Oceanus.

v. 44, no. 2 (2005

AEOLIX Living Labs Operational ImpactsAssessment

This document provides the AEOLIX impact assessment of living labs at the operational level. It is based on three main impacts namely business, environment, and socio-economic impacts. The three impacts are sub-divided further into sub-categories. The report collects data from twelve living labs involved in with AEOLIX. One of the main goals of AEOLIX was to reduce the costs for various logistics activities as implemented in twelve living labs. The expected benefits in the business area are from reducing the consumption of different resources, reducing the time used for various activities, and from increasing the productivity in certain areas. The economic or business benefits came along two dimensions: (i) in terms of time and (ii) in terms of money. In terms of time, AEOLIX facilitated reducing the time spent on various activities at the companies. In terms of money, AEOLIX helped to save the costs of specific logistics activities within the living lab.For the environmental aspect an overall value of 20% was set as target value for reduction in CO2 emission using AEOLIX. Only one of all living labs reached this target value, but there was anyhow a reduction found in all living labs. AEOLIX and its functions have also helped in reducing noise pollution at some of the living labs. In some cases, there was quite a considerable reduction. For the socio-economic aspects the job creation, SME empowerment, and the improved quality of life are addressed. This study has explored the impact of AEOLIX on job creation in terms of drivers’ and operators’ jobs. Since the AEOLIX implementation is still in its initial phases, respondents were unable to estimate how many jobs (drivers and/or operators) were created in the long run. SME Empowerment was measured as the increase in SMEs’ market share and the increase in direct collaboration between SMEs and large organizations. The results were meager both with regard to the market share and the extent of collaboration. The improved quality of life is measured in the way AEOLIX puts more focus on work, the less stress at work and a positive attitude towards people using it. The results reflect that AEOLIX has greatly helped employees to put more focus on work and to reduce stress levels. Managers consider this as a positive side of the return on investment (ROI) as the business processes are improved. AEOLIX impact on various socio-economic aspects is in principle positive but as this process is very slow to emerge it takes time to observe any changes in social aspects.Acceptance and trust on AEOLIX can be captured as a majority of the evaluation managers of the living labs found the AEOLIX functions (dashboard, connectivity engine and toolkit) useful to a great extent. The willingness to continue using AEOLIX functions and their usefulness are directly related to each other. This means that the more useful a function is, the more users are willing to continue using it. The AEOLIX platform, through various services and functions, has a positive impact on society in general and on workers in particular. Although this impact cannot be evaluated financially for the first year of the AEOLIX implementation, numerous studies show that a more satisfying and less stressful job, together with a more welcoming and stimulating environment, have an important economic impact in the long-term period. Therefore, the fact that AEOLIX has a positive impact on society will also prove to be an economic benefit for the different companies

An Analysis of Factors that Influence Air Force Civil Engineer Company Grade Officer Turnover Intentions

Increased operational pace in support of combat operations in Iraq and Afghanistan, combined with a reduction in the number of service members, has required military members to work longer and harder. Civil engineer company grade officers are among the most heavily deployed members of the Air Force. Because of this, Air Force leaders are concerned that they will encounter retention challenges with these members. To address this issue, a questionnaire designed to capture several key attitudes individuals have about the Air Force and the civil engineer career field was administered to 364 Air Force civil engineer company grade officers. Results of this study indicated that job satisfaction, organizational commitment, availability of alternatives, perceived organizational support, operations tempo, interrole conflict, and non-work satisfaction were significantly correlated with turnover intentions. Additionally, as suggested by some of the seminal and contemporary models of employee turnover, job satisfaction and organizational commitment were shown to mediate the relationship between these attitudinal variables and an individual’s intent to leave the Air Force. Theoretical and practical implications, as well as recommendations for future research, are discussed

Spartan Daily, September 14, 1983

Volume 81, Issue 11https://scholarworks.sjsu.edu/spartandaily/7060/thumbnail.jp

Joining Forces: Enriching RN to BSN Education with Veteran-Centered Learning

This article highlights the commitment of the American Association of Colleges of Nursing to engage nursing schools to support the Joining Forces initiative by enhancing the education and preparation of the nation’s nurses to care for veterans, service members, and their families. The progress toward meeting the Joining Forces pledge and integrating veteran-centered learning in an online RN to BSN program is described

Spartan Daily, May 19, 1982

Volume 78, Issue 67https://scholarworks.sjsu.edu/spartandaily/6910/thumbnail.jp

Turnover Intentions: A Quantitative Analysis of Comments from Air Force Civil Engineering Company Grade Officers

Voluntary turnover is a concern for the military and many other organizations from a financial and performance standpoint. This study applied grounded theory to code and network comments provided by CE officers in 2010. The results of this study found the most influential construct that predicts turnover intentions to be the relationship of OPSTEMPO influencing interrole conflict. This conflict is increased by the workload at home station due to under manning within CE. OPSTEMPO is an important aspect of a military member\u27s decision to stay or leave the service because it was found to interact with a multitude of other constructs (e.g. Educational Opportunities, Workload, Job Meaning). Perceived organizational support was found to almost always be related to negative job satisfaction. This study also expanded upon the research of retention intentions and how a retention survey is conducted, especially when conducted on military personnel. The military is a unique organization in a multitude of aspects and surveys should be tailored to address the unique situations each member faces, but still be generalized enough to ask all service members