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Electron pairs have an illustrious history in chemistry, from powerful concepts to understanding structural stability and reactive changes to the promise of serving as building blocks of quantitative descriptions of the electronic structure of complex molecules and materials. However, traditionally, two-electron wavefunctions (geminals) have not enjoyed the popularity and widespread use of the more standard single-particle methods. This has changed recently, with a renewed interest in the development of geminal wavefunctions as an alternative to describing strongly correlated phenomena. Hence, there is a need to find geminal methods that are accurate, computationally tractable, and do not demand significant input from the user (particularly via cumbersome and often ill-behaved orbital optimization steps). Here, we propose new families of geminal wavefunctions inspired by the pair coupled cluster doubles ansatz. We present a new hierarchy of two-electron wavefunctions that extends the one-reference orbital idea to other geminals. Moreover, we show how to incorporate single-like excitations in this framework without leaving the quasiparticle picture. We explore the role of imposing seniority restrictions on these wavefunctions and benchmark these new methods on model strongly correlated systems. [ABSTRACT FROM AUTHOR]

Introduction Methods Results Conclusion The purpose of this work was to determine the current publication output of Royal Australian and New Zealand College of Radiologists radiation oncologists (ROs) to serve as a baseline contributing to future assessment of the effectiveness of the College's Research Action Plan 2024–26.An online survey was sent to all ROs in the College's member database in March–April 2024 requesting a list of publications between 2022 and 2023. A PubMed search was performed to cross‐check the self‐reported publications. Given the low response rate (8%), an additional PubMed search was performed for the non‐responders. The primary outcomes were publication proportions and rates, and the secondary outcomes were demographic correlates (gender, country, seniority).There were 536 eligible ROs (56% males; 80% practicing in Australia; median 12.4 years post‐Fellowship) with 1,012 unique publications identified. The proportions of ROs with at least one publication in any‐, first‐ and last‐author positions averaged 45%, 15% and 17% per year, respectively. On multivariable analysis, there were statistically significant differences in publications by seniority (higher proportions of last‐authorships but lower proportions of first‐authorships, for those ≥5 years post‐Fellowship) and by country (lower any‐, and last‐authorships for New Zealand [NZ] than Australia or Singapore).The mean numbers of any‐, first‐ and last‐authorships were 1.6, 0.18 and 0.29 per RO per year, respectively. On multivariable analysis, there were statistically significant differences by gender (males had more any‐, and first‐authorships), seniority (senior ROs had more last‐authorships but less first‐authorships) and country (lower numbers of any‐, and last‐authorships for New Zealand).This organization‐wide study provides comprehensive baseline RO publication data and identifies opportunities for the College to further address correlated disparities. [ABSTRACT FROM AUTHOR]

The theory of the "personal vote" assumes that constituent service, or the process by which members of Congress help their constituents navigate the federal bureaucracy, is a component of representation that transcends partisanship. However, recent research suggests that affective polarization and negative partisanship may discourage constituents from reaching out to ask for help from cross-partisan legislators. Using a conjoint experiment, I show that shared partisanship has a strong effect on constituents' decisions about which of their legislators to contact for assistance. However, positive in-party affect is unrelated to these preferences, suggesting that negative partisanship is responsible for this result. Gender and seniority also matter for constituents' preferences even when accounting for shared partisanship. The results suggest that legislators' ability to build a "personal vote" by performing constituent service may be weakened in an era of strong partisanship. [ABSTRACT FROM AUTHOR]

Effective leaders increase organizational success. The Leadership Efficacy Model suggests that leaders' efficacy increases when leaders are perceived as congruent; that is, when employees perceive the leader to do (practical cycle of leadership) what s/he says will (conceptual cycle of leadership) and there is a close match between what employees expect from leaders and what leaders display. This recent theoretical framework also acknowledges that a number of factors can interfere with the relationship between leadership cycle congruence and leadership efficacy. Such antecedent factors include group members' characteristics (e.g., organizational seniority). This study aimed to test the assumption that leadership cycles congruence positively predicts leadership efficacy (measured by organizational commitment and job satisfaction, and that this relationship is moderated by employees' seniority. 318 employees (55% male, with an average seniority of 8 years) completed a questionnaire assessing leadership cycles, organizational commitment, and job satisfaction. Path analysis results showed that the higher leadership cycles congruence, the higher employees' organizational commitment and job satisfaction. Furthermore, the relationship between leadership cycle congruence and organizational commitment was stronger for more senior members of the organization (but not for job satisfaction). The results highlight the importance of leaders act in a congruent manner with their ideas and of meeting employees' needs. Moreover, it shows that senior members of the organization are particularly sensitive to leadership congruency. [ABSTRACT FROM AUTHOR]

Introduction Methods Results Discussion Research on feedback has shifted emphasis away from its ‘delivery’ to consideration of the interaction between individual learners and their ‘feedback provider’. The complexity inherent in determining whether feedback is perceived as valuable by learners, however, can quickly overwhelm educators if every interaction must be considered completely idiosyncratic. We, therefore, require a better understanding of variability in the ways in which feedback is perceived. To that end, we ran a discrete choice experiment aimed at determining residents' preferences and whether discernible patterns exist across learners regarding factors that influence perceptions of feedback's learning value.We performed a discrete choice experiment in which respondents were asked to read a clinical case and select repetitively between two feedback scenarios that differed according to six attributes identified from the literature as influencing feedback credibility: Dialogue, Focus, Relationship, Situation, Source and Valence. By systematically varying the levels of each attribute contained in the scenarios and asking residents to choose which from each pair they deemed more valuable for learning, a mixed logit model and latent class analysis could be applied to determine learners' feedback preferences and whether clusters of preference exist.Ninety‐five elderly care medicine residents in the Netherlands completed the questionnaire. Their responses indicated that Valence, Dialogue, Relationship and Focus each accounted for about 20% of their preferences regarding the type of feedback perceived to offer the most learning value. Source and Situation were less influential, each accounting for 11% of the choices made. A latent class model with three clusters of respondents best accounted for the heterogeneity in feedback preferences. A total of 62% of respondents could be assigned to one of the three profiles with at least 80% probability. None of the respondents' characteristics (seniority, residency programme nor sex) were related to the feedback preference profile.Our findings suggest that ‘how’ feedback is provided has a greater influence on perceived learning value than who provides it. That said, variability exists in resident perceptions with no evidence (as yet) of factors that predict individual preferences. As such, tailoring to the needs and reactions of individual learners is likely to require open and ongoing conversations, and we recommend using the learner profiles generated through this study as a starting point because they provide classifications that could facilitate effective connections for the majority of residents. [ABSTRACT FROM AUTHOR]

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There are examples of how unconscious bias can influence actions of people. In the judiciary, however, despite some examples there is no general theory on whether different demographic attributes such as gender, seniority or ethnicity affect case sentencing. We aim to gain insight into this issue by analyzing over 100k decisions of three different areas of law with the goal of understanding whether judge identity or judge attributes such as gender and seniority can be inferred from decision documents. We find that stylistic features of decisions are predictive of judge identities, their gender and their seniority, a finding that is aligned with results from analysis of written texts outside the judiciary. Surprisingly, we find that features based on legislation cited are also predictive of judge identities and attributes. While own content reuse by judges can explain our ability to predict judge identities, no specific reduced set of features can explain the differences we find in the legislation cited of decisions when we group judges by gender or seniority. Our findings open the door for further research on how these differences translate into how judges apply the law and, ultimately, to promote a more transparent and fair judiciary system. [ABSTRACT FROM AUTHOR]

Theories of organizational commitment (OC) and related measures are the background of this work. A valid measure of OC, useful for its brevity and adaptability to different targets, was proposed by Klein and colleagues (the KUT; "Klein et al., Unidimensional, Target-free" scale). The goal of the present study was to test its validity in the Italian context. A sample of employees (N = 906), belonging to different organizations, was interviewed using an online questionnaire. Findings supported the unidimensional structure of the scale and its reliability. Furthermore, the KUT was invariant across occupational levels, genders, job seniority, and educational levels. Findings also showed its nomological validity: the KUT was associated, in the expected direction, with the constructs included in Meyer and Maltin's model of well-being. The incremental validity was demonstrated as well. Thus, findings proved the validity of the KUT's Italian version and provided support to Meyer and Maltin's model. [ABSTRACT FROM AUTHOR]

Purpose: Videos and images are becoming an educational tool in every domain. The objective was to assess the contribution of short educational endoscopic videos in learning the complex anatomy of the tympanic cavity. Methods: We conducted a prospective study amongst all the otolaryngology residents in 2021 in the greater Paris area (n = 74), from the first year to fifth year. We divided the residents into two groups who had the same 30-min anatomy class based on anatomical drawings. The second group had a 4-min endoscopic educational video at the end, whereas the first group did not. A video test of 10 surgical situations with each time 5 anatomic structures to identify was created. All the residents took the test just after the class, and 1 month later to assess long-term memory. The MERSQI score (design to assess the quality of educational studies) applied to our study was calculated. Results: The two groups were comparable in terms of training. The "video" group had significantly better results in the first test, mean score 24.40/50 (± 11.7) versus 16.74/50 (± 11.1) (p = 0.005) and also at 1 month, mean score 23.25/50 (± 12.3) versus 18.01/50 (± 11.3) (p = 0.035). The score in each group, and the difference between both groups, increased with resident seniority. The MERSQI score of our study was 14.5/18. Conclusion: This study highlights the educational value of videos to help memorise complex 3D anatomy such as in the tympanic cavity. [ABSTRACT FROM AUTHOR]

The position of the UK deputy prime minister is clouded in mystery. The title suggests a minster of some seniority, one likely to step in for an absent premier to chair a cabinet meeting or perform at prime minister's questions (PMQs) – but that is merely supposition. No official statement exists to explain the functions the position entails or indeed to confirm that it endures as anything more substantial than a courtesy title. Using archive material and other resources, this article will try to expose this constitutional phantom. To achieve this task, there will be close examination of the first individual to be publicly announced – in February 1942 – as the UK's deputy prime minister, Clement Attlee. Though there will be discussion of some of the tasks Attlee performed in this capacity (tasks which have influenced the development of deputy prime ministership as an institution), the primary purpose of this article is to help lift some of the constitutional smog. In particular, it will illuminate why – in contrast to analogous positions such as the US vice president – the British deputy prime minister is still not regarded as any more likely to succeed a prime minister than any other senior minister. [ABSTRACT FROM AUTHOR]

How does political experience affect the issues that men and women politicians prioritize? Gender stereotypical expectations dictate that women focus more on traditionally "feminine" policy areas. While past findings broadly support this, they do not examine how policy priorities shift with increased experience. Focusing on the United Kingdom, I argue that gender differences in the extent to which politicians raise issues traditionally associated with women will be most pronounced among junior politicians who lack experience in the eyes of the public and their colleagues, but will decline with increased political experience. To test this, I study parliamentary debates between 1997 and 2019 and leverage novel quantitative text approaches to measure politicians' issue priorities. I show that, among junior politicians, women talk significantly more about "feminine" issues, however this gap decreases markedly with increased seniority. These findings have important implications for the representation of women's voices and perspectives within the policymaking process. [ABSTRACT FROM AUTHOR]

Aim: To evaluate effect of surgeon's seniority (trainee surgeon vs. consultant surgeon) and surgeon's subspeciality interest on postoperative mortality in patients undergoing emergency laparotomy (EL). Method: A systematic review was conducted and reported according to the Cochrane Handbook for Systematic Reviews and the PRISMA statement standards, respectively. We evaluated all studies comparing the risk of postoperative mortality in patients undergoing EL between (a) trainee surgeon and consultant surgeon, and (b) surgeon without and with subspeciality interest related to pathology. Random effects modelling was applied for the analyses. The certainty of evidence was assessed using the GRADE system. Results: Analysis of 256 844 patients from 13 studies showed no difference in the risk of postoperative mortality between trainee‐led and consultant‐led EL (OR: 0.76, p = 0.12). However, EL performed by a surgeon without subspeciality interest related to the pathology was associated with a higher risk of postoperative mortality compared with a surgeon with subspeciality interest (OR: 1.38, p < 0.00001). In lower gastrointestinal (GI) pathologies, EL done by upper GI surgeons resulted in higher risk of mortality compared with lower GI surgeons (OR: 1.43, p < 0.00001). In upper GI pathologies, EL done by lower GI surgeons resulted in higher risk of mortality compared with upper GI surgeons (OR: 1.29, p = 0.05). Conclusion: While confounding by indication cannot be excluded, level 2 evidence with moderate certainty suggests that trainee‐led EL may not increase the risk of postoperative mortality but EL by a surgeon with subspeciality interest related to the pathology may reduce the risk of mortality. [ABSTRACT FROM AUTHOR]

Distinguishing between research collaboration, consultancy, dissemination, and commercialization of research results, this paper analyses the determinants of researchers' societal engagement. The analytical framework integrates societal engagement as part of the credibility cycle. Several variables extend previous findings on determinants and mechanisms—herein scientific recognition and funding sources. A novel method to investigate the relationship between scientific recognition and societal engagement is explored. Drawing on a large-scale survey of European-based researchers in physics, cardiology, and economics, we find that several factors are associated with different modes of societal engagement in complex and intersecting ways. Scientific recognition is positively associated with research collaboration and dissemination, while organizational seniority is associated with all modes except for research collaboration with non-scientific actors. Female gender is positively associated with dissemination and external funding sources are positively associated will all. The findings intersect with differences in the three research fields. [ABSTRACT FROM AUTHOR]

Purpose: identification of differences in methods, forms and IT channels of knowledge transfer used in employee peer and multigenerational groups. Design/methodology/approach: preferences for knowledge transfer in peer groups were assumed on the basis of a benchmark survey conducted by researchers at Jagiellonian University in 2020. On the other hand, preferences for knowledge transfer in multigenerational groups were identified on the basis of original studies conducted in April and May 2023. Findings: it was noted that there are differences in the preferred ways, forms and channels of knowledge transfer in the studied employee groups. Research limitations/implications: The comparative study was carried out in two specific social groups (academic and military), therefore further research should be conducted in other sectors, especially economic ones. Practical implications: a positive phenomenon for businesses is the willingness of younger employees to acquire knowledge through direct contact with older employees with higher seniority. Social implications: a positive phenomenon for businesses is the willingness of younger employees to acquire knowledge through direct contact with older employees with higher seniority. This attitude is conducive to building intergenerational knowledge networks and shaping a knowledge management strategy based on trust, while contradicting the thesis that young employees do not engage in the process of intergenerational knowledge transfer. Originality/value: The basic value of the conducted research is to refute the stereotype according to which young employees prefer functioning in the virtual world and do not appreciate direct relationships; The above stereotype combined with the lack of trust confirmed in the literature resulted in a tendency to separate peer groups, which made it difficult, among others, knowledge transfer. The willingness of young employees to acquire knowledge from older mentors, indicated in this research, should be the foundation for building a knowledge transfer strategy based on intergenerational employee integration and motivational tools (financial and non-financial) encouraging employees to share knowledge. [ABSTRACT FROM AUTHOR]

Purpose: the aim of this study is to show the possibility of using the critical incident technique (CIT) to identify the competence needs of academic teachers. Methodology: Interviews with academic teachers using the CIT allowed us to confirm the importance of substantive and methodological competencies. Findings: It has been shown that CIT provides the opportunity to identify the competencies of an academic teacher while also indicating the importance of personal and psychological competencies. Research limitations: the CIT only allows for qualitative research to be conducted. Pointing to the limitations of the conducted research, it is worth mentioning the number of respondents, the lack of the differentiation of the respondents due to seniority or the positions that they held. To confirm the obtained results, it would be worthwhile to conduct research in a quantitative model on a much larger sample of subjects. The results of such an analysis could be verified by a list of competencies of academic teachers that is established using the CIT. Quantitative analysis is a future direction of research. Practical implications: the analysis of the obtained empirical material emphasized the importance of the psychological competencies of academic teachers. The results of the research indicated possible competence gaps of academic staffs related to their abilities to cope with difficult situations that resulted from work at a university. In the light of the obtained results, it is necessary to consider the possibilities of developing a group of psychological competencies so that activities that support teachers in this area can be implemented at the organizational and university levels. Such support would strengthen the future teachers’ abilities to react positively in difficult situations and would also act as an intervention in the event of a situation that exceeds the employees’ abilities to cope independently. The importance of a clear system of procedures is also important here; this would support academic teachers – especially in crisis situations. Originality/value: the results of the research indicated the usefulness of the CIT in diagnosing the competencies of academic teachers. The article shows the importance of psychological competencies for the role of an academic teacher. The article is addressed to both academic staffs and university authorities. [ABSTRACT FROM AUTHOR]

In this paper, we utilise the Nineteenth Century Newspaper Corpus to examine reporting surrounding William Gladstone's Midlothian campaign, a key point in the democratization of British politics where a politician not only communicated with ordinary people through hustings but indirectly to a wider electorate via media reporting of those hustings. With the use of social actor analysis (van Leeuwen 2008), approached through collocation, we find that a distinctive feature of media reporting was a focus on Gladstone's family. This surprising intersection of family and electioneering reveals a powerful hierarchy of social relationships in terms of gender and seniority, which became an effective propaganda strategy as Gladstone, enabled by Liberal-supporting newspapers, utilised his family as a political tool. [ABSTRACT FROM AUTHOR]

Access to theater is essential for the surgical management of deep burns. This is a scarce resource in low-middle-income countries. It underpins the importance of optimizing theater time. We sought to look at specific factors and their influence on operative time in minor to moderate burn surgery. This knowledge can assist teams where theater planning and optimization may be beneficial in resource-limited settings. Operative records between January and December 2018 at the Regional Hospital were analyzed. Data fields included age, gender, TBSA of burn, surface area burn operated on, intraoperative position change, seniority of surgeon, presence of an assistant, inclusion of special areas, predicted operative time, and actual operative time. Operative records for 265 patients were analyzed, with a median operative time of 40 minutes (interquartile range 25-64). Overall factors that predict longer operating time are larger total body surface area burn, larger surface area burn operated on, an operation involving at least one special area, number of special areas operated on, position change, presence of an assistant, and longer predicted operative time. Total percentage burn, operated percentage, special areas to be operated, and position change are overall factors to be considered when planning a burns list for the nonspecialist burn surgeon. This knowledge may be useful for an inexperienced surgeon to understand and aid in the effective utilization of limited operative time available for the surgical management of deep burns in resource-limited settings. [ABSTRACT FROM AUTHOR]

Summary: Much of the research on gender and diplomacy has focused on those already let into the 'club'. This article analyses the 'threshold' to diplomacy: security clearance processes. Security vetting ultimately determines who progresses, and what level of clearance (and therefore seniority or position) a diplomat can achieve. This article seeks to trace the journey for individuals entering a diplomatic career. It argues that security vetting is simultaneously based on legitimate processes for assessing potential national security threats, and on values interpretation (such as loyalty, maturity and trustworthiness) which may invite bias or lead to illegitimate processes of exclusion. By excavating the gendered history of vetting, we can better understand the limitations of the current de-historicised and 'impartial' process. We argue that clearance processes have not sufficiently evolved over the past decades of social progress, which has negative implications for the evolution of diplomacy as a social practice. [ABSTRACT FROM AUTHOR]

I review the origins of gamma-decay isomers starting within a spherical shell-model basis. Some isomers can be directly connected to the attractive proton–neutron interaction that gives rise to low-lying aligned states with a large J min - J max gap. These two-particle isomers give rise multi-particle configurations with large J-gaps. The attractive T = 1 paring-type interactions between two protons or two neutron give rise to a close spacing between the high-lying states with J max and J max - 2 . The multi-particle configurations obtained with a pairing-type interaction can be classified by the seniority quantum number. Seniority selection rules for reduced matrix elements provide another source for isomers. Isomers can also be traced to the j-gaps in the single-particle energies obtained by realistic single-particle potentials. [ABSTRACT FROM AUTHOR]

Seniority is the number of nucleons not in pairs coupled to zero angular momentum. Conditions for the conservation of seniority are well known and are shown here to be related to particle–hole conjugation. The symmetry of seniority gives rise to selection rules in the γ decay of nuclei, which may lead to the formation of isomers. Examples of seniority isomers are discussed in the nickel and lead isotopes, and in the N = 50 , 82 and 126 isotones. It is shown that a strong attractive quadrupole matrix element of the nucleon–nucleon interaction disfavours the existence of seniority isomers. [ABSTRACT FROM AUTHOR]

This article offers an innovative way of understanding gender balance in parliaments. Motivated by research documenting how newcomers are disadvantaged during their first term in office, while senior members enjoy certain privileges, we want to find out how common women are among senior members of parliaments. We launch an institutional approach comprising three seniority measures to study gender gaps in political endurance to find out whether, where, and when men are more likely than women to be parliamentary seniors. Our analysis using data from seven countries in Western Europe and two countries in North America (1965–2020) shows very high gender gaps across the three measures. Thus, despite an increased level of female representation, women still constitute a small part of the exclusive group of senior members of parliament. Our findings extend the research documenting that women and men largely have equally long parliamentary careers, emphasizing the need to understand gender balance in multidimensional terms. [ABSTRACT FROM AUTHOR]

Which is better for a firm, job rotation or specialization, can be considered as an endogenously formed worker-indivisible job matching problem. We model this problem as a firm's profit maximization problem under uncertainty, with and without overlapping generations. In both models, we show that among all possible job allocations, the rotation and specialization schemes are the only variations that can be optimal in terms of profits. Moreover, the rotation scheme is better when the productivity difference between post- and under-training workers is smaller, the uncertainty about job continuation in the future is more significant, or the slope of seniority wages is larger. The results indicate that firms in different environments prefer different worker-job matchings. [ABSTRACT FROM AUTHOR]

We offer advice to accounting faculty who have a growing level of seniority at their schools. Seniority is accompanied by increasing autonomy, and we encourage senior faculty to use that autonomy to focus their efforts on building up others. We offer recommendations on how to use seniority to positively impact one's department and college by practicing the tenants of servant leadership, and we discuss how this can be accomplished by examining the three facets of a faculty member's job description: research, service, and teaching. Our overarching goal is to encourage senior faculty to help address current challenges in both academia and practice as well as chart a future course that colleagues can follow that will strengthen the role of accounting to better serve society. [ABSTRACT FROM AUTHOR]

Issues surrounding gender equality are—and should be—front and centre in the water resources community, and other science, technology, engineering and mathematics (STEM) fields. Very necessarily, the focus tends to be on recruitment, offering support for students and early career academics. The leaky pipeline concept used to describe the incremental loss of women from STEM fields with career duration describes a disproportionate loss of senior women, creating a parallel problem where highly qualified, top tier academics are lost from the system after significant financial and personnel investment by institutions. Ultimately, the leaky pipeline undermines the extensive investment of the hydrology and other STEM communities in equity, diversity, inclusion and accessibility (EDIA) recruitment and retention programmes by cutting short career ambitions and the trajectories of diverse top performing individuals, resulting in no net benefit of EDIA policy investments and a lack of diversity with seniority. Addressing this critical gender gap requires the attention and support of the hydrology community of practice with specific focus on generating opportunities for advancement, confronting systemic and structural biases and improving education around allyship. Institutions and professional organizations need to consciously grow diversity in leadership and recognize and outwardly manage the perception of academic excellence around slow research and education that attracts increased diversity. Supporting allyship, reducing competitiveness among community members and reinforcing collaboration will not only attract, but retain, a higher proportion of diversity in the hydrology community, academia and STEM professions in general. It is time for the water resources (and other STEM) communities to demand broader accountability and recognition of the barriers to women, implement and reward more diverse definitions of research excellence, and offer allyship training to the community of practice at large. [ABSTRACT FROM AUTHOR]

The study targeted one of the prominent imams (in the ninth century AH sixteenth century AD), that is Imam Zakaria Al-Ansari in his book (Fatehu Al-Baqi bi Sharh Alfiyyat Al-Iraqi) as being one of the most important works in the science of hadith. The author has included most of the issues of this art. It is a very valuable explanation, characterized by clarity of expression, mentioning of the hadith and linguistic benefits, and the comments made by the later scholars on Al-Hafiz Al-Iraqi, with answers to them if possible . Accordingly, I divided the study into an introduction, four sections and a conclusion: The first one is a brief autobiography of Imam Zakaria Al-Ansari, in which I explained his name, lineage, nickname, birth, upbringing, and death. The second section is a preface to the book. The third section presented The Imams resources in his book (Fatehu al-Baqi) dividing them according to their topics, then arranging these topics according to the seniority of the date of death and attributing these resources to their source in the book. The fourth section is a study of Imam Al-Ansaris approach to these resources. I showed in it the ways to deal with it and how to transfer from it [ABSTRACT FROM AUTHOR]

The scholarly impact of academic research matters for academic promotions, influence, relevance to public policy, and others. Focusing on writing style in top‐level professional journals, we examine how it changes with age, and how stylistic differences and age affect impact. As top‐level scholars age, their writing style increasingly differs from others'. The impact (measured by citations) of each contribution decreases, due to the direct effect of age and the much smaller indirect effects through style. Authors who grew up outside North America or the United Kingdom write in different styles from others, in ways that reduce the impact of their research. Nobel laureates' scholarly writing evinces less certainty about the conclusions of their research than that of other highly productive scholars. [ABSTRACT FROM AUTHOR]

Background: The managerial position affects stress and job satisfaction of workers, but these influences have always been studied separately. Objective: We aimed to assess bivariate influence of the managerial position on workers' stress and job satisfaction and the inter-relationship of these indicators over time. Methods: We have analyzed data from workers who use the Wittyfit software, collected annually between 2018 and 2021. Stress and job satisfaction were evaluated by self-report questionnaires. Job position (manager or employee) was provided by the software's client companies. Results: Data of 704 workers were included in the study. Cross-sectional and longitudinal multivariate analyses revealed that managerial position improves job satisfaction (p<0.001), but not stress (p = 0.4). Overall, while workers' job satisfaction has improved (p<0.001), stress has remained stable over time (p = 0.3). Three latent groups, with specific evolutionary multi-trajectory of stress and job satisfaction were identified in the sample (entropy = 0.80). Age and seniority, but not gender tended to influence managers' and employees' indicators. Over time, stress and job satisfaction have tended to negatively interconnect, in cross-section and in a cross-lagged manner (p<0.001). Conclusions: The managerial position improves workers' job satisfaction but has no effect on stress. Sociodemographics including age and seniority, but not gender, can affect this relationship. Stress and job satisfaction can influence each other, both cross-sectionally and over time. To be more effective, organizations should implement holistic strategies targeting multiple indicators. Trial registration: Clinicaltrials.gov: NCT02596737. [ABSTRACT FROM AUTHOR]

Spontaneous fission is important for the research of heavy and superheavy nuclei. However, the accurate calculation of spontaneous fission half-lives remains an open problem in nuclear physics. In this work, we propose an improved formula for even-even nuclei based on the previous law of spontaneous fission half-lives [C. Xu et al., Phys. Rev. C 71, 014309 (2005)]. The average deviation is 0.98 for 42 even-even nuclei, which is reduced by 39.27% in orders of magnitude compared to that calculated using the previous formula. Then, we further extend the improved formula to calculate the half-lives for odd-A and odd-odd nuclei by incorporating either a blocking factor or generalized seniority to include the blocking effect on the spontaneous fission half-lives [Z. Ren et al., Nucl. Phys. A 759, 64 (2005)]. The experimental half-lives can be reasonably reproduced using the two improved formulas, with average deviations of 1.50 and 1.37 for 79 nuclei, respectively. These results demonstrate that the improved formulas are reliable for the calculations of spontaneous fission half-lives. Finally, we predict the spontaneous fission half-lives for some nuclei on the α -decay chains of 293 , 294 119 and 294 , 295 120. The calculated results can be helpful in future research on spontaneous fission and the synthesis experiments of new elements. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR) declared by organisations can be understood as a specific signal sent to stakeholders. However, social responsibility can vary from its complete absence to symbolic or substantive CSR. There is still a lack of knowledge on how employee feedback, manifesting itself by organisational commitment or organisational cynicism, varies depending on the nature of CSR and employee seniority. Therefore, this exploratory study examines how organisational cynicism and organisational commitment manifest themselves in organisations in different situations with regard to CSR. The study was conducted in Lithuania, surveying 981 employees from public and private sector enterprises. Organisations are divided into three groups showing the corresponding level of social responsibility: substantive, symbolic and not CSR. Organisational commitment was tested using two different instruments: Organisational Commitment Questionnaire (OCQ) by Mowday et al. (1979) and an instrument created by Allen and Meyer (1990). Organisational commitment (as in the cases of affective, continuance and normative commitment) was the strongest in the substantive CSR group; and the weakest, in the not CSR group. Employee cynicism showed the opposite result. The same consistency was observed separately in the public and private sectors, with stronger commitment and weaker cynicism found in the public sector. Organisational commitment and cynicism demonstrated by employees emerge as reactions to corporate social responsibility and as a kind of feedback signal sent to persons responsible for organisational management. The results are discussed considering the signalling theory, and their implications for practice are highlighted.

Lists of endorsed and discouraged scholarly publications recently emerged as an important transition in Chinese journal evaluation. Among the targeted users of these lists are researchers, who are to avoid publishing in discouraged journals and focus efforts on endorsed journals. However, it is unclear how these lists affect researchers' valuations when choosing publication outlets. This explorative study investigates the reception of such journal lists in Chinese scientists' research practices. Our findings suggest that three logics interact in respondents' journal valuations: institutional evaluation regimes, differing epistemic cultures, and the influence of the commercial publishing industry. The reactive effects of both endorsed and discouraged journal lists appear to differ with the ranking status of universities, the seniority of scholars, and research fields. Apart from the new institutional evaluation regimes in this interplay, there appear to be more predominant factors than journal lists that inform publishing choices: quantitative indicators, publishers' branding, epistemic cultures, and editorial procedures and publishing models. [ABSTRACT FROM AUTHOR]

African Americans face shorter employment durations than similar Whites. We hypothesise that employers discriminate in acquiring or acting on ability-relevant information. In our model, monitoring Black, but not White, workers is self-sustaining. New Black hires were more likely fired by previous employers after monitoring. This reduces firms' beliefs about ability, incentivising discriminatory monitoring. We confirm our predictions that layoffs are initially higher for Black than non-Black workers, but that they converge with seniority and decline more with the Armed Forces Qualification Test for Black workers. Two additional predictions, lower lifetime incomes and longer unemployment durations for Black workers, have known empirical support. [ABSTRACT FROM AUTHOR]

This study aims to examine the effects of teachers' seniority, emotional intelligence (EI), and team-member exchange (TMX) quality on their job performance in primary schools. In particular, the mediating role of TMX on the relationship between EI and job performance, and the moderated mediating effect of teacher seniority on EI-TMX-job performance relationships were scrutinised. Data were collected from 387 teachers of primary schools in Taiwan. The SPSS PROCESS macro and structural equation modelling (SEM) were applied to test the hypotheses using SPSS 26.0. The research findings indicated that primary teachers' EI positively affected their TMX and job performance. The findings also provide empirical evidence for the positive mediating effect of TMX on the relationship between EI and job performance, as well as the negative moderating effect of teachers' seniority on the linkage between EI and TMX. Recommendations are made on the enhancement of teachers' EI and the relationship of TMX in teachers' professional development programs, educational policies, and practice. [ABSTRACT FROM AUTHOR]

Purpose - Career adaptability is a crucial skill for employees to cope with the changing job market and working environment. Despite the fact that researchers are becoming more interested in the topic, few managers pay attention to the many variables that influence its link with organizational outcomes. Drawing on the theory of career construction and career development, this study examines the influence of career adaptability on two organizational outcome variables, namely, job performance and turnover intention, through the mediating effect of personal-organization fit and the moderating effect of seniority. Design/methodology/approach - Using questionnaires, information was gathered from 375 employees of Chinese state-owned firms, private businesses, and public agencies. The hypothesis effect is examined using multi-level analysis. Findings - 1) Career adaptability partially affected job performance through the mediation of person-organization fit.; The effect of career adaptability on job performance was moderated by seniority, and compared to employees with longer seniority, job performance of those with shorter seniority was enhanced by career adaptability. 2) Career adaptability affected turnover intention completely through the mediation of person-organization fit; The effect of personorganization fit on turnover intention was moderated by seniority, and compared with longer seniority employees, person-organization fit reduced the turnover intention of those with shorter seniority. Originality - This study enriches the existing literature on variables influencing the link between career adaptability and work outcomes, emphasizing in particular the significance of seniority and person-organization fit. In addition, it offers Chinese organization administrators a theoretical framework for considering career adaptability, which has consequences for the development of "personalized and flexible" systems. [ABSTRACT FROM AUTHOR]

Classic and contemporary research assumes legislators subjectively adopt a role orientation. This role indicates the degree to which they attempt to provide delegate representation for their constituents with the policies they support. Existing research, however, is divided on the causes that influence the choice between a relatively delegate or trustee role. I hypothesize that district heterogeneity affects this choice. Using data from the American Representation Study in the 1950s, I assess how a U.S. representative's selection of a delegate or trustee role is affected by district heterogeneity. The findings indicate that greater ideological heterogeneity generally increases the likelihood of delegate representation, depending on a legislator's electoral marginality. Greater partisan heterogeneity usually decreases the likelihood of delegate representation, except among electorally marginal legislators. I also find that marginality, seniority, and party affect legislators' role choices, providing evidence that in some ways Congress has remained the same over time. [ABSTRACT FROM AUTHOR]

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Copyright of Tendencias: Revista de la Facultad de Ciencias Económicas y Administrativas is the property of Universidad de Narino, Facultad de Ciencias Economics y Administrativas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Group coordinators have a key role in shaping coherent policy agendas in European Parliament (EP) committees and in building consensus about the party line among the group's specialists. They also yield considerable discretion and influence legislative outcomes through their selection of rapporteurs. This article builds and expands on previous research to analyse longitudinally the determinants of group coordinator selection. The EP's gradual empowerment to co‐legislator status has arguably increased the stakes of selecting competent group coordinators. Drawing on a unique dataset that includes all party group coordinators of the European People's Party in seven terms of the EP (1984–2019), the article shows that committee incumbency, coordinator seniority and, to a lesser extent, ideological proximity to the committee contingent influence who becomes a coordinator. The results are robust to replication of analyses on a sample of Socialists and Democrats Members of the European Parliament and to controlling for several factors associated with partisan and distributive theories of committee organisation. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic has affected most organizations' working environment and productivity. Organizations have had to make arrangements for staff to operate remotely following the implementation of lockdown regulations around the world, as the pandemic has led to restrictions on movement and the temporary closure of workplace premises. The purpose of this paper is to gain a deeper understanding of the effect of this transition on productivity during the pandemic, by studying a distributed network of research who collaborate remotely. We examine how the productivity of researchers is affected by the distributed collaborative networks in which they are embedded. Our goal is to understand the effects of brokerage and closure on the researchers' publication rate, which is interpreted as an indicator of their productivity. We analyze researchers' communication networks, focusing on structural holes and diversity. We take into account the individual qualities of the focal researcher such as seniority. We find that disciplinary diversity among researchers' peers increases the researchers' productivity, lending support to the brokerage argument. In addition, we find support for two statistical interaction effects. First, structural holes moderate diversity so that researchers with diverse networks are more productive when their networks also have a less redundant structure. Diversity and structural holes, when combined, further researchers' productivity. Second, seniority moderates diversity such that senior researchers are more productive than junior researchers in less diverse networks. In more diverse networks, junior researchers perform as well as senior researchers. Social capital and human capital are complementary. We conclude that the benefits of diversity on researchers' productivity are contingent on the qualities of the researchers and on network structure. The brokerage/closure debate thus needs a more nuanced understanding of causal relationships. [ABSTRACT FROM AUTHOR]

The purpose of this research is to consider whether ethical leadership influences intrinsic motivation, taking into account creativity as a mediating construct. Likewise, it is crucial to know how the commitment to continuity moderates the causal relationship between the variables studied. Lastly, the seniority covariate is included to review its role within the model used. Therefore, a quantitative, cross-sectional, correlational-causal scheme is applied with a sample of 448 employees. Regarding the results, the commitment to continuity negatively conditions the link between ethical leadership with both creativity and intrinsic motivation. In addition, creativity significantly mediates the link between ethical leadership and intrinsic motivation. However, this mediation deteriorates when the commitment to continuity intervenes. The same goes for the direct relationship between ethical leadership and intrinsic motivation. Together, seniority is actively associated with creativity and intrinsic follower motivation. Finally, ethical leadership and creativity are related in a curvilinear way with a convex aspect according to the quality of the leader-follower interaction. The main practical implications have to seek to establish adequate training policies that educate new ethical leaders, taking advantage of both corporate values and the academic wealth of employees. In addition, it is possible to reduce the commitment to continuity through an ideological identification of the follower with the task and by expanding their participation in decision-making. Finally, promoting intergenerational creativity prevents conformity and increases learning. [ABSTRACT FROM AUTHOR]

Changing paradigms of neurosurgical training and limited operative exposure during the residency period have made it necessary to evaluate newer technologies for training. Virtual reality (VR) technology provides three-dimensional reconstruction of routine imaging, along with the ability to see as well as interact. The application of VR technology in operative planning, which is an important part of neurosurgical training, has been incompletely studied so far. Sixteen final-year residents, post-M.Ch. (magister chirurgiae) residents, and fellows were included as study participants. They were divided into 2 groups based on their seniority for further analysis. Five complex cranial cases were selected and a multiple-choice question-based test was prepared by the authors, with 5 questions for each of the cases. The pretest score was determined based on performance on the test after participants accessed routine preoperative imaging. The posttest score was calculated after use of the VR system (ImmersiveTouch VR System, ImmersiveTouch Inc.). Analysis was performed by the investigators, who were blinded to the identity of the participant. Subanalysis based on the type of case and type of question was performed. Feedback was obtained from each participant regarding VR use. There was an overall improvement in scores from pretest to posttest, which was also noted in the analysis based on the participants' seniority. This improvement was noted to be more for the vascular cases (15.89%) compared with the tumor cases (7.84%). Participants also fared better in questions related to surgical anatomy and surgical approach, compared with questions based on the diagnosis. There was overall positive feedback from participants regarding VR use, and most participants wanted VR to become a routine part of operative planning. Our study shows that there is improvement in understanding of surgical aspects after use of this VR system. [ABSTRACT FROM AUTHOR]

Bank depositors and creditors are expected to play an important role in banks' dividend policy since they can either discipline or incentivise managers to pay larger dividends. We provide evidence suggesting that depositors are more influential than subordinated debtholders in disciplining banks facing extreme solvency situations from wealth expropriation, which is consistent with the monitoring hypothesis. The results for solvent banks show that deposits and subordinated debt explain larger dividends, suggesting that signalling incentives drive these cash payments. Diving deeper into our groups of banks, we observe that the risk‐shifting hypothesis becomes more nuanced as listed banks exercise wealth expropriation after the crisis through the uninsured deposits channel. Our results provide significant support for major dividend theories, unravelling the debt channels through which these theories may hold. [ABSTRACT FROM AUTHOR]

We provide insights on how job search changed in the Covid-19-crisis by analysing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased – which is due to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis applied much more frequently and there had been a substantial shift in the target industries for applications. Finally, we find that at the onset of the Covid-19-crises applications were made significantly more often below and significantly less often above a person's level of seniority. [ABSTRACT FROM AUTHOR]

With the unstable work environment brought about by high levels of turnover and employee burnout, many firms have sought fresh human capital to fill critical roles. The strain of having to complete job duties in an understaffed environment made remaining employees feel as though they are not being paid enough to do more work for the same pay. However, incoming workers required higher wages to match market demands. Owing to the existence of pay secrecy policies having the potential of making existing workers feel ostracized because elements of seniority, loyalty, and distrust of their employers, a cycle of cynicism and deeper senses of ostracism likely are occurring. With the support of the literature surrounding workplace ostracism, pay secrecy policies, and cynicism, we sampled general workers in the United States (n = 372) to determine if cynicism had the potential to further impact the negative relationship of perceptions of pay secrecy policies and workplace ostracism. Our findings suggest cynicism moderates the proposed relationship at average and high levels indicating that cynicism will buffer feelings of ostracism in an environment where there are negative perceptions of pay secrecy. We discuss how our findings add to the literature through being the first study to explore our hypothesized relationship. Furthermore, we add to understanding of how the aging workforce likely is experiencing cynicism and ostracism associated with pay secrecy policies. Beyond discussing our findings, we give suggestions for future research. [ABSTRACT FROM AUTHOR]

In a recent paper published in this journal, Genest & Kolev (2021) studied bivariate survival functions following a law of uniform seniority in the sense that these bivariate survival functions can be represented by a univariate one. While in that paper it is assumed that the survival functions are continuous and strictly decreasing on their support, we show that these assumptions are redundant in certain places. We also present simplified proofs on some of its results. [ABSTRACT FROM AUTHOR]

SUMMARY: Using the Chinese setting where two partners are assigned to lead each engagement, we find that gender-diverse partner pairs improve audit quality compared to same-gender partner pairs. We show that the positive effect of partner gender diversity is concentrated in the engagements led by two partners with similar seniority or collaborating as signatory partners for an engagement before or in clients with complex operations. We evaluate two potential factors that could drive the positive effect of partner gender diversity, namely, the perspective-broadening and the human capital factors, and show that perspective-broadening prevails, whereas the human capital factor does not. Our results are robust to controlling for endogeneity and using alternative measures of audit quality. Data Availability: Data are available from the public sources cited in the text. JEL Classifications: M42; M14; M41. [ABSTRACT FROM AUTHOR]

The nurse scheduling problem is the assignment of nurses to different working shifts while considering the existing constraints and rules. In recent years, medical centers have faced the challenge of resource planning due to the COVID-19 pandemic. In this study, a new mathematical model is formulated for nurse scheduling under the pandemic. In this model the nurses are categorized based on seniority and the auxiliary nurses are used because of the staff shortage. Apart from the hospital rules, conditions imposed during the COVID-19 pandemic are also considered. The proposed model is formulated in such a way that undesirable shifts are minimized, and also the violation of the schedule in the case of the possible absence of a nurse is prevented due to the model's robustness. The formulated model is applied in a real case in Iran, and the Genetic Algorithm (GA) is used as the solution method. To justify the Genetic Algorithm, different examples are generated and solved using this algorithm and the exact method. The results indicate that the Genetic Algorithm can provide near-optimal solutions with a mean optimality gap of 0.65% in a reasonable CPU time. The resulting timetable minimizes undesirable shifts and the utilization of auxiliary nurses. [ABSTRACT FROM AUTHOR]

Background: Despite their high prevalence and burden, disorders of gut‐brain interaction (DGBI) are undertaught and underrepresented in medical curricula. We evaluated the exposure of UK gastroenterology trainees to DGBI and their comfort managing these conditions. Methods: An electronic survey was distributed to trainees via UK training program directors. The survey included questions on stage of training; subspecialty interest; access to DGBI training opportunities, and comfort levels with DGBI diagnosis and management. Responses were compared between junior and senior trainees, by subspecialty interest (luminal and non‐luminal), by geographical region, and training program size. Key Results: One hundred twelve trainees from across the UK participated (21.4% of national training post holders). Exposure to DGBI lectures (32.8% junior vs. 73.3% senior trainees, p = 0.00003) and clinics (9.0% junior vs. 42.2% senior trainees, p = 0.00003), increased with seniority. Regardless of seniority, most trainees were rarely comfortable making a DGBI diagnosis (39.5% senior vs. 33.9% junior trainees, p = 0.69), and were not comfortable initiating neuromodulators (50% senior vs. 25.8% junior trainees, p = 0.08). Trainees without a luminal subspecialty interest (50%) accessed fewer DGBI clinics (p = 0.04), had less communication skills training (p = 0.04) and were less likely to have been observed during DGBI consultations (p = 0.002). Responses were similar across UK regions and did not differ between smaller and larger programs. Conclusions & Inferences: DGBI training opportunities are limited in UK gastroenterology training across training grades. Most trainees lack confidence with DGBI diagnosis and management. Urgent interventions need to be targeted at all stages of training to ensure DGBI competencies for future gastroenterologists and improve patient outcomes. [ABSTRACT FROM AUTHOR]