Search

Let K v (3) = (V , E) be the complete 3-uniform hypergraph, where the vertex set is V = { x 1 , x 2 , ⋯ , x v } , in which the edge set E is of all triples. Let S T denote the special tetrahedron with four edges, where each edge contains three vertices of degree 2. In this paper, we consider the decomposition and packing of a complete 3-uniform hypergraph of an λ - fold special tetrahedron. Firstly, the necessary conditions for the existence of the λ - fold S T - decomposition are discussed in four distinct cases. Secondly, according to the recursive constructions, the required designs of small orders are found. For hypergraphs with large orders, they can be recursively generated using some designs of small orders. Then, it is proven that the above necessary conditions are sufficient. Finally, we prove that a maximum S T - packing of a complete 3-uniform hypergraph K v (3) exists for all v ≥ 6 and λ ≥ 1 . [ABSTRACT FROM AUTHOR]

Early pregnancy loss, defined as pregnancy loss prior to 20 weeks’ gestation, occurs in about one in five pregnancies. Although there has been research on women’s experiences of healthcare and social support following miscarriage, research into workplace support is relatively limited. In this study, we explored women’s experiences of returning to work following early pregnancy loss, drawing on data from semi-structured interviews with 13 Australian women. Thematic analysis generated three main themes: returning to work too soon, decisions about disclosure and the importance of a flexible workplace. Findings revealed that return to work can be a difficult process to navigate, with many reporting feeling pressured to return to work. While disclosure of their miscarriage enabled women to feel supported by their colleagues and connect to those with a similar experience, they often found disclosure challenging. Flexibility with leave, return-to-work arrangements and role adjustments were highly valued and helped women return to work. Findings revealed that workplace context and culture were important in the extent to which women felt supported by their workplace. This suggests that there may be a need for structural workplace changes to improve women's experiences of returning to work following early pregnancy loss. [ABSTRACT FROM AUTHOR]

Security in Dynamic Groups is an open research problem in Mobile Adhoc Networks (MANETs) as users join/leave a group with insecure open wireless networks. To avoid information leakage in multicast communication during group dynamics, forward secrecy, and backward secrecy primitives to be ensured. In this context, a proper and secure group key is to be derived and updated whenever users join or leave the group. An efficient, simple, and secure symmetric multicast group encryption mechanism for group-oriented communications in MANETs is proposed and implemented with the derived group key. In this paper, the encryption mechanism for the “Multicast Symmetric Secret Key Management Scheme (MC-SSKMS)” is illustrated. This protocol provides O(1) computational overhead which is less than the other existing approaches and the results for both join and leave events are provided. [ABSTRACT FROM AUTHOR]

Let Kv(3)=(V,E) be the complete 3-uniform hypergraph, where the vertex set is V={x1,x2,⋯,xv}, in which the edge set E is of all triples. Let ST denote the special tetrahedron with four edges, where each edge contains three vertices of degree 2. In this paper, we consider the decomposition and packing of a complete 3-uniform hypergraph of an λ-fold special tetrahedron. Firstly, the necessary conditions for the existence of the λ-fold ST-decomposition are discussed in four distinct cases. Secondly, according to the recursive constructions, the required designs of small orders are found. For hypergraphs with large orders, they can be recursively generated using some designs of small orders. Then, it is proven that the above necessary conditions are sufficient. Finally, we prove that a maximum ST-packing of a complete 3-uniform hypergraph Kv(3) exists for all v≥6 and λ≥1.

The study examined the effects of a one-time foliar spray of methyl jasmonate (50 µM) on three rice varieties (MR219, MR219–4, and MR219–9) after 40 days planted on topsoil and saline soil (electrical conductivity EC at 10 ds/m). After 20 days of treatment, plant height and fatty acid profile in the top leaves and fabulous roots of each group were analysed. The results showed that MeJA and saline soil treatments had a significant effect on the height of the rice plants. The total oil content in the leaves varied amongst the rice varieties but did not significantly differ between MeJA-treated plants and those planted in saline soil. The total oil content in the roots of MR219–9 increased when treated with MeJA or saline soil individually. The fatty acid composition varied amongst the rice varieties and was influenced by soil conditions and MeJA treatment. The leaves contained a higher number of fatty acid species compared to the roots. Palmitic acid is the major saturated fatty acid in the leaves and roots of the three rice varieties. Other fatty acid species varied amongst the varieties, plant parts, and treatments. The results provide insights into the response of different rice varieties to MeJA and saline soil conditions. Exogenous MeJA might have influenced physiological and biochemical processes in the plants, helping them cope with salt stress to some extent. Further research would be needed to understand the mechanisms behind this interaction between MeJA and salinity in rice plant height.

The vote to leave the European Union in 2016 and the political crisis that followed offer obvious subjects for the political historian. Yet, the study of Brexit raises serious challenges for academic writing, concerning method, the political preferences of the historian and the implication of history as a discipline in the European debate. This article explores some of the dilemmas and opportunities confronting the historian of Brexit, focussing, in particular, on the challenges to be addressed, the utility of conventional political methods and the insights that might be drawn from allied fields. It argues for a greater emphasis on the imaginative resources on which the different campaigns could draw, urging greater attention to conventional wisdoms, languages of class, collective memory and the forging of cultural or exceptionalist identities. [ABSTRACT FROM AUTHOR]

Miscarriage, defined in Australia as spontaneous pregnancy loss occurring before 20 weeks gestation, is the most common adverse pregnancy outcome, occurring in up to one in four pregnancies. Given the frequency of miscarriage and increasing participation of women in the Australian workforce, the aim of this study was to describe women's experiences of returning to work, including workplace support, following early pregnancy loss. Six hundred and seven women completed a cross-sectional online survey about their experiences returning to work and the workplace support they received following their miscarriage. The majority (84.7%) of participants reported taking leave of a median(IQR) duration of 7(10) days following their miscarriage. Paid leave (sick or annual leave) was the most common type of leave taken, with most (93.3%) respondents indicating that they would take paid bereavement leave if offered. Women's reasons for disclosing or keeping private their miscarriage overlapped, aligning with the themes of managing their return-to-work experience and workplace culture. Most women reported receiving informal support provided by colleagues and managers. Women affected by miscarriage who were surveyed reported wanting formal leave options to be provided by their workplace and further support, including acknowledgement by managers, human resources and colleagues. [ABSTRACT FROM AUTHOR]

The present study was conducted in order to increase the production of some secondary metabolic compounds of Marigold plant Tagetes erecta L.invitro. Secondary metabolic compounds quantitative and qualitative analysis using chromatography device with high performance liquid (HPLC) and compared with the mother plant. In order to increase the production of secondary metabolites, silicon dioxide (SiO2) nanoparticles used with concentrations (con, 50, 100,150,200 mg/l). The results showed that the most concentrations of (SiO2) NPs led to high significant in the most secondary metabolites from leave callus of Tagetes erecta L. [ABSTRACT FROM AUTHOR]

In the current development of the hotel industry, the flow of employees is very frequent, and many hotel managers are keenly aware that the competition for talent has become the focus of modern hotel competition. Attracting and retaining talents is an important part of hotel human resource management, so how to improve employees' job satisfaction and loyalty, cultivate employees' sense of belonging to the company, and continuously enhance employees' centripetal force towards the company? How to improve employees' commitment to the hotel More attention and research have been devoted to issues such as satisfaction and loyalty, and reduction of brain drain. This article combines theory and practice, refers to a large number of relevant domestic and foreign materials and literature, and draws on existing experience and results. Therefore, the hotel industry is selected as the survey of employee satisfaction and loyalty. The research object selected in this study is Nanning Employees of M hotel chains in the city. First, it studies and analyzes the factors that affect employee satisfaction, and comprehensively uses the related theories of employee satisfaction. Then, taking the employees of M Hotel as the survey object, design a set of scales to measure employee satisfaction and loyalty. Through investigation and research, explore The relationship between hotel employee satisfaction and loyalty and influencing factors, and on the basis of empirical research and analysis results, put forward specific countermeasures and suggestions to improve the satisfaction and loyalty of star-rated hotel employees. The results are analyzed using SPSS's reliability and validity analysis, descriptive analysis, difference analysis, correlation analysis, regression analysis and other analytical methods. Finally, it is concluded that the various dimensions of star hotel employee satisfaction and loyalty and their various levels have Significant positive correlation, hotel employee loyalty is directly proportional to employee satisfaction. At the same time, on the basis of this conclusion, suggestions to improve the satisfaction and loyalty of star-rated hotel employees are put forward to provide reference for hotel companies. [ABSTRACT FROM AUTHOR]

The concluding section of the second creation account in Genesis 2 records the creation of man and the institution of marriage. After God created man, he observed the need for man to have a companion. Then, God made woman out of a rib from man. Genesis 2:24 lays bare the prerequisites for a stable marital relationship. It establishes God’s perfect design for marriage. The injunctions expressed in the text are fundamental for a functional husband-wife relationship. The text submits that marriage requires a man’s leaving of his parents in order to create a new family. It teaches that marriage is an inseparable union. This paper employs literary exegetical method to interpret the concepts ‘leave’ and ‘cleave’ and their socio-theological significance in achieving marital stability. In this paper, the terms ‘leave’ and ‘cleave’ are interpreted ‘detachment’ and ‘attachment’ respectively. Although the instruction to ‘leave’ and ‘cleave’ was given to the man, this article submits that both a man and woman should ‘leave’ and ‘cleave’ for a peaceful marital relationship. The act of leaving one’s parents prepares a husband and wife for an independent family union. Husbands and wives are to detach themselves from people and influences which challenge peace in the family. They are to demonstrate oneness in all their affairs as this helps to strengthen the bond between them. This article unequivocally submits that marital bliss is attainable when both parties are committed to observing these basic principles.

This article utilizes role theory to examine UK MPs' conceptions of the roles of the UK and the EU. Employing the House of Commons debates on the notification of withdrawal from the EU in early 2017, or the Brexit bill, this study outlines the multiple roles each actor possesses according to British parliamentarians. Organized according to the positions of whether the politicians supported leave and remain, rather than on how they voted, the findings are organized into role contestations based on three faultlines. The first is a clash between global and regional UK roles revealing identity‐based discord over the post‐Brexit vision of its international relations. The second is popular versus parliamentary invocations of national sovereignty which echo the struggle between pluralist and elite configurations of sovereignty and democracy. The last is whether the EU functions as a materialist realist‐bound power or an ideational norm‐creating power. Related Articles: Cerami, Alfio. 2011. "Social Mechanisms in the Establishment of the European Economic and Monetary Union." Politics & Policy 39(3): 345–72. https://doi.org/10.1111/j.1747‐1346.2011.00294.x. Igwe, Paul Agu, Chinedu Ochinanwata, and Nnamdi O. Madichie. 2021. "The 'Isms' of Regional Integration: What Do Underlying Interstate Preferences Hold for the ECOWAS Union? Politics & Policy 49(2): 280–308. https://doi.org/10.1111/polp.12396. Pompl, Solange, and Sergiu Gherghina. 2019. "Messages and Familiar Faces: Crowdfunding in the 2017 U.K. Electoral Campaign." Politics & Policy 47(3): 436–63. https://doi.org/10.1111/polp.12301. [ABSTRACT FROM AUTHOR]

Attendance in general is the recording of employee attendance and is one aspect of assessment in a company. The purposes of this study are finding out how employees can apply for leave and how to design and build an Android-based attendance system application. Data collection methods that used in this research include observation, interviews and literature study. The system development method that will be used is the System Development Life Cycle (SDLC) model of the Waterfall. With this system, employees and companies will be helped in the problem of absence and leave. The company will get accurate, fast and precise data in decision making.

Unlimited paid time off policies are currently fashionable and widely discussed by HR professionals around the globe. While on the one hand, paid time off is considered a key benefit by employees and unlimited paid time off policies (UPTO) are seen as a major perk which may help in recruiting and retaining talented employees, on the other hand, early adopters reported that employees took less time off than previously, presumably leading to higher burnout rates. In this conceptual review, we discuss the theoretical and empirical evidence regarding the potential effects of UPTO on leave utilization, well-being and performance outcomes. We start out by defining UPTO and placing it in a historical and international perspective. Next, we discuss the key role of leave utilization in translating UPTO into concrete actions. The core of our article constitutes the description of the effects of UPTO and the two pathways through which these effects are assumed to unfold: autonomy need satisfaction and detrimental social processes. We moreover discuss the boundary conditions which facilitate or inhibit the successful utilization of UPTO on individual, team, and organizational level. In reviewing the literature from different fields and integrating existing theories, we arrive at a conceptual model and five propositions, which can guide future research on UPTO. We conclude with a discussion of the theoretical and societal implications of UPTO. [ABSTRACT FROM AUTHOR]

On March 11th 2020, the World Health Organization was forced to declare the novel coronavirus disease a global pandemic after a surge in reported cases of the disease outside China. The disease has adversely affected, inter alia, the economy and healthcare system in several countries including Kenya. To eradicate the pandemic, the Kenyan Government introduced numerous measures designed to control the infection rate which, inter alia, included closing of non-essential businesses and learning centers, restriction of people movements between 7.00pm and 5.00am and implementation of social distancing rules. These measures have compelled several public and private business entities to either shut or scale down their level of operations in order to remain afloat amid the pandemic. The existing Kenyan labour laws neither incorporate provisions on crisis response nor address the issue of employee safety while working from home. This article therefore seeks to delineate the legal implications of the disease on labour relations in Kenya. Besides, it evaluates effectiveness of the existing labour laws in safeguarding employers and employees’ rights to i.e., health, safety, leave and termination amid the pandemic. It will finally propose measures to be undertaken to fix the loopholes in such laws, if any

The game of Scrabble has been successfully tackled by two engines: Quackle and Maven. They attain the state-of-the-art in Computer Scrabble. These engines use simulation techniques and precalculated values to achieve superhuman play. This paper presents a Scrabble-playing engine, Heuri, which achieves world championship standards when playing in Spanish, and a very high level when playing in English and French, without using brute-force approaches.One advantage of Heuri is that its calculations, as opposed to many in Quackle, are not precomputed and instead performed for every turn. Spanish match results of different versions of Heuri against humans and two versions of Quackle are presented in this paper. Results against Quackle, in English and French, are also given. The main goal of this paper is to enrich Computer Scrabble with the description of a Scrabble playing program, Heuri, which is differently designed from earlier ones such as Maven and Quackle. An additional goal is to give Scrabble players an excellent strategy for obtaining championship level in Spanish. [ABSTRACT FROM AUTHOR]

The paper is focused on some problematic aspects of labor law legislation. The author critically evaluates legal regulation and legislative proposals regulation of working hours, leave, termination of employment etc. The author also presents possible solutions. His reflextions is also based on an international comparison.

Understanding of nitrogen stable isotope variation in maize hybrids might help obtaining information on nitrogen absorption and distribution in different maize hybrids. In this study, we examined the nitrogen isotopic composition of different parts of maize hybrids under a laboratory culture experiment. The results showed that the δ15N values of different parts of the maize hybrid and its parents were ordered as follows: δ15Nstem>δ15Nleaf>δ15Nroot. The variation pattern of δ15N between the roots and leaves(Δδ15Nroot-leaf) of the maize hybrid was the same as that of δ15N between the roots and stems (Δδ15Nroot-stem). Therefore, the order of Δδ15Nroot-leaf as well as Δδ15Nroot-stem was as follows: Δδ15Nroot-leaf of the maize hybrid>Δδ15Nroot-leaf of the female parent (T4)>Δδ15Nroot-leaf of the male parent (803) and Δδ15Nroot-stem of the maize hybrid>Δδ15Nroot-stem of the female parent (T4)>Δδ15Nroot-stem of the male parent (803). This order is consistent with heterosis, indicating that differences in δ15N reflect the phenomenon of heterosis. The present study provides data in support of using the isotope technique to determine nitrogen distributions inside a plant and guide crossbreeding. [ABSTRACT FROM AUTHOR]

The Problem: Many organizations are ill-equipped to mitigate the talent management challenges associated with extended leave for military reservists. Today, reservists take more long-term leave from civilian employment than at any point in modern history, due to more frequent and longer periods of active service resulting from persistent conflict. Yet, there is a lack of research on managing the dual careers of military reservists, and limited guidance is available for human resource development (HRD) professionals. The Solution: We propose that opportunity exists in the effective career management of reservists, who receive extensive military training. This article draws on inclusivity research to provide a model for managing the HRD aspects of extended military leave. Rather than focusing on the compliance aspects of military leave, we believe organizations can increase the performance, commitment, and career progression of reservists to better capitalize on the skills and competencies gained through military service. The Stakeholders: This article offers practitioners of HRD and HRM insights into building inclusive organizations for military reservists. Implications may also be of interest to scholars of military psychology, military reservists, and military-connected employees. [ABSTRACT FROM AUTHOR]

From education to working conditions, from income to discrimination, social determinants of health (SDH) shape the majority of health outcomes. Governments are often best positioned to address the major SDH on a population-wide basis. In 2015, governments around the world committed to improving all core SDH when all countries agreed to a set of goals that would improve education, work, income, and equal opportunity, among other areas, in the Sustainable Development Goals (SDGs). Using data from the WORLD Policy Analysis Center, this article highlights how quantitative policy measures can be used to hold governments accountable for their commitments to the SDGs and thus to improve the SDH. Three areas are examined in detail to illustrate this approach to monitoring policy change: ensuring an adequate income, enhancing equal opportunities at work by prohibiting discrimination and sexual harassment, and enabling children and youth to complete their education. [ABSTRACT FROM AUTHOR]

Issues related to the elimination of menstrual leave rights for women workers is one form of modern oppression that often occurs in the work environment. Through menstruation leave, the authority of the body of women workers that they should have is transferred to the hands of the power holders in the work environment. The body is accustomed to be obedient to certain interests. Departing from the assumption that many female workers do not get menstrual leave rights, this study will propose how the implementation of the menstrual leave entitlement regulations at work time in labor law in the Yogyakarta region. The subjects of this study were female workers of working age who worked in the Yogyakarta region. The research method used is a qualitative method with data collection techniques with observation and in-depth interviews. Qualitative data analysis techniques with the stages of data reduction, data presentation and drawing conclusions. This research is expected to be useful as input for the government, employers, and workers in formulating and implementing regulations concerning menstrual leave rights.

Abstract Background This paper investigates gender differences in persistence of intimate partner violence (IPV), for those remaining or leaving an abusive relationship. We followed a sample of males and females to examine whether leaving an abusive partner may alter the continuity of victimization. Methods Data were taken from the 21 and 30-year follow-ups of the Mater Hospital and University of Queensland Study of Pregnancy (MUSP) in Australia. A cohort of 1265 respondents, including 874 females and 391 males, completed a 21-item version of the Composite Abuse Scale. Results We found proportionally similar rates of IPV victimization for males and females at both the 21 and 30 year follow-ups. Females who reported they had an abusive partner at the 21 year follow-up were more likely to subsequently change their partner than did males. Harassment and then emotional abuse appeared to have a stronger association for females leaving a partner. For males, a reported history of IPV was not significantly associated with leaving the partner. There was no significant association between leaving (or not) a previous abusive relationship and later victimization, either for male or female respondents. Conclusion Changing a partner does not interrupt the continuity of victimization either for male or female respondents, and previous IPV victimization remained a determining factor of re-abuse, despite re-partnering.

Commissioning parents, in terms of a surrogacy agreement, have the same parental obligations towards their child as traditional parents. Yet, despite the legitimising of surrogacy in the Children’s Act 38 of 2005, no provision has been made for suitable parental leave to be granted to these persons so that they may fulfil their parental obligations. The only leave that is currently available to commissioning parents is three days family responsibility leave in terms of section 27 of the Basic Conditions of Employment Act 75 of 1997 (BCEA). It is submitted that this leave is insufficient. In MIA v State Information Technology Agency 2015 36 ILJ 1905 (LC), the Labour Court indicated that amendments to labour legislation are necessary to address the lacuna in this respect. The Labour Laws Amendment Bill of 2015 has since proposed relevant amendments to such leave in terms of the BCEA. While the amendments are welcomed, the proposed period and management of the different types of leave give rise to concern and should be addressed. The latest developments in the United Kingdom in the field of parental leave make it a worthy comparator to provide guidelines for the improvement of the abovementioned Bill. In so doing, South African law can also sufficiently protect the interests of the parties to a surrogacy agreement, including the child born in terms thereof.

“Employee turnover” as an expression is broadly used in business organization. Despite the fact that several studies have been performed on this topic, little research has been conducted on examining the causes and leading factors of turnover as well, as advising some feasible approaches, which can be applied by bosses to ensure that employees will continue in their respective organizations to enhance organizational effectiveness and productivity. The main purpose of this study is to determine the reasons and key factors in the perspectives of the relevant literature and identify to the intention of employee turnover. This conceptual paper also suggests various possible strategies on how to minimize the turnover and retain employees in the organizations. Hence, the paper has proposed a conceptual framework that shows the major variables in explaining the phenomenon of employee turnover and addressing sound retention strategies to handle these issues.

Pain is an unpleasant sensory and emotional experience associated with actual or potential tissue damage. The people who live in Karo use several types of plants to relieve pain, one of which is cep-cepan (Saurauia cauliflora DC.) The leaves of this plant traditionally used to treat gastrointestinal disorders. There is no scientific evidence about analgetic effect of the leaves. Thus, this study aimed to determine the potential effect of the ethanolic extract of cep-cepan leaves as an analgesic. Fresh Cep-cepan leaves were dried in a drying cabinet at 40°C. Furthermore, the water content of the powdered dried leaves was determined using azeotropic distillation method. Phytochemical screening was carried out to determine chemical groups contained in the dried leaves. Plant extraction was done by maceration method using ethanol 96%. Analgesic effect of the extract was evaluated by observing respon time of mices to infrared as pain inducer. Mices were grouped into six categories, they were: vehicle, antalgin 65 mg/kgBW, and extracts at the dose of 500 mg/kgBW, 250 mg/kgBW, 125 mg/kgBW, 62,5 mg/kgBW, all were administered orally. The data were analayzed using ANOVA followed by LSD. Results showed that the dried leaves contained flavonoids, alkaloids, tannins, anthraquinone glycosides and steroids/triterpenoids. The water contain of the dried leaves was 5,3%. The analgesic test results showed the extract at the dose of 250 mg/kgBW had strong analgesic effect similar to that of 500 mg/kgBW and antalgin 65 mg/kgBW.

Hyperspectral remote sensing (HRS) is one of the advanced technology which began in the early 1980s. It is one of the most significant breakthroughs in remote sensing. It emerged as a promising technology for studying earth’s surface materials in two ways spectrally & spatially. This technology is developed by breaking a broad band from the visible and infra-red spectrum into hundreds of spectral parts to obtain geochemical information from inaccessible planetary surfaces. The ample spectral information provided by hyperspectral data can identify and distinguish spectrally similar materials that enhance the capability of detecting various ground objects in detail. 28 Oak trees (Quercus aegilops) from the village of pirmus/ Duhok were selected to study the possibility of using hyper spectroscopy in studying chlorophyll a and chlorophyll b (Chla, Chlb). The site of the study has four main slope aspects SWNE (south, west, north and, east), seven trees from each of them were used for collecting leave samples. Two mature and healthy leaves samples were collected from the top of each tree and sealed in polyethylene bags and stored in an ice cooler. Laboratory reflectance spectra were acquired for each leave sample from 350 to 2500 nm by using the Analytical Spectral Device (ASD) spectroradiometer. A 0.25 gm. from each leave was dissolved in ethanol to extract (Chla, Chlb). Then, total chlorophyll (Chl) content was measured at 649 & 665 nm by using the 6705UV/VIS spectrophotometer. Results show that the mean value of the entire Chl was 18.96681 mg/gm. Also, the correlation coefficient (R2) of Chla (at 665nm) and Chlb (at 649nm) show a moderately strong relationship between the variables (73.165, 48.089) alternatively, also the standard errors were close to zero (0.0913355 and 0.0512682). The R2 of Chla for the four slope aspects NESW(North, East, South, and West) were 34.112, 79.805, 94.113 and 82.8547 alternatively. Also, the R2 of Chlb for the same four slope aspects was 49.498, 63.25, 76.99 and 74.34 alternatively. All the results in both bands at least show strong relationships between the variables except for the north slope aspect which shows less R2 values (34.112and 49.498). This is because the sun is facing the south slope along all day hours, while there is no direct light facing the north aspect along the day which is directly related to the zenith angle (at the 36N latitude which is about 76.5 deg.). For this reason, the north slope aspect R2 bias the overall R2 of the 28 trees. The statistical analysis shows that all of the standard error values of Chla and Chlb for the four slope aspects NESW were (0.143789, 0.0685267, 0.0419621,0.100696), (0.0222774, 0.0235722, 0.028614, and 0.0161366) alternatively, which indicates that the predicted values (reflectivity values) are close to the real values (chemical analysis values). From the current results, it is very obvious that the ASD Field Spec 3 spectroradiometer is quite an efficient and un destructive tool that can be used for Quercus Aegilops chlorophyll estimation at 665 and 649 nm. Also, the instrument shows the capability of distinguishing the differences in leaf chlorophyll content among the different slope aspects in both bands.

Millennials, also known as Gen Yers, are a unique generation, different from their predecessors in many ways, particularly in their short-term commitments and organizational stays. Reputed to be a generation with extremely high turnover rates as a result of job-hopping, this has proven to be extremely costly and frustrating to organizations. The purpose of this study was to have a closer look at the employment history of Millennials in Bangkok, Thailand. It also investigated the personal reasons behind job changes and, more importantly, the typical factors behind Millennial exits. A total of 30 working Millennials participated in a 30 to 45-minute structured, face-to-face indepth interviews over a period of four months. The results of the study indicated that the top four most cited Personal Reasons for Changing Jobs and Factors behind Millennial Exits were the same: (1) The job itself, (2) the need for higher compensation, (3) no career growth and learning opportunities, and (4) an unfavorable organizational culture. The results also indicated that there were many similarities in the behavior of Millennial turnover behavior in Thailand with those reported elsewhere in Western-based literature. [ABSTRACT FROM AUTHOR]

In 1993, the Family and Medical Leave Act (FMLA) mandated 12 weeks of unpaid, job-protected leave. The current impact of taking 12 weeks of leave during residency has not been evaluated. We examined the 2018 Accreditation Council for Graduate Medical Education (n = 24) specialty leave policies to determine the impact of 6- and 12-week leave on residency training, board eligibility, and fellowship training. We compared our findings with a 2006 study. In 2018, five (21%) specialties had policy language regarding parental leave during residency, and four (16%) had language regarding medical leave. Median leave allowed was 4 weeks (IQR 4-6). Six specialties (25%) decreased the number of weeks allowed for leave from 2006 to 2018. In 2006, a 6-week leave would cause a 1-year delay in board eligibility in six specialties; in 2018, it would not cause delayed board eligibility in any specialty. In 2018, a 12-week (FMLA) leave would extend training by a median of 6 weeks (mean 4.1, range 0-8), would delay board eligibility by 6-12 months in three programs (mean 2.25, range 0-12), and would delay fellowship training by at least 1 year in 17 specialties (71%). The impact of a 12-week leave was similar between medical and surgical specialties. While leave policies have improved since 2006, most specialties allow for 6 weeks of leave, less than half of what is mandated by the FMLA. Moreover, a 12-week, FMLA-mandated leave would cause significant delays in board certification and entry into fellowship for most residency programs. [ABSTRACT FROM AUTHOR]

Better assessment of consumer behaviour and intentions prior to the granting of approved leave may reduce failure to return from such episodes of leave. The aims of this study were (i) to gain consensus on the factors associated with failure to return, and (ii) use these factors to construct a checklist to aid in assessment of consumers prior to being granted leave. Following a review of the literature a pool of 36 factors was identified. These were then assessed for relevance to absconding from approved leave using a modified Delphi approach. After two Delphi rounds, 10 factors were retained and these were collapsed under 6 domains; history of absconding, current substance use, behaviour cues, verbal cues, lack of engagement, and changes in mental state. While staff reactions to the checklist were positive, further testing of its effectiveness in the clinical setting is required. [ABSTRACT FROM AUTHOR]

During the past two decades, the debate over the relation between family policy and women's employment in high-income countries has grown in prominence. Nevertheless, the evidence proposed in different disciplines – sociology, politics, economics and demography – remains scattered and fragmented. This article addresses this gap, discussing whether family policy regimes are converging and how different policies influence women's employment outcomes in high-income countries. The main findings can be summarized as follows: family policy regimes ('Primary Caregiver Strategy', 'Choice Strategy', 'Primary Earner Strategy', 'Earning Carer Strategy', 'Mediterranean Model') continues to shape women's employment outcomes despite some process of convergence towards the Earning Carer Strategy; the shortage of childcare and the absence of maternal leave curtail women's employment; long parental leave seems to put a brake to women's employment; unconditional child benefits and joint couple's taxation negatively influence women's employment but support horizontal redistribution; policies and collective attitudes interact, influencing women's behaviour in the labour market; and the effect of policies is moderated/magnified by individual socioeconomic characteristics, that is, skills, class, education, income, ethnicity and marital status. The article concludes by suggesting avenues for future research. [ABSTRACT FROM AUTHOR]