Partial regularity of solutions to the 3D chemotaxis-Navier-Stokes equations at the first blow-up time

In this note, we investigate partial regularity of weak solutions of the three dimensional chemotaxis-Navier-Stokes equations, and obtain the $\frac53$-dimensional Hausdorff measure of the possible singular set is vanishing at the first blow-up time. The new ingredients are to establish certain type of local energy inequality and deal with the non-scaling invariant quantity of $n\ln n$, which seems to be the first description for the singular set of weak solutions of the chemotaxis-fluid model, which is motivated by Caffarelli-Kohn-Nirenberg's partial regularity theory \cite{CKN}

Proactive Personality: Genetic Influences in its Relationships with Career Success and Environmental Impacts on Its Change

Ph.DDOCTOR OF PHILOSOPH

Do Farmers Adopt Fewer Conservation Practices on Rented Land? Evidence from Straw Retention in China

We examine how land tenure arrangements affect Chinese crop farmers’ adoption of straw retention, a key conservation practice promoted by the Chinese government in part to curb rising air pollution. Using data from a 2016 farmer household survey covering 1,659 crop plots in Henan Province in central China, we analyze whether farmers are less likely to adopt straw retention on rented plots compared to own-contracted plots. To address the potential endogeneity of the choice of renting from others, we use an instrument exploiting the role of remittance income from household members migrated to cities in a bivariate probit model and a control function approach, respectively. Our main results reveal that the Chinese crop farmers’ likelihood of adopting straw retention were almost cut in half on rented plots compared to their owned plots, assuming the assumptions for biprobit or control functions hold. This suggests greater attention is needed to examine the spillovers across agricultural and environmental policies as China pushes for both a nationwide land rental market and more sustainable agricultural practices

Los factores que influyen en la satisfacción en el trabajo y su relación con la intención de baja laboral: tomando a los empleados que inician su carrera como ejemplo.

Job satisfaction of early-career employees has a significant effect on employee work behavior and work attitude. This study investigated the influence factors of job satisfaction and its relationship with turnover intention. Early-career employees were selected as the research subject. Questionnaires were distributed and the stratified random sampling method was used to analyze the 418 samples collected. The dimensions of job satisfaction were analyzed by exploratory factor analysis and confirmatory factor analysis, and a structural equation model was constructed to discuss the relationship between job satisfaction and turnover intention. First, for early-career employees, job satisfaction as a higher order factor consists of 6 first-order factors; personal growth’s influence on job satisfaction is the greatest, with a path coefficient reaching .918. Next come salary and welfare, work itself, interpersonal relationships and leader behavior. Additionally, job competency has a minimal effect on job satisfaction; its path coefficient is only .214. Second, job satisfaction has a significantly negative effect on turnover intention, indicating that the job satisfaction structure of early-career employees has its unique characteristics because they focus more on personal growth and development space. Through improving job satisfaction, turnover behavior of early-career employees can be effectively controlled.La satisfacción en el trabajo en empleados que inician su carrera tiene un efecto significativo en la conducta laboral y en la actitud ante el trabajo en los empleados. Este estudio investiga los factores que influyen en la satisfacción en el trabajo y su relación con el bajas laborales. Se seleccionaron empleados en su fase inicial como sujetos de investigación. Se distribuyeron cuestionarios según un método de muestreo aleatorizado estratificado para analizar 418 muestras recogidas. Las dimensiones de la satisfacción en el trabajo fueron analizadas mediantes análisis factorial exploratorio y análisis factorial confirmatorio, y con ello se construyó un modelo de ecuaciones estructurales para discutir la relación entre satisfacción en el trabajo y los motivos de bajas laborales. Primero, para empleados iniciales, la satisfacción en el trabajo como factor de orden superior consistía en seis factores de primer orden; la influencia del desarrollo personal en la satisfacción en el trabajo fue la mayor, con un coeficiente path de .918. El siguiente fue el salario y el bienestar, el trabajo por sí mismo, las relaciones interpersonales y la conducta de liderazgo. Adicionalmente, la competencia laboral tuvo un efecto mínimo sobre la satisfacción en el trabajo; su coeficiente path es sólo .214. En segundo lugar, la satisfacción en el trabajo tuvo un efecto significativamente negativo sobre los motivos de baja laboral, indicando que la estructura de satisfacción en el trabajo de los empleados iniciales tiene características propias, puesto que ellos se centran más en el desarrollo personales y el espacio de desarrollo. Mejorando la satisfacción laboral, la conducta de baja laboral de los empleados iniciales puede ser controlada efectivamente