Dependability and Performance Measures for the Database Practitioner

We estimate the availability, reliability, and mean transaction time (response time) for repairable database configurations, centralized or distributed, in which each service component is continuously available for repair. Reliability, the probability that the entire transaction can execute properly without failure, is computed as a function of mean time to failure (MTTF) and mean time to repair (MTTR). Mean transaction time in the system is a function of the mean service delay time for the transaction over all components, plus restart delays due to component failures, plus queuing delays for contention. These estimates are potentially applicable to more generalized distributed systems.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/83501/1/1998.IEEE(2).pd

Personality and Cognitive Ability as Predictors of Job Search and Separation Among Employed Managers

Traditional models and research on employee job search and separation focus on situationally-specific variables, those that change with time or between particular employment situations. More enduring individual characteristics, such as personality and cognitive ability, may create predispositions that affect search and separation in consistent ways across different situations. The research reported here extends traditional turnover models by incorporating two enduring individual characteristics – personality and cognitive ability – into the search and separation process. This extended model is then tested on a sample of executives. Cognitive ability as well as the personality dimensions of agreeableness, neuroticism and openness to experience related positively to job search. The effects of cognitive ability and the personality dimensions of agreeableness and openness to experience on job search were partially mediated by the array of situational factors, while the effect of neuroticism on job search was fully mediated. The relationship between extraversion and job search became significant in the presence of situational factors, suggesting a suppressor effect. With regard to separation, a similar suppressor effect was found for extraversion. Implications for future research and practice are discussed

Health care staff perceptions of a coaching and mentoring programme: a qualitative case study evaluation

This study aimed to determine the value of the Coaching and Mentoring (C&M) Programme within a large National Health Service (NHS) system (‘Trust’) in London, England. A case study design was utilised with units of analysis: mentors, mentees, coaches, coachees, and line managers. Semi-structured interviews (n=32) took place in 2015. Findings revealed how individuals were able to develop personally and professionally. Findings support the need for more staff opportunities to engage in shared activities. The study also identified the importance of there being strong organisation-wide leadership of the programme, as well as managerial support to enable staff to engage in the programm

Effects of Personality, Cognitive Ability, and Fit on Job Search and Separation Among Employed Managers

The present study attempted to provide a constructive replication and extension of a study on managerial job search completed by Bretz, Boudreau, and Judge (1994). Beyond examining the same variables as Bretz et al. (1994), the effects of personality, cognitive ability, challenge and hindrance related job stress, and fit on job search and turnover also were examined. Data were collected from a 1995 survey of employed U.S. managers and a 1996 follow-up survey of respondents. Results based on a sample of 1,886 managers generally replicated the Bretz et al. results. Furthermore, hindrance related stress, cognitive ability, extraversion, openness to experience, and agreeableness were associated with search and/or separation

CAPAbility: Comparison of the JOURNEY II Bi-Cruciate Stabilised and GENESIS II total knee arthroplasty in performance and functional ability: protocol of a randomised controlled trial

Background: Osteoarthritis of the knee is a common condition that is expected to rise in the next two decades leading to an associated increase in total knee replacement (TKR) surgery. Although there is little debate regarding the safety and efficacy of modern TKR, up to 20% of patients report poor functional outcomes following surgery. This study will investigate the functional outcome of two TKRs; the JOURNEY II Bi-Cruciate Stabilised knee arthroplasty, a newer knee prosthesis designed to provide guided motion and improve knee kinematics by more closely approximating a normal knee, and the GENESIS II, a proven existing design. Aim: To compare the change in Patient-reported Outcome Measures (PROMs) scores of the JOURNEY II BCS and the GENESIS II from pre-operation to 6 months post operation. Methods: CAPAbility is a pragmatic, blinded, two-arm parallel, randomised controlled trial recruiting patients with primary osteoarthritis due to have unilateral TKR surgery across two UK hospitals. Eligible participants (n = 80) will be randomly allocated to receive either the JOURNEY II or the GENESIS II BCS knee prosthesis. Baseline measures will be taken prior to surgery. Patients will be followed at 1 week, 6 to 8 weeks and 6 months post-operatively. The primary outcome is the Oxford Knee Score (OKS) at 6 months post-operatively. Secondary outcomes include: Other PROMs, biomechanical, radiological (computerised tomography, (CT)), clinical efficacy and safety outcomes. An embedded qualitative study will also investigate patients' perspectives via interview pre and post surgery on variables known to affect the outcome of TKR surgery. A sub-sample (n = 30) will have additional in-depth interviews to explore the themes identified. The surgeons' perspectives on the operation will be investigated by a group interview after all participants have undergone surgery. Discussion: This trial will evaluate two generations of TKR using PROMS, kinematic and radiological analyses and qualitative outcomes from the patient perspective

Supporting Advanced Practice Provider Transition to Practice: A Theoretical and Evidence-Based Intervention

abstract: New graduate nurse practitioners and physician assistants, also known as advanced practice providers (APPs), face a significant number of challenges when entering professional practice. If the new graduate does not receive sufficient guidance and support during this transition to practice (TTP), they will likely experience significant psychological stress and anxiety. If an organization does not implement measures to address TTP, the new graduate is much more likely to leave the current position within the first two years of practice. An extensive literature review was conducted investigating the effects, and necessary components of an orientation program which supports the new graduate through TTP. Using Van Maanen & Schein’s (1979) Theory of Organizational Socialization, a comprehensive new graduate orientation program was designed and implemented in large multi-specialty practice. Initial results suggest that this program improves both the perceived organizational support felt by the new graduate, as well as the new graduates’ affective commitment to the organization. Improvements in both these dimensions have been shown to decrease turnover intention and increase retention of the employee