The SUMMIT trial: a field comparison of buprenorphine versus methadone maintenance treatment.

This prospective patient-preference study examined the effectiveness in practice of methadone versus buprenorphine maintenance treatment and the beliefs of subjects regarding these drugs. A total of 361 opiate-dependent individuals (89% of those eligible, presenting for treatment over 2 years at a drug service in England) received rapid titration then flexible dosing with methadone or buprenorphine; 227 patients chose methadone (63%) and 134 buprenorphine (37%). Participants choosing methadone had more severe substance abuse and psychiatric and physical problems but were more likely to remain in treatment. Survival analysis indicated those prescribed methadone were over twice as likely to be retained (hazard ratio for retention was 2.08 and 95% confidence interval [CI] = 1.49-2.94 for methadone vs. buprenorphine), However, those retained on buprenorphine were more likely to suppress illicit opiate use (odds ratio = 2.136, 95% CI = 1.509-3.027, p < .001) and achieve detoxification. Buprenorphine may also recruit more individuals to treatment because 28% of those choosing buprenorphine (10% of the total sample) stated they would not have accessed treatment with methadone

Effects of Disability, Gender, and Level of Supervision on Ratings of Job Applicants

Using ratings of hypothetical job applicants with and without a disability obtained from both fulltime workers (n = 88) and undergraduates (n = 98), we examined the effects of disability (paraplegia, epilepsy, clinical depression, or non-disabled), gender, and nature of the job (supervisory or non-supervisory) on five job-relevant dependent measures. Contrary to our hypothesis, applicants with a disability were rated significantly higher in activity and potency than applicants without a disability. Further, also contrary to our predictions, gender and job type did not moderate the relationship between disability and applicant ratings. Post-hoc analyses revealed a significant gender by job type interaction; female applicants were viewed as more qualified than male applicants for the non-supervisory position, but the male applicants were viewed as more qualified than female applicants for the supervisory position. We use the flexible correction model (Wegener & Petty, 1997) to explicate the findings. Limitations and implications for future research on attitudes toward individuals with disabilities are discussed

Office-based physical activity and nutrition intervention: barriers, enablers, and preferred strategies for workplace obesity prevention, Perth, Western Australia, 2012

Introduction: Workplace health promotion programs to prevent overweight and obesity in office-based employees should be evidence-based and comprehensive and should consider behavioral, social, organizational, and environmental factors. The objective of this study was to identify barriers to and enablers of physical activity and nutrition as well as intervention strategies for health promotion in office-based workplaces in the Perth, Western Australia, metropolitan area in 2012. Methods: We conducted an online survey of 111 employees from 55 organizations. The online survey investigated demographics, individual and workplace characteristics, barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. We used χ2 and Mann–Whitney U statistics to test for differences between age and sex groups for barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. Stepwise multiple regression analysis determined factors that affect physical activity and nutrition behaviors. Results: We identified several factors that affected physical activity and nutrition behaviors, including the most common barriers (“too tired” and “access to unhealthy food”) and enablers (“enjoy physical activity” and “nutrition knowledge”). Intervention-strategy preferences demonstrated employee support for health promotion in the workplace. Conclusion: The findings provide useful insights into employees’ preferences for interventions; they can be used to develop comprehensive programs for evidence-based workplace health promotion that consider environmental and policy influences as well as the individual

Why Local Party Leaders Don't Support Nominating Centrists

Would giving party leaders more influence in primary elections in the United States decrease elite polarization? Some scholars have argued that political party leaders tend to support centrist candidates in the hopes of winning general elections. In contrast, the authors argue that many local party leaders - especially Republicans - may not believe that centrists perform better in elections and therefore may not support nominating them. They test this argument using data from an original survey of 1,118 county-level party leaders. In experiments, they find that local party leaders most prefer nominating candidates who are similar to typical co-partisans, not centrists. Moreover, given the choice between a more centrist and more extreme candidate, they strongly prefer extremists: Democrats do so by about 2 to 1 and Republicans by 10 to 1. Likewise, in open-ended questions, Democratic Party leaders are twice as likely to say they look for extreme candidates relative to centrists; Republican Party leaders are five times as likely. Potentially driving these partisan differences, Republican leaders are especially likely to believe that extremists can win general elections and overestimate the electorate's conservatism by double digits

Image and Reality: the Case of Job Satisfaction

This study makes a distinction between two types of utility. Experienced utility is defined as the job satisfaction derived from the present job, estimated by using a subjective evaluation of job satisfaction. Anticipated utility is defined as the individual’s anticipated job satisfaction before starting the job and it is studied by using a stated preference methodology known as conjoint analysis. The results suggest that the two utility concepts are different. Information about experienced utility is useful for the evaluation of well-being policies and the welfare effects of various employer strategies. Anticipated utility provides knowledge about the job search process.European Commission, Fifth Framework Programme "Improving Human Potential" (contract number: HPSE-CT-2002-00143)

Is Teleworking for Millennials?

While research has examined generational attitudes regarding work, there are limited studies on the expectations of the newest workforce, the Millennials (born 1981- 1999). This study looks at the Millennials’ attitudes toward autonomy, work/life balance, perceived computer competence and its relationship with telework preference. Using a survey instrument, a sample representing 195 Millennials and 68 non-Millennials were scrutinized to determine their preferences by group. Partial support was found for the effect of autonomy and work/life balance toward the preference to telework. Millennials do not seem to prefer teleworking. However, differences between males and females depicted greater interest in males

An exploratory study of factors influencing make-or-buy of sales activities

Purpose This paper aims to explore how sales managers make resourcing decisions with particular focus on their perceptions of outsourcing. Design/methodology/approach This paper is based on in-depth interviews with 29 senior sales managers from a variety of industry sectors based in the UK. All had more than five years’ experience of making resourcing decisions. Findings The findings are that resourcing decisions are prompted by cost pressure, the need to access skills or to improve flexibility. Outsourcing preferences are strongly moderated by perceived reputational risk. Availability of suitable suppliers and the ability to manage outsourcing are also practical moderators. Research limitations/implications The sample was purposeful in identifying and accessing senior respondents in substantial companies with extensive experience, but it was not random. Practical implications Respondents reported a lack of information available when making resourcing decisions; the model proposed provides a framework by which sales managers can identify the factors which should be taken into account and the information they need to make objective evaluations of resourcing options. Originality/value It has been acknowledged in prior literature that there is relatively little outsourcing of sales activities. This is the first exploratory study of the perceptions of sales managers about resourcing options and the first conceptualisation of how sales resourcing decisions are made

What makes an interesting job? Job characteristic preferences and personality amongst undergraduates

This item is only available electronically.Understanding job applicants’ preferences towards job characteristics can help companies focus on promoting and developing the important aspects of workplace, which in turn is linked to better job satisfaction and productivity. By advertising specific job and organisational characteristics, companies aim to recruit applicants who are attracted to such characteristics, hence achieving a fit between its employees and the organisation. Currently, there is a lack of research investigating the underpinnings of JCPs. The current study aims to explore JCPs amongst undergraduate students and clarify the relationship between personality factors and JCPs. 109 Psychology undergraduate students were asked to rate the importance of 23 job characteristics and completed a personality trait and facet measure. The results showed that students rated employment conditions (salary, benefits, tenure and working hours) as more important to other than to themselves. There were also differences in perception with regards to the importance of task, social and organisational characteristics. It was also found that Extraversion, Openness and Conscientiousness were significant predictors of JCPs, and personality facets accounted for more variance in JCP than Big-Five personality traits. These findings have implications for company recruiters and human resource practitioner in areas of recruitment, selection and development, and provide insight into the use of personality assessment in these areas.Thesis (M.Psych(Organisational & Human Factors)) -- University of Adelaide, School of Psychology, 201

Prev Chronic Dis

IntroductionWorkplace health promotion programs to prevent overweight and obesity in office-based employees should be evidence-based and comprehensive and should consider behavioral, social, organizational, and environmental factors. The objective of this study was to identify barriers to and enablers of physical activity and nutrition as well as intervention strategies for health promotion in office-based workplaces in the Perth, Western Australia, metropolitan area in 2012.MethodsWe conducted an online survey of 111 employees from 55 organizations. The online survey investigated demographics, individual and workplace characteristics, barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. We used \ucf\u20212 and Mann\ue2\u20ac\u201cWhitney U statistics to test for differences between age and sex groups for barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. Stepwise multiple regression analysis determined factors that affect physical activity and nutrition behaviors.ResultsWe identified several factors that affected physical activity and nutrition behaviors, including the most common barriers (\ue2\u20ac\u153too tired\ue2\u20ac? and \ue2\u20ac\u153access to unhealthy food\ue2\u20ac?) and enablers (\ue2\u20ac\u153enjoy physical activity\ue2\u20ac? and \ue2\u20ac\u153nutrition knowledge\ue2\u20ac?). Intervention-strategy preferences demonstrated employee support for health promotion in the workplace.ConclusionThe findings provide useful insights into employees\ue2\u20ac\u2122 preferences for interventions; they can be used to develop comprehensive programs for evidence-based workplace health promotion that consider environmental and policy influences as well as the individual