LIFE: Costing the digital preservation lifecycle

Having confidence in the permanence of a digital resource requires a deep understanding of the preservation activities that will need to be performed throughout its lifetime, and an ability to plan and resource for those activities. The LIFE (Lifecycle Information for E-Literature) Project1 has advanced understanding of the short and long-term costs in this complex area, facilitating better planning, comparison and evaluation of digital lifecycles. The LIFE Project created a digital lifecycle model based on previous work undertaken on the lifecycles of paper-based materials. It applied the model to real-life collections, modelling their lifecycles and studying their constituent processes. The results were then used to estimate the costs of each element of the digital lifecycle. Organisations can now apply this process, enabling evaluation and refinement of their existing lifecycles and facilitating more effective planning for the preservation of newly acquired content. Phase 2 of the LIFE Project began in February 2007. It is evaluating and refining the models and methodology developed in the first phase of the project and developing lifecycle costings for a range of further case studies

Investigating the Quitting Decision of Nurses: Panel Data Evidence from the British National Health Service

There is currently a worldwide shortage of registered nurses, driven by large shifts in both the demand for and supply of nurses. Consequently, various policies to increase the recruitment and retention of nurses are under discussion, in particular, the role that wage increases might have in promoting nurse labour supply. In this paper we provide the first detailed empirical investigation into the quitting behaviour of nurses in the British National Health Service (NHS), using a newly constructed longitudinal survey. We fit both single and competing-risks duration models that enable us to establish the characteristics of those nurses who leave the NHS, distinguish the importance of pay in this decision and document the destinations that nurses move to. Contrary to expectations, we find that the hourly wage received by nurses outside of the NHS is around 20% lower than in the NHS, and that hours of work are about the same. However, there is a clear movement away from shift work. Age, seniority, job and employer characteristics are all found to be important predictors of nurses leaving the NHS. However, whilst the effect of wages is found to be statistically significant, the predicted impact of an increase in nurses' pay on retention rates is small. Our main conclusion, therefore, is that the current nurse shortages in the NHS will not be eliminated through substantially increased pay. Rather employers need to identify and address other aspects of the job which are driving nurses' decisions to quit the NHS.nurses, panel data, wages, hours, quitting, NHS

To Teach or not to Teach? Panel Data Evidence on the Quitting Decision

The question we address in this paper is which factors influence the quitting decision of public sector teachers in England and Wales, using a nationally representative panel data set over 1997-2003. We document the outcomes of former teachers, fit single and competing-risks duration models and examine the influence of relative pay on retention. Surprisingly, we find that teachers who move to outside employment earn 22% less pay, work longer hours, in largely nonprofessional occupations and mainly stay within the public sector. We estimate that a 10% increase in teachers’ relative pay would reduce annual quitting rates by less than 1%.Teachers, Panel Data, Wages, Quitting

Possible attenuation of the G2 DNA damage cell cycle checkpoint in HeLa cells by extremely low frequency (ELF) electromagnetic fields

BACKGROUND: The issue remains unresolved as to whether low frequency magnetic fields can affect cell behaviour, with the possibility that they may be in part responsible for the increased incidence of leukaemia in parts of the population exposed to them. METHODS: Combined treatment of HeLa cells with gamma-irradiation (1, 3 and 5 Grays) and extra low frequency magnetic fields of ~50 Hz was carried out under rigorously controlled conditions. RESULTS: Synchronised cells progressing from S-phase arrived at mitosis on average marginally ahead of irradiation controls not exposed to ELF. In no instance out of a total of twenty separate experiments did this "double-insult" further delay entry of cells into mitosis, as had been anticipated. CONCLUSION: This apparently "non-genotoxic" agent (ELF) appears to be capable of affecting cells that would normally arrest for longer in G2, suggesting a weakening of the stringency of the late cycle (G2) checkpoint

Testing for Employee Discrimination using Matched Employer-Employee Data: Theory and Evidence

We use recent matched employer-employee data to directly investigate if white workers have a taste for racial discrimination in Britain. Based on a new structural model with individual and firm heterogeneity, we develop and test two predictions. Firstly, white employees with a taste for discrimination should report lower levels of job satisfaction the larger the proportion of ethnic minorities at their workplace. Secondly, white employees would have to be compensated by higher wages if required to work alongside ethnic minority co-workers. Both hypotheses are clearly supported for white males in our data, after comprehensively controlling for individual, job, and workplace characteristics. However, the evidence is weaker for females. The white male wage premium for working amongst only ethnic minority co-workers, as compared to working only with whites, is about 12%. Importantly, it appears that neither of these effects operates via realised racial prejudice at the workplace or white employees' feelings concerning their job security.Employee Discrimination, Compensating Differentials, Structural Estimation, Wages, Job Satisfaction

Testing for Employee Discrimination in Britain using Matched Employer-Employee Data.

We use recent matched employer-employee data to directly test if white workers have a taste for racial discrimination in Britain. We formally introduce individual and firm heterogeneity into the discrimination model used by Becker (1957, 1971) which we extend to generate predictions consistent with an employee taste for discrimination. We argue firstly that white employees with a taste for discrimination should report lower levels of job satisfaction the larger the proportion of ethnic minorities at their workplace. Secondly, white employees would have to be compensated by higher wages if required to work alongside ethnic minority co-workers. Both hypotheses are clearly supported for white males in our data, after comprehensively controlling for individual, job, and workplace characteristics. The white male wage premium for working amongst only ethnic minority co-workers, as compared to working only with whites, is about 12%. Importantly, it appears that neither of these effects operates via realised racial prejudice at the workplace or white employees' feelings concerning their job security.Matched employer-employee data, discrimination, job satisfaction, compensating wage differentials

TESTING FOR EMPLOYEE DISCRIMINATION USING MATCHED EMPLOYER-EMPLOYEE DATA: THEORY AND EVIDENCE

We use recent matched employer-employee data to directly investigate if white workers have a taste for racial discrimination in Britain. Based on a new structural model with individual and firm heterogeneity, we develop and test two predictions. Firstly, white employees with a taste for discrimination should report lower levels of job satisfaction the larger the proportion of ethnic minorities at their workplace. Secondly, white employees would have to be compensated by higher wages if required to work alongside ethnic minority co-workers. Both hypotheses are clearly supported for white males in our data, after comprehensively controlling for individual, job, and workplace characteristics. However, the evidence is weaker for females. The white male wage premium for working amongst only ethnic minority co-workers, as compared to working only with whites, is about 12%. Importantly, it appears that neither of these effects operates via realised racial prejudice at the workplace or white employees’ feelings concerning their job security.Employee Discrimination, Compensating Differentials, StructuralEstimation, Wages, Job Satisfaction

Metabolic scaling: consensus or controversy?

BACKGROUND: The relationship between body mass (M) and standard metabolic rate (B) among living organisms remains controversial, though it is widely accepted that in many cases B is approximately proportional to the three-quarters power of M. RESULTS: The biological significance of the straight-line plots obtained over wide ranges of species when B is plotted against log M remains a matter of debate. In this article we review the values ascribed to the gradients of such graphs (typically 0.75, according to the majority view), and we assess various attempts to explain the allometric power-law phenomenon, placing emphasis on the most recent publications. CONCLUSION: Although many of the models that have been advanced have significant attractions, none can be accepted without serious reservations, and the possibility that no one model can fit all cases has to be more seriously entertained

To Teach or Not to Teach? : Panel Data Evidence on the Quitting Decision

The question we address in this paper is which factors influence the quitting decision of public sector teachers in England and Wales, using a nationally representative panel data set over 1997-2003. We document the outcomes of former teachers, fit single and competingrisks duration models and examine the influence of relative pay on retention. Surprisingly, we find that teachers who move to outside employment earn 22% less pay, work longer hours, in largely nonprofessional occupations and mainly stay within the public sector. We estimate that a 10% increase in teachers? relative pay would reduce annual quitting rates by less than 1%

Synthesis of zeolites using the ADOR (Assembly-Disassembly-Organization-Reassembly) route

R.E.M. thanks the Royal Society and the E.P.S.R.C. (Grants EP/L014475/1, EP/K025112/1 and EP/K005499/1) for funding work in this area. J.Č. acknowledges the Czech Science Foundation for the project of the Centre of Excellence (P106/12/G015) and the European Union Seventh Framework Programme (FP7/ 2007-‐‐2013) under grant agreement n°604307.Zeolites are an important class of materials that have wide ranging applications such as heterogeneous catalysts and adsorbents which are dependent on their framework topology. For new applications or improvements to existing ones, new zeolites with novel pore systems are desirable. We demonstrate a method for the synthesis of novel zeolites using the ADOR route. ADOR is an acronym for Assembly, Disassembly, Organization and Reassembly. This synthetic route takes advantage of the assembly of a relatively poorly stable zeolite which can be selectively disassembled into a layered material. The resulting layered intermediate can then be organized in different manners by careful chemical manipulation and then reassembled into zeolites with new topologies. By carefully controlling the organization step of the synthetic pathway, new zeolites with never before seen topologies are capable of being synthesized. The structures of these new zeolites are confirmed using powder X-ray diffraction and further characterized by nitrogen adsorption and scanning electron microscopy. This new synthetic pathway for zeolites demonstrates its capability to produce novel frameworks that have never been prepared by traditional zeolite synthesis techniques.Publisher PDFPeer reviewe