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Commercially available Pd/C can be used as a catalyst for nitro group reductions with only 0.4 mol % Pd loading. The reaction can be performed using either silane as a transfer hydrogenating agent or simply a hydrogen balloon (∼1 atm pressure). With this technology, a series of nitro compounds was reduced to the desired amines in high chemical yields. Both the catalyst and surfactant were recycled several times without loss of reactivity.

Purpose A truly successful continuous improvement review (CIR) visit does more than merely check the boxes for a positive recommendation. It builds the story of the school and should be an opportunity for its culture to shine through. The purpose of this paper is to demonstrate how to facilitate a successful CIR visit by moving from the basics of accreditation to understanding, implementing and “living” best practices. Design/methodology/approach Short tenure and high turnover among business school deans, mean that the majority of those leading the CIR may have no previous experience with the process. Findings This study begins by providing an overview of the role of accreditation and the role of the dean in the accreditation process. With a combined experience of over 35 years in the dean role and having served on or chaired over 35 accreditation visits, the authors share their experiences and offer a seven-step process for understanding and implementing best practices in the Association to Advance Collegiate Schools of Business accreditation process. Originality/value The suggestions offered in this study should help schools enhance long-term positive outcomes and serve as a guide to those navigating the CIR process.

Common difficulties faced by Chinese tourism firms are the industry’s high turnover rate and the strong influence of Chinese culture. To maintain their knowledge capital, firms are using knowledge-...

PurposeThis study aims to investigate whether and how a high turnover rate stimulates employees to engage more in learning behavior.Design/methodology/approachDrawing on self-regulation theory, the authors suggest that the motive for employees to engage in learning behavior is to improve themselves. Such a need can be activated when they reflect on themselves and realize the discrepancy between their current selves and desired future selves. The authors argue that the employees’ perceived poor performance at daily work may induce their desire for self-improvement via making the future work selves salient, and in turn engage more in learning behavior. This is particularly so when turnover rate is high because employees may be alert of and concerned more about their own poor performance. In an experience sampling study, the authors obtained evidence for these hypotheses.FindingsWhen turnover rate was high, employees’ poor performance increased salience of future work selves, which in turn facilitated their learning behavior. This relationship was not significant when turnover rate was low.Originality/valueContrary to the typical view that high turnover rate leads to knowledge loss for the companies, the present study findings suggest that it could also serve as a motivational factor facilitating employees’ learning behavior, which is an important way to increase knowledge pool of the companies.

Skin is a dynamic interface between the external environment and internal organs. It has high turnover that allows the renewal of dead skin cells, thus maintaining a healthy skin homeostasis. Mitochondria fulfills all the energy needs for these cells. In addition, mitochondria are an active source of free radicals that have been determined as crucially important in skin health and disease. The common notion of limited role of mitochondria as merely the cellular powerhouse has drastically changed. Several extracellular stressors have proved to induce impairment in the dynamic properties of mitochondria such as fusion and fission, which further leads to an activation of selective autophagic response known as mitophagy. Altered mitochondrial dynamics have been lately associated with skin photodamage and cutaneous manifestations of several diseased states, thereby suggesting it to be an effective therapeutic target. This review summarizes the molecular mechanisms involved with impaired mitochondrial dynamics and its potential role in skin health and disease.

Purpose of review The trend in the perioperative management of patients having orthopedic surgery in the ambulatory setting emphasizes time-efficiency and rapid turnovers. Anesthetic techniques and management continue to evolve to increase efficiency and decrease time spent in recovery. Recent findings Minimizing time patients spend in phase 1 recovery or bypassing phase 1 altogether, known as fast-tracking, has become an important goal in containing costs in high turnover, ambulatory settings. Anesthetic techniques, particularly implementation of regional anesthesia and multimodal analgesia, have evolved to maximize efficiency. Summary Anesthetic goals in the setting of high-turnover orthopedic surgery include effective multimodal analgesia, decreasing monotherapy with opioids, and patient education. Regional anesthesia as part of a multimodal analgesic regimen is increasingly used in ambulatory surgery fast-tracking protocols.

The C-H oxidation of saturated hydrocarbons to the corresponding alcohols and ketones can be performed efficiently at room temperature with molecular oxygen (1 atm) in the presence of acetaldehyde and catalysts such as Fe, Cu(OH)2 , and CuCl2 -18-crown-6 complex. Moreover, extremely high turnover numbers (>27,000) have been obtained for the C-H oxidation of saturated hydrocarbons with molecular oxygen (1 atm) using a combination of Cu(OAc)2 and acetonitrile at 70 °C. Related oxidation reactions such as epoxidation, Baeyer-Villiger reaction, acetoxylation of β-lactams with molecular oxygen and a suitable aldehyde at room temperature are described.

Estudos em Macroecologia lidam com padroes e processos em amplas escalas (espacial, temporal e taxonomica) que sao muito abrangentes para serem estudados com experimentos replicados, manipulativos e controlados como e feito tradicionalmente na ecologia. Estudos macroecologicos tem sido primordialmente realizados com foco em vertebrados e plantas terrestres, enquanto os sistemas marinhos e principalmente os de agua doce permanecem ainda pouco explorados. O objetivo deste trabalho e destacar alguns avancos dos campos de estudo da macroecologia no tocante a padroes espaciais de peixes em riachos brasileiros (padroes de diversidade alfa e beta). Por meio da coleta de informacoes de ocorrencia de especies de riacho em larga escala, nos encontramos maiores valores de riqueza total na Amazonia, no Cerrado e na Mata Atlântica e uma riqueza media geral de sete especies por sub-bacia. Alem disso, a composicao de especies foi diferente entre biomas, sendo evidenciados tambem elevados valores de substituicao de especies dentro deles. Em adicao aos resultados obtidos, apresentaremos uma discussao que guiara o leitor a compreensao das possiveis causas e mecanismos subjacentes aos padroes encontrados em um contexto macroecologico. MACROECOLOGY OF BRAZILIAN STREAM FISHES: Studies in Macroecology deal with patterns and processes on large scale (spatial, temporal and taxonomic) and that by definition are too comprehensive to be studied with replicated, manipulative and controlled experiments as it has been traditionally performed in Ecology. Macroecological studies are still conducted with a focus on terrestrial vertebrates and plants, while marine systems and especially freshwater systems remain little explored. The objective of this study is to highlight some advances in the fields of study of aquatic macroecology (spatial patterns of alpha and beta diversity), using fish from Brazilian streams as the object of analysis. By gathering stream fish occurrence information from large scale data sets, we found high total richness in Amazonia, Cerrado and Atlantic Forest, and found on average seven species per sampling unit, with small variation related to the identity of the analyzed biomes. Yet, species composition is distinct between biomes and we found high turnover levels within them. We will guide the reader through possible causes and mechanisms of the identified patterns.

Knowledge sharing (KS) is a challenge for non-governmental organisations (NGOs) given its high turnover and the informal nature of KS. We examine KS in Portuguese NGOs by adopting the three levels of Schein’s theory of organisational culture: artefacts, norms/values, and basic assumptions. We test the influence of the three variables we propose to be proxies of the three levels: internal communication, ethical climate, and altruism. This study’s objective is to a) ascertain whether the different levels are correlated with each other, and b) to understand the effects of organisational variables on KS. We found evidence to sustain the correlation among the three levels showing that Schein’s theory is supported in the NGO’s. Our findings confirm that an ethical climate and altruism have a positive impact on KS. However, the analysis fails to support the influence of internal communication. Altogether, we conclude that organisational culture positively impacts KS at NGOs info:eu-repo/semantics/publishedVersion

Objective To establish that the Hong Kong Special Administrative Region (HKSAR) government is actively promoting Chinese medicine (CM) and to examine turnover rate of Chinese medicine practitioners (CMPs) in Hong Kong, China in light of this governmental push. Methods This study covered two major areas: reviewing CM development in Hong Kong, and assessing the turnover rate of CMPs in Hong Kong. The first part of the paper is a historical review. The investigation of turnover rate had two sections. Section 1, quantitative method, involved online questionnaires; Section 2, qualitative method comprised interviews with CMPs from different types of CM clinics to ascertain the reasons for the turnover among CMPs. Results A total of 123 online questionnaires were received in Section 1 (55 from male CMPs; 66 from female CMPs; 2 respondents were unwilling to disclose their sex). The proportion of CMPs who had resigned in 2018–19 was 22.8% (28), of whom 5.7% (7) had resigned twice in one year. The rates of resignation in 3 years and 5 years were up to 40.7% (50) and 56.9% (70), respectively. Six CMPs were interviewed in Section 2. Young CMPs were more likely to resign than seniors. The large gap between actual salary and expectations appeared to be the main reason for the high rate of resignation. Conclusion HKSAR government keenly desires to promote CM in Hong Kong, however, high turnover rate of CMPs was detected even under this positive governmental support. There is an urgent need to conduct a more representative study of the reasons for the inclination of CMPs in Hong Kong. The study highlights an important issue in CM development, and these results should remind different stakeholders in the CM industry and the government that CMPs need better career prospects and support in various areas.

International audience; A set of supported Co3O4 catalysts have been designed and prepared to study the effect of textural characteristics and Brønsted acid sites concentration of MWW zeolite support, as well as cobalt loading on catalyst activity. Detailed characterization of the catalysts with a thorough study on their performance in the total oxidation of toluene and propane revealed that MCM-22 is the optimal support and that increasing Si/Al and decreasing external surface of MCM-22 positively affect the activity of supported Co3O4 catalysts, which is determined by their low-temperature reducibility. The activity of the Co/MCM-22 catalysts increased with cobalt content (5-20 wt %), consistent with enhancing the amount of low-temperature reducible Co3O4. The optimized catalyst containing 20% Co supported on dealuminated MCM-22 presented high turnover frequency (TOF) values in both toluene (2.6 × 10-5 s-1 at 270 °C) and propane (3.9 × 10-5 s-1 at 215 °C) oxidation and was characterized by outstanding cycling stability, long-term durability, water tolerance, and sintering resistance.

Life as a school principal is intense. Burnout and high turnover are realities for many principals. Student deaths, school shootings, and other emotionally heavy scenarios can be challengin...

Empresa junior em apreco, apesar de ter uma sala, equipe, divisao do trabalho, fanpage e site , lida com barreiras organizacionais que prejudicam o engajamento de seus colaboradores ou mesmo parcerias com clientes. O estudo faz um diagnostico das condicoes de comunicacao. Aplica uma analise de cenarios e faz um prognostico de acoes de baixo custo orcamentario: programas e projetos de relacionamento com publicos. Trata-se de uma pesquisa exploratoria, qualitativa, instrumentalizada pela tecnica de entrevista semiestruturada (9 colaboradores), com sistematizacao em Bardin (1977). Os resultados apontam o voluntariado e alta rotatividade como elementos que dificultam a consolidacao e a execucao de estrategias de relacionamento com seus publicos. O relato pode inspirar projetos de extensao com solucoes em relacionamento comunicacional. Palavras-chave: Letras. Comunicacao. Educacao. Empresa Junior. Diagnostico. SUMMARY: The junior company in question, despite having a room, team, division of labor, fanpage and site, deals with organizational barriers that hinder the engagement of its employees or even partnerships with clients. The study makes a diagnosis of the communication conditions. Applies a scenario analysis: SWOT array. And it makes a prognosis of actions of low budget cost: programs and projects of relationship with publics. It is an exploratory, qualitative research, instrumented by the technique of semi-structured interview (8 collaborators), with systematization according to the perspective of Bardin (1977). The results point to the fact that volunteering and high turnover among employees are elements that make it difficult to consolidate and execute strategies of relationship with their publics. Keywords : Letters. Communication. Education. Junior company. Diagnosis.

Resumo O estudo objetivou conhecer a concepção de profissionais que atuam no Conselho Tutelar e no Judiciário acerca da rede de cuidado ao adolescente usuário de substâncias psicoativas. Trata-se de uma pesquisa qualitativa, em que foram realizadas entrevistas semiestruturadas com 13 profissionais que atuavam na assistência e/ou no Judiciário em um município do interior do Rio Grande do Sul. A partir da análise de conteúdo, os resultados evidenciaram a importância de ações de prevenção envolvendo a família e a escola, bem como dificuldades vivenciadas pelos profissionais na rede, como a alta demanda de adolescentes, falta de recursos humanos, problemas na comunicação entre os serviços que compõem a rede, infraestrutura precária e alta rotatividade dos profissionais nos serviços. Conclui-se ser complexa, mas necessária, a articulação entre os distintos espaços de que o adolescente participa para que o cuidado seja ofertado de maneira integral e intersetorial. Abstract This study aimed to know the conception of professionals that works in the child protection agency and in the judiciary about the care network adolescents user psychoactive substances. It was a qualitative research, which were performed semi-structured interviews with 13 professionals that worked in the assistance and justice in a city within the Rio Grande do Sul. Based on content analysis, the results showed the importance of prevention involving the family and the school, as well some difficulties experienced by professionals in the network as the high demand of adolescents, lack of human resources, communication problems between the services that are part of the network, precarious infrastructure and high turnover of professional services. It concludes that the relationship between the different spaces that adolescents participate so that care is offered in a comprehensive and cross-sectoral manner is complex, but necessary.

A subtle balancing act for quinones Palladium catalysis is widely used in drug synthesis to form carbon-carbon bonds, but typically both carbon centers need to be activated ahead of time. Although introducing oxygen as an oxidant diminishes the need for preactivation, the catalysis then tends to be less efficient, especially in the case of arene coupling. Salazar et al. pinpointed the role of quinone co-catalysts in these processes and determined that after accelerating carbon-carbon bond formation, the quinone slows down catalyst reoxidation by oxygen. Appending bulky substituents to the quinone struck a better balance and substantially enhanced catalytic efficiency. Science , this issue p. 1454

Disclosed here is the use of an iron catalyst system for an intramolecular C-H amidation toward γ-lactam synthesis from dioxazolone precursors. (Phthalocyanine)FeIII Cl was found to catalyze this cyclization with extremely high turnover numbers of up to 47 000 under mild and aerobic conditions. On the basis of experimental and computational mechanistic studies, the reaction is suggested to proceed by a stepwise radical pathway involving fast hydrogen atom abstraction followed by radical rebound. A plausible origin for the high turnover numbers along with air-compatibility is also rationalized.

PurposeThe primary objective was to determine the prevalence of indicator microorganisms [Staphylococcus aureus, non-S. aureus staphylococci (NSAS), coliforms and aerobic bacteria] for contamination of chicken carcasses, carcass drip and rinse water from the informal chicken market in Gauteng, South Africa.Design/methodology/approachChicken swabs, chicken drips and rinse waters were collected from 151 chickens from 47 random outlets. Pre-tested questionnaires were administered to capture the risk factors for bacterial contamination. Standard microbiological procedures were conducted for isolation and enumeration of target bacteria.FindingsNSAS (64% and 41%) and S. aureus (12% and 31%) were prevalent on carcasses and in carcass drip respectively. Coliforms (62%) and aerobic bacteria (85%) were detected in rinse water. Significant risk factors for contamination of carcasses with NSAS, S. aureus and coliform organisms were: evisceration of chickens on the same location used for sale, cleaning of display counter with dirty clothes/wipes, holding of differently sourced chickens in the same cage prior to slaughter, not cleaning the display table/counter and hands at all, washing knives in rinse water, high turnover of daily slaughter and length of time to display chickens.Research limitations/implicationsThe limitations of this research were the limited geographical coverage and small sample size.Practical implicationsThe isolation of these indicator microorganisms suggests the potential presence of other chicken-borne pathogens not tested for in the study.Social implicationsThe findings serve to inform policy on public health and street-vended food and can guide control on good sanitary practices.Originality/valueThis is the first comprehensive report on ready to eat chickens from the informal markets in Gauteng, South Africa.

PurposeThis paper aims to investigate the impact of task interdependence and leader–member exchange, as social exchange variables, on affective commitment and turnover intent of new workers in an industry with high attrition rates. In addition, the paper examines the mediating effects of affective commitment.Design/methodology/approachThe present study drew insights from the literature to formulate hypotheses that link the two social exchange variables on affective commitment and turnover intent. Through the utilization of the data collected from 441 call center agents working for eight call centers in the Philippines, the hypotheses were tested and analyzed using structural equation modeling.FindingsThe results reveal that task interdependence and leader–member exchange are positive antecedents of affective commitment and negative predictors of turnover intent. Further analysis reveals that affective commitment fully mediates the effects of the two social exchange variables on turnover intent.Practical implicationsThe results imply that call centers can help improve new workers' affective commitment and reduce their turnover intent through job designs that can facilitate high task interdependence. Furthermore, training team leaders or supervisors to develop leadership styles that are more focused on people and relationships may also increase the agents' commitment and reduce their quit intention.Originality/valueThis paper is the first to demonstrate that social exchange variables can also impact the affective commitment and turnover intent of new workers in an industry known to have heavy supervisorial monitoring, high demands in terms of work quotas and high turnover rates.

Employees who feel supported by their organizations and managers tend to have higher well-being and job satisfaction and lower turnover. High turnover is a challenge for the restaurant industry and...

Burnout contributes to high turnover rates, medical errors, and poor patient satisfaction in geriatric nursing staff. Nurses' cognitive emotion regulation (ER) strategies are emerging as an important personal resource related to burnout that are modifiable with intervention. This study examined the association between cognitive ER strategies and burnout among geriatric nursing staff.Participants were 54 nurses (RNs, LPNs, CNA/UWs) with a mean age of 43.1 years (After controlling for CVs, cognitive ER strategies accounted for unique variance in depersonalization, but did not account for unique variance in emotional exhaustion or personal accomplishment. Rumination was associated with greater depersonalization, and greater refocus on planning was associated with lower depersonalization.Findings suggest that depersonalization may be most impacted by ER; however, other ER strategies may be important that were not included in the current study (e.g., experiential avoidance, mindfulness). Future research is needed with additional ER strategies and larger samples.Findings support the use of person-centered interventions, such as cognitive-behavioral and mindfulness-based techniques, to improve stress management and decrease depersonalization.

Aims To identify the changes in transition shock and job satisfaction among newly graduated nurses during their first year and examine the factors affecting these changes. Background Newly graduated nurses' high turnover is related to transition shock and job satisfaction. However, insufficient information exists on changes in these variables among such nurses. Methods A prospective longitudinal design was used. Participants were nurses newly graduated from nursing schools and working in hospitals in South Korea. There were 312, 195 and 120 participants at 4, 8 and 12 months, respectively. Results Transition shock and job satisfaction decreased as working period increased; transition shock was lower, and job satisfaction was higher in positive work environments. Linear mixed models revealed work environment was the only factor significantly related to transition shock and job satisfaction changes. Conclusion The nurses' transition shock and job satisfaction varied as per working period and work environment, which were the most important factors of these changes. Implications for nursing management Nurse managers can be aware of transition shock and job satisfaction changes, assess their severity and implement solutions in their hospitals. Thus, retention strategies should differ according to the changing needs of nurses at different stages of their career.

El artículo tuvo como objetivo general comprobar los resultados alcanzados en la ejecución del plan local de seguridad ciudadana, en un municipio limeño, 2017-2018. El tipo de investigación fue participativa, enfoque cualitativo y un diseño de estudio de casos. Se recogieron las entrevistas de un comisario policial de distrito, de un experto en temas de asuntos policiales, de un empresario víctima de hechos delictivos y de un ex miembro dirigencial del Comité de Seguridad ciudadana del Distrito. Los principales hallazgos encontrados fueron: falta de compromiso y responsabilidad de los representantes del Comité Local de Seguridad Ciudadana, alto índice de inseguridad en la zona, robos y asaltos que afectan los negocios, falta de efectivos policiales y serenos, alta rotación de comisarios, demora en la capacidad de respuesta de la policía ante la denuncia de un hecho delictivo e inmigración descontrolada. Las principales conclusiones fueron: nivel de eficacia de los planes de seguridad ciudadana solo alcanzaron un nivel valorativo medio de (58.34%), inadecuado sistema de control del plan local de seguridad ciudadana e incumplimiento de las categorías apriorísticas contrastadas.

Most of us are familiar with the workers known as house helps. You have known them since childhood and saw them almost as much as your parents, if not more. They probably felt like family, even more so that some of your relatives. However, despite the presence of these pseudo-familial bonds, those working in this profession are experiencing high turnover. Why is that? Some may argue poor terms and conditions of work are the cause, others claim discrimination by the employers’ plays a part and some believe it’s a lack of job security. In order to ascertain a concrete understanding, all factors must be tackled individually using appropriate methodology and research approaches so as to identify hidden links that will aid in constructing the final results. What is its impact? A high turnover brings with it a whole host of effects, both positive and negative. Therefore, it is imperative to find measures to deal with such effects in a manner that enables constructive development for both the house help and the employer. How can it be addressed? Tackling this particular issue is not easy, however, upon identifying the factors driving the high turnover, proactive approaches must be taken so as to avoid or at least limit turnover of this magnitude among house helps. This paper seeks to tackle all the aforementioned issues, using reliable and verified sources, accurate figures, effective methodology and well-built design.

We examine the relation between daily order imbalance and stock returns in the Chinese stock market. We show that lagged order imbalance significantly and negatively predicts future stock returns. In addition, the predictive relation is robust for size and turnover subsamples, but stronger for small stocks and stocks with high turnover. Finally, we show that a dynamic trading strategy based on lagged order imbalance generates positive returns with a Sharpe ratio much higher than those of passive strategies. Our results shed new light on the role of inventory effects in stock price movements in an order‐driven market.

Researchers have argued that the field of corrections is plagued by problems such as high turnover and increasing difficulties with hiring. There are a number of reasons to avoid pursuing correctio...

PurposeThe hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually identifying and hiring new employees. The purpose of this paper is to discuss how hospitality and tourism organizations can use electronic human resource management (eHRM) and artificial intelligence (AI) to help recruit and select qualified employees, increase individual retention rates and decrease the time needed to replace employees. Specifically, it discusses how e-recruiting and e-selection and AI tools can help hospitality and tourism organizations improve recruiting and selection outcomes.Design/methodology/approachResearch on eHRM, AI, employee recruitment and employee selection are applied to the hospitality and tourism industry and insights for how eHRM and AI can be applied to the industry are discussed.FindingseHRM and AI have the potential to transform how the hospitality and tourism industry recruit and select employees. However, care must be taken to ensure that the insights gained and the decisions made are well received by employees and lead to better employee and organizational outcomes.Research limitations/implicationsThis paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.Originality/valueThis paper represents the first research that integrates research from eHRM and AI and applies it to the hospitality and tourism industry.

While few organizations would willingly identify as being unfriendly to veterans, articulating what being veteran friendly means is an ongoing challenge. As such, organization leaders may struggle to explain the term, beyond reporting a need to support military veterans. This knowledge gap could contribute toward the high turnover rates of military veterans, particularly within their first 2 years of employment. To lessen these struggles, the authors propose a framework focused on building and sustaining a veteran-friendly organization. The framework provides an opportunity for organization leaders to improve their knowledge and preparation for creating a lasting veteran-friendly culture. The paper introduces veteran employment challenges, offers a review of literature on veteran-friendly organizations, details the proposed framework on veteran-friendly practices, and concludes with a reflection on the framework and implications for organizations and scholars interested in supporting veteran career transitions.

While few organizations would willingly identify as being unfriendly to veterans, articulating what being veteran friendly means is an ongoing challenge. As such, organization leaders may struggle to explain the term, beyond reporting a need to support military veterans. This knowledge gap could contribute toward the high turnover rates of military veterans, particularly within their first 2 years of employment. To lessen these struggles, the authors propose a framework focused on building and sustaining a veteran-friendly organization. The framework provides an opportunity for organization leaders to improve their knowledge and preparation for creating a lasting veteran-friendly culture. The paper introduces veteran employment challenges, offers a review of literature on veteran-friendly organizations, details the proposed framework on veteran-friendly practices, and concludes with a reflection on the framework and implications for organizations and scholars interested in supporting veteran career transitions.

Turnover effects on companies that tend to lead to losses as well as the results of inconclusive studies on variables that explain turnoverintention. However, studies that compare turnover intention between male and female employees on the model developed were still very limited. These empirical and theoretical findings direct this study to conduct comparative studies on male and female employees. The study was conducted on male and female employees in various industries. Interviews using questionnaires are data collection techniques used in this study. The acquisition of the data is used to test the model, the influence among variables and comparative studies using AMOS as the statistical approach. The results of the study show that turnover intention in women is higher than that of men. The high turnover intention in women is caused by the decrease in organizational commitment due to the increase in job stress.

The transformation of canola oil (CO), chicken fat (CF) and used cooking oil (UCO) esters is highlighted with the greener approach of microwave-assisted solvent-less ethenolysis. Four different catalysts were screened to carry out rapid reaction at low-temperature in short time span (50 °C and 30 min) and the study demonstrated significant improvements in turnover numbers (TONs) to 92,000 and 78,080 for CO esters and UCO esters respectively, indicating the possibility of convenient scale-up without the requirement for extensive purification of catalysts and starting substrates. A novel renewable lipidic source of spent hen for ethenolysis is exploited for the first time and maximum turnover numbers of 21,820 was achieved through optimization of catalyst/feedstock system.

A pulsed cathodic arc-plasma deposition of a few-nanometer-thick Pt(111) overlayer on a 50 μm-thick Fe–Cr–Al metal foil produced a thin-film catalyst; this catalyst exhibited high activity for low-...

Discoveries of the accurate spatial arrangement of active sites in biological systems and cooperation between them for high catalytic efficiency are two major events in biology. However, precise tuning of these aspects is largely missing in the design of artificial catalysts. Here, a series of metal-organic frameworks (MOFs) were used, not only to overcome the limit of distance between active sites in bio-systems, but also to unveil the critical role of this distance for efficient catalysis. A linear correlation was established between photocatalytic activity and the reciprocal of inter active-site distance; a smaller distance led to higher activity. Vacancies created at selected crystallographic positions of MOFs promoted their photocatalytic efficiency. MOF-525-J33 with 15.6 A inter active-site distance and 33 % vacancies exhibited unprecedented high turnover frequency of 29.5 h-1 in visible-light-driven acceptorless dehydrogenation of tetrahydroquinoline at room temperature.

BackgroundNumbers of GP locums in the NHS have grown in recent years, yet evidence on the scale and scope of the locum workforce in general practice is sparse.AimTo identify characteristics, geographical patterns, and drivers of GP locum use.Design and settingObservational study of routine data from general practices in England.MethodDescriptive analyses of national GP workforce data between December 2017 and September 2020 were conducted to determine the volume and geographical distribution of locum use and examine the characteristics of locums compared with other GP types. Locum full-time equivalent (FTE) was modelled using negative binomial regression and estimated incidence rate ratios (IRRs) for associations between outcome and characteristics of practices and population.ResultsIn December 2019, total locum FTE was 1217.9 compared with 33 996.6 for total GP FTE. Locums represented 3.3% of total GP FTE, which was fewer than other GP types. Median locum age was 42 years (interquartile range [IQR] 36 to 51) FTE and the majority were UK qualified (660 of 1034 [63.8%] total locum FTE), were male (642.6 of 1178.9 [54.5%] total locum FTE), and had long-term employment (834.1 of 1127.9 [74.0%]) total locum FTE. Rurality (IRR 1.250 [95% CI = 1.095 to 1.428]), inadequate Care Quality Commission ratings (IRR 2.108 [95% CI = 1.370 to 3.246), and single-handed practice (IRR 4.611 [95% CI = 4.101 to 5.184) were strong predictors of locum use. There was substantial variation in locum use between regions.ConclusionGP locum use remained stable over time. Compared with other GPs, locums were younger male GPs, a substantial percentage of whom did not qualify in the UK, and those who served underperforming practices in rural areas. This is likely to reflect recruitment or high turnover challenges in these practices/areas and can provide a greater understanding of general practice workforce challenges in England.

Considering the growing competitiveness between organizations and the increasing demand from consumers, it becomes relevant to seek methodologies that provide the optimization of processes. Inventory management allows organizations to reduce costs linked to maintenance or lack of adequate inventory, reduce the acquisition of unnecessary materials, reduce losses and theft, in addition to facilitating the flow of products and materials. The present work consists of a case study carried out in the Laboratory of Architecture and Urbanism, located in a public university in Minas Gerais with the objective of organizing the stock of products using the methodology of the ABC Curve. Through information collected during visits and on-site interviews, this method was used to identify which items have the highest turnover, as well as to propose improvements with regard to the organization of the items on the shelves. Considering that the laboratory consists of a system of providing services with high turnover and difficult to acquire materials, it is proposed changes in the organization of the laboratory and the stock, in such a way as to promote a reduction in the search and transportation time, organization of the items according to the volume of output and the facilitation of mapping for the identification of losses and thefts. The results obtained according to the classification of the items stored in the laboratory according to turnover corroborate with the results expected by the ABC Curve.

Introduction: Several studies have demonstrated the high turnover and the difficulty of fixing professionals in the work teams, especially doctors, as one of the great challenges for the consolidation of family health strategy (FHS) in Brazil. Professional turnover impairs the longitudinality of care, the formation of the bond with the team and the quality of care provided. Objectives: To describe the sociodemographic profile and the attraction and exit factors between doctors inserted in the family health strategy. Methods: The cross-sectional study with quantitative approach, carried out between March and April 2019, in the city of Ponta Grossa-PR, Brasil, through a semi-structured and self-applied questionnaire developed in the study. Descriptive analysis was performed by relative (%) and absolute (n) frequencies. Results: 61 physicians participated. There was a predominance of female professionals (57.4%), with less of 30 years-old (49,2%), graduated after 2015 (60,7%) and are not born in the city (82%). Only 1.6% had residency in family and community medicine and 9.8% specialized in family health. It was high percentage of doctors hired by the “Programa Mais Medicos” (82%) and who worked at the FHS for less than six months were found (59%). The main reason for leaving the professionals is to perform medical residency. The identification with the work was pointed out as the main factor for the insertion in the ESF, while the excess of demand and bureaucratic processes was mentioned as an important demotivation factor. Conclusion: There was a predominance of professionals with a short working time in the municipality’s PHS who came from the “Programa Mais Medicos”, in temporary contracts and in precarious labor relations. Medical turnover is a complex issue, but strategies for career enhancement in primary care and the provision of better working conditions can contribute to its resolution.

High turnover among teachers can threaten students' academic achievement. Thus, the current study investigated the associations between discipline problems, classroom emotional climate (CEC), and teachers’ turnover intention. Moreover, a randomized control design was employed to examine whether including another teacher in the class, moderated the association between CEC and turnover intention. 5830 students in first grade, and 300 class-teachers participated in the study. Significant relationships between discipline problems and CEC and between discipline problems and turnover intention was revealed. Moreover, CEC was associated with turnover intention in the one-teacher classes, whereas the same association was non-significant in the two-teacher classes.

Aberta oficialmente em meados de 1882, a fábrica a vapor de chapéus de Antônio José Maia & Cia. tinha proprietários portugueses. Eles foram obrigados por lei a contratar uma cota de aprendizes nacionais e garantir sua subsistência. No bojo dessa exigência, havia o problema da “transição” do trabalho escravo para o livre e os históricos conflitos entre nativos e estrangeiros no mercado de trabalho. No início da operação do empreendimento fabril, a maior parte da mão de obra especializada era portuguesa. Aos pernambucanos e às pernambucanas das mais variadas idades, foram destinados, de uma forma geral, os serviços mais simples e provisórios. Entre os anos de 1882 e 1886, os portugueses foram paulatinamente substituídos por nacionais formados na própria fábrica a vapor de chapéus, barateando custos de produção. Naquele mesmo espaço de tempo, meninas, meninos, moças, rapazes e mulheres adultas, brasileiros contratados como aprendizes, foram os que mais sofreram com a precarização e com a rotatividade nas oficinas da chapelaria. Nosso artigo analisa as complexidades do objeto de estudo por meio dos instrumentos da história social do trabalho.

The hospitality industry continues to grow, but high turnover still persists including within managers and supervisors. Despite their importance, research often focuses on hourly front line employe...

The Costurin Textile Company is located in the city of Cuenca-Ecuador, considered a textile factory of great importance due to its level of production to offer its textile products within the commercial market from 2014 to the present date; The problem of the present investigation lies in the demotivation of the employees, high turnover of the employees, slow production, reduced kindness to communicate, diminished confidence to communicate their concerns, loss of confidence to share confident information and the misunderstandings that usually arise from the wrong communication, it allows that there is no adequate communication. The objective of this study is to design a communication plan for the organizational climate, which supports the ability to motivate employees to carry out their production activities in the best way, establish a suitable climate for the factory obtaining better production results and giving job stability to staff. The methodology of the study is of a descriptive type with a quantitative approach, which will use the deductive method, surveys directed to the personnel are applied, and who provided the necessary information for the fulfillment of the previously stated objective. The results provide that increasing communication within the organizational climate will bring us benefits such as: motivated and organized personnel to better perform their activity, facilitates communication with their environment, obtaining the required production results.

We have developed an efficient method for Cu-ACP-Am-Fe3O4@SiO2 catalyzed Chan–Lam coupling of phenylboronic acid with primary amine furnished secondary amines. The catalyst offered virtues like mild reaction conditions, magnetically separable, and reusable and exhibits excellent performance in terms of good product yield and high turnover number.

Manager awareness of culture and cultural diversity is subjective and as such, managers use their own cultural knowledge to make judgments on issues that relate to cultural diversity. Human resource practitioners are not championing the practices that empower managers to manage cultural diversity due to overbearing administrative procedures. This results in favoritism, leading to high turnover and poor morale. Managers are also unable to associate organizational strategies and policies to cultural diversity, indicating cultural diversity knowledge and skill gaps. Hence, adopting a qualitative approach and descriptive design, the aim of this research is investigating the role of human resource management in managing cultural diversity at the correctional service organization. The sample size consists of 24 managers selected through non-probability purposive sampling from 42 managers' population of head and regional office.