model divides factors that influence the result of knowledge transfer during ERP implementation into three categories: those implemented by the firm, those implemented by the consultant, and those related to the impact of the knowledge transfer climate. Competence factors from the first two aspects facilitate the building of a better knowledge transfer climate. Survey results from 101 respondents were subjected to multivariate analysis. The significance of player competence factors is verified, and an understanding of the role that the knowledge transfer climate plays in the knowledge transfer process and the impact on the transfer process is developed. This paper provides a broader, richer model of knowledge transfer networks to promote insight into successful ERP implementation. In practice, the key to effective knowledge transfer is the establishment a positive knowledge transfer climate. To achieve a successful ERP implementation, practitioners should focus on possessing robust competences with ERP implementation partners. Additional research may help ERP implementation project teams more effectively promote knowledge transfer in a wider range of conditions with greater confidence and precision.

A supportive work climate is critical for successful transfer of learning. Influences in the work environment affect the trainee's ability to apply new skills to the job. The supervisor can be a significant figure in the trainee's perception of a supportive transfer climate. Little is known of the effect of supervisor participation in the training on transfer climate. The purpose of this study was to identify differences in trainee and supervisor self-perceptions of the factors affecting transfer climate. Additionally, this study examined the effects of supervisor participation in the training program on perceptions of transfer climate. The participants in this study were trainees in a union-sponsored instructor training program and their supervisors. The study found perception gaps between the overall perception of transfer climate and supervisor support. The level of supervisor participation in the training program was not to be a factor in the differences between the trainee and supervisor perceptions. No statistically significant difference exists in the perception of other transfer climate factors: supervisor sanctions, peer support, resistance/openness to change, and feedback/performance coaching. In addition, the study found that supervisor participation in the training made little difference in the perceptions of transfer climate by supervisors and trainees. Studies comparing trainee and supervisor perceptions of transfer climate and the effect of supervisor participation in the training on these perceptions are needed from other organizations before extensive generalizations can be made.

Bakgrund: Personalen är ett företags viktigaste resurs och tillgång sägs det ofta i företagsekonomiska diskussioner. Att kunskapsutveckla medarbetare och därmed kunskapsförsörja en organisation är av stor vikt av olika anledningar. Exempelvis är kunskapsutveckling avgörande för att en organisation ska förbli legitim på respektive marknad, att förbli en attraktiv arbetsgivare samt att förse medarbetare med kunskap för att undvika onödiga kostnader. Effekterna av kunskapsutvecklande insatser från organisatoriskt perspektiv är att dessa förmodligen skall ha en viss påverkan på organisationens framgång och resultat. Att studera hur mycket av dessa kunskapsutvecklande insatser som faktiskt kommer företagen till gagn är relevant och av vikt för flertalet intressenter då det är mycket resurskrävande för organisationerna som möjliggör dessa insatser. Syfte och metod: Syftet med studien är att bidra till att öka kunskapen om vilka organisatoriska faktorer som påverkar överföringen av kunskap från utbildningar till den utbildades arbetsmiljö. Studien har använt en kvalitativ metod för att besvara frågeställningen. Vid insamling till empiri genomfördes tio semistrukturerade intervjuer. Teori: Den teori som legat till grund för studien är transformationsprocessen och mer specifikt Grossman och Salas (2011) modell. Resultat och slutsats: Kunskapen om hur organisationen bäst utformar de organisatoriska faktorerna för att underlätta för kunskapsöverföring från lärmiljö till arbetsmiljö är svår att kommunicera internt. Medvetenheten inom organisationen om hur faktorerna påverkar överföring av kunskap existerar på övergripande nivå, dock visar resultatet att det finns en skillnad mellan hur organisationen arbetar och hur densamma ämnar arbeta.