bluuebunny/crossref_metadata_2025 huggingface dataset:
The MBTI: Potential Uses and Misuses in Personnel Administration
Authors: Coe Charles K.
Published: July 2015

The Myers-Briggs Type Indicator (MBTI) is a useful instrument for team building, strengthening communications, decision making, and for diagnosing organizational dysfunctions. The MBTI is, however, also misued if used for employee selection, or to unfairly stereotype. Misuses of the MBTI and not seeing the instruments' full potential in the organization, stem largely from inadquate training. Training in the MBTI should be expanded to teach how to typewatch, shadow integration, and how to use the MBTI to improve customer relations.
A Comparison of Factor Weighting Methods in Job Evaluation: Implications for Compensation Systems
Authors: Davis Kermit R. , Sauser William I.
Published: July 2015

Job evaluation has received a great deal of attention recently, in part because of its potential role in the gender-related pay equity issue. Investigators have been particularly interested in such psychometric characteristics of job evaluation instruments and plans such as reliability, gender bias, construct validity, and predictive accuracy. One aspect of job evaluation methodology that could directly affect compensation systems is the weighting of factors in scoring jobs. However, very little information exists in the compensation literature about the differential effects of alternative weighting methods or the psychometric parameters that may contribute to such differences.

The present article reviews past psychometric research related to weighting, and presents evidence of the salary effects of four different weighting methods examined in an applied job evaluation setting. The study sample consisted of 52 jobs in a municipal government. The four weighting methods were: (1) an unweighted raw score composite, (2) equal unit weights, (3) committee-judgmental weights, and (4) multiple regression weights. Results indicated high agreement among the 4 methods in terms of ordinal rankings of the pay rates for the 52 jobs. However, when jobs were classified into pay grades using the alternative weighting models, distinct differences occurred. Particularly relevant was a finding that the weighting models differed in their relative impact on male and female dominated jobs. The article discusses generalizability issues and recommendations to practitioners concerning weighting methodology in job evaluation projects.
A Predictive Validation Study of the Methods Used to Select Eligibility Technicians
Authors: Cesare Steven J. , Blankenship Mark H. , Giannetto Patrick W. , Mandel Mark Z.
Published: July 2015

The intent of this article is to assess the psychometric effectiveness of the written multiple choice test used to hire Eligibility Technicians and to investigate the predictive relationship between the selection test and job performance criteria. Selection system data were gathered on all applicants for the position of Eligibility Technician between the years of 1986 and 1990. The written test was found to: (a) be a valid predictor of subsequent job performance in that the applicants who scored well on the written test received higher job performance ratings than those applicants who scored poorly on the test, (b) have an inverse relationship with tenure and was significantly correlated with turnover, and (c) be a fair and unbiased estimate of job performance; it did not discriminate unfairly against any of the protected classes identified by the County of San Diego.
Illiteracy—The Neglected Enemy in Public Service
Authors: Anderson Claire J. , Ricks Betty Roper
Published: July 2015

Recently concern has been voiced over worker illiteracy particularly in light of forecast labor force shortages. A survey of 533 local government units revealed that over 60% of the jurisdictions currently employed workers who lack basic language and arithmetic skills. Illiteracy clearly is a barrier to upward mobility and suggests problems in providing service to the public. Some evidence was found of proactive stand on the part of local government by providing some basic skill training or accommodating for lack of language or computational skills. Implications of labor access and mobility of traditionally disadvantaged groups are discussed.
Public Administration, a Political/Administrative Dichotomy: A New Canadian Direction from American History
Authors: Gatto Robert
Published: July 2015

The subject, a source of long standing debate among theoreticians and practitioners in public administration, is revisited in an interesting and challenging way. In the face of a changing decentralized government role in many parts of the world, the author presents a modified classical position that proposes to deal with the impact of this on the public service. Canada and the Canadian public service are attempting to re-establish their roles in this new milieu. The author argues for a new role for public administration by drawing from an historical development of the field and introducing new arguments to support changing needs.
Male/Female Differences in Perceptions and Effects of Hostile Environment Sexual Harassment: “Reasonable” Assumptions?
Authors: Thacker Rebecca A. , Gohmann Stephen F.
Published: July 2015

Two recent court decisions have dealt with the appropriate legal standard for determining reasonableness in hostile environment sexual harassment cases. This paper discusses the “reasonable woman” standard adopted by these courts and explores the notion that gender-based differences in definition of sexually harassing behaviors do, in fact, exist. And secondly, the paper investigates the issue of gender-based differences in the emotional and psychological effects of hostile environment harassment. Data from a major survey of sexual harassment in the federal workplace are analyzed.
Assessing Employees' Emerging Elder Care Needs and Reactions to Dependent Care Benefits
Authors: Kossek Ellen Ernst , DeMarr Beverly J. , Backman Kirsten , Kollar Mark
Published: July 2015

This article explores employees' emerging elder care needs and their reactions to two currently adopted dependent care benefits, a dependent care spending account and the leave of absence program. Survey data was collected from employees in several public service organizations (a utility, a branch of the American Red Cross, and a not for profit hospital). Experiencing problems with elder care arrangements was related to having negative attitudes regarding managing work and elder care responsibilities and increased likelihood of missing work. Exploratory analysis revealed that demographic variables such as gender, household employment configuration, adult living arrangements, and form of adult dependent care used were related to variation in the extent that employees experienced elder care problems, and their elder care related attitudes and absenteeism. While the group of employees who presently need assistance is small, about one third of total respondents (35%) indicated that they expect to have elder dependents in the future. Employees' evaluation of existing dependent care benefits, a flexible spending account and an unpaid leave of absence program showed that while these programs were perceived to be somewhat effective, users felt that improvements in their communication and implementation were needed. Employees who were managers or male were significantly more likely to hold more positive attitudes regarding the effectiveness of the leave of absence program than those who were nonmanagers or female. Nonmanagers tended to use the dependent care account to a significantly lower degree than managers.

A rank ordering of present and potential employee benefits revealed sick care as the top preference for employer assistance.
Federal Personnel Offices: Time for Change?
Authors: Foley Frederick L.
Published: July 2015

In discussing a recent report with the same title by the U.S. Merit Systems Protection Board, this article proceeds to suggest specific actions that government agencies may take to help make their human resources management more effective and make their personnel offices more valuable to their managers. While the study was conducted in a federal setting, indications are that life is not much different in state and local government agencies and the recommendations may be useful to them as well.
Drug Screening in the Public Sector: A Focus on Law Enforcement
Authors: Daley Dennis M. , Ellis Curtis L.
Published: July 2015

The academic and legal literature has clearly established a set of policies suited for inclusion in a comprehensive drug screening program. The employment of urinanalysis, random drug tests, reasonable suspicion tests, and chain of custody procedures are mixed with employee safeguards such as test interpretation by medical review officers, analysis in NIDA certified labs, and confirmatory tests for initial positive results. This paper provides a two-fold, empirical examination of those policies.

First, the International Association of Directors of Law Enforcement Standards and Testing were surveyed. The IADLEST members' recommendations represent the standards that law enforcement agencies in each state would consider as their most appropriate professional guidelines. Inasmuch as they fall short of what the literature recommends (and they do in regard to a number of items), it is unlikely that individual police departments would find either the support or courage for recommending stronger policies.

Second, a North Carolina survey examines the implementation of these recommendations by municipalities in one of the more advanced states included in the IADLEST survey. In general, municipal police departments are found to follow the North Carolina Criminal Justice Standards Division's recommendations.
Human Resource Implications of Information Technology in State Government
Authors: Dawes Sharon S.
Published: July 2015

This paper discusses the human resource implications of information technology in state government. It outlines how changing information technologies have strong influences on the nature and operation of public programs, on the structure and function of public organizations, and on the content of public service jobs. Within this larger context, we discuss specific human resource problems in five key areas: title structures; recruitment, testing and selection; performance appraisal, rewards and compensation; training and professional development; and civil service processes. The paper concludes by outlining four broad issues which underlie these specific problems: the special demands of technical occupations, the emergence of hybrid job types, non-traditional qualifications for leadership positions in information management, and the need to transform the public workforce from within.
Effects of Preparing for Physical Ability Tests
Authors: Hogan Joyce , Quigley Ann
Published: July 2015

This article presents three studies that examine effects of training and nontraining preparation on physical ability test taking. The first study shows that upper body strength and muscular endurance of nonathlete females (N=24) can be enhanced by calisthenic training, with average gains between 30% to 50%. The second study shows a relation between female candidates (N=53) physical training participation and pass rates on a firefighter physical ability test. The third study shows the differential usefulness of alternative nontraining activities for preparing candidates (N=154) to take a physical ability test. Together, these results suggest that test preparation activities offer the potential to reduce adverse impact while maximizing selection opportunities of qualified applicants for physically demanding jobs.
Human Resource Experience: Survey and Analysis
Authors: King Albert S. , Bishop Terrence R.
Published: July 2015

The results of a nationwide survey of members of the Society for Human Resource Management are discussed. HR managers shared their perceptions regarding involvement in HR activities, involvement in strategic planning, professional development, impressions, and future issues. The findings update results of 1985–87 surveys compiled by ASPA, TPFC, BNA, and others.
Grade Banding: The Model for Future Salary Programs?
Authors: Risher Howard H. , Schay Brigitte W.
Published: July 2015

Grade-banding represents a break from the conventional salary management practices that have prevailed since World War n. Interest in this innovative compensation practice is rising in both the private and public sectors and has been prompted in part by a paradigm shift toward greater flexibility, flatter organizations, and increased managerial control of and accountability for traditional human resource functions. Grade-banding has been tested in the federal government since 1980 and has more recently been adopted in the private sector. This article reviews the experience with banding and discusses the implications of shifting to a banded structure.
Barriers to Municipal Government Performance Appraisal Systems: Evidence from a Survey of Municipal Personnel Administrators
Authors: Roberts Gary E.
Published: July 2015

Performance appraisal systems are an important tool of personnel management, but not all municipalities utilize this technique. The study analyzed the major reasons why municipal governments do not implement a formal performance appraisal system. The data was derived from a national sample of municipal government personnel officers. The results indicate that the most important barriers were a lack of expertise in performance appraisal and insufficient resources to adequately support a system. Discriminate analysis showed that western and southern cities were more likely to utilize an appraisal system, while eastern cities were least likely. Other significant variables associated with existence of a performance appraisal system were a favorable labor relations climate and lower turnover rates. Implications for development of a performance appraisal system are discussed.
Participants' Reactions to Subordinate Appraisal of Managers: Results of a Pilot
Authors: Ash Adiba
Published: July 2015

Practitioners and scholars alike have proposed the use of subordinate appraisal of managers (SAM) as part of a multiple appraisal system. This paper reports the results of a study conducted in the Dade County Public School System to assess SAM's impact on central office administrators—subordinates as well as supervisors. Subordinate ratings of supervisors were obtained on 19 managerial competencies. A performance profile was sent to each supervisor rated by at least three subordinates. Subsequently, participants were given an opinion survey in order to assess SAM's impact on them. Results of a factor analysis of subordinates' (n = 94) mean scores on the opinion survey indicated that there are three dimensions of SAM's impact on participants: overall acceptance of SAM, perceived validity of SAM, and perceived accuracy of subordinate ratings. Overall, the majority of participants: 1) expressed their approval of SAM for self-development—only subordinates supported it for evaluation purposes; 2) thought that SAM provided valid ratings; and 3) believed that subordinate ratings were accurate. Finally, the majority of participants did not think that SAM would have adverse effects on the supervisor-subordinate relationship.
Winning and Losing in Federal Sector Dispute Resolution
Authors: Smith Charles G.
Published: July 2015

This paper examines the binding decisions of the Federal Service Impasses Panel. (Panel) The Panel has the authority to mediate and ultimately decide the terms of a labor agreement should the federal agencies and labor unions be unable to do so bilaterally. This paper presents descriptive data on who wins and who loses with the Federal Service Impasses Panel. Background information on the history of dispute resolution machinery in the federal government is outlined. The data was collected from a content analysis of 307 of 311 binding cases decided by the Panel from 1/79 through 7/87. The paper chronicles the types of procedures used by the Panel, the nature of issues at impasse and who wins. Also, the number and types of arguments used by the parties in support of their respective positions with the Panel are examined. A number of conclusions are drawn from the analysis. (1) The Panel uses a number of different types of dispute machinery including conventional and final offer procedures. (2) Management won almost sixty percent of all issues brought before the Panel (3) Labor and management tend to use a variety of different arguments to support their positions. (4) Neither labor nor management appeared very interested in the impact of their proposals on the general public. Future research may wish to investigate the specific reasons for management success.
Job Analysis: Why Do it, and How Should it Be Done?
Authors: Clifford James P.
Published: July 2015

“Any validity study should be based upon a review of information about the job for which the selection procedure is to be used. The review should include a job analysis…” Uniform Guidelines 1978
Current Staff Development and Expectations as Criteria in Selection Decisions
Authors: Ito Jack K.
Published: July 2015

This article develops the argument that under certain conditions the selection decision of the appointing authority has consequences for the current and potential task assignments of present staff, and therefore may affect their developmental opportunities, performance and satisfaction. Therefore, these considerations would be important factors and constraints in the decision making process. Implications for the hiring manager, human resource units, and for selection research are developed.
Administrative Innovation and the Training of Public Managers
Authors: Vanagunas Stanley , Webb Jody
Published: July 2015

This study suggests that a systematic state manager training program, the Arkansas Certified Government Manager program, does stimulate administrative innovation. It is found from analysis of project plans submitted by the trainee managers, the capstone exercise of the training program, that many of them deal with new ideas, that a substantial number of such projects are developed as a result of participating in the ACGM training, and that generally, the exercise promotes additional state agency analysis, discussion and action of the issue or problem addressed by the training manager in his project plan.
Organizational Approaches for Managing Mid-Career Personnel
Authors: Williams Stephen L. , Fox Charles J.
Published: July 2015

There is a growing concern about the ramifications of significant restructuring of the workforce in the next century. While there has been considerable attention given to the education, training, and motivation of new workers, less attention has been given to parts of the existing workforce, particularly mid-career personnel. As the average age of the workforce steadily increases and attrition reduces the number of qualified workers, there will be a growing need for innovative methods of keeping experienced and knowledgeable personnel productive. This resource can be invaluable for maintaining organizational productivity as well as meeting the challenges of the next century. Characteristics of the mid-career worker and possible organization strategies for managing this resource are presented. In the end, it is realized that the solution to this personnel management issue will require multiple approaches.
Older Dogs and New Tricks: Career Stage and Self-Assessed Need for Training
Authors: Guthrie James P. , Schwoerer Catherine E.
Published: July 2015

Self-assessed training needs, increasingly used in designing, delivering, and targeting training, can be systematically affected by factors other than actual need. Using a sample of public sector employees, this research investigated the influence of career stage on perceptions of managerial support, training self-efficacy, utility and self-reported training needs. Those in later career stages reported lower training self-efficacy, lower training utility, and less need for management training. Implications for organizations and this growing segment of the work force are discussed.
The Values of Business and Federal Government Executives: More Different Than Alike
Authors: Posner Barry Z. , Schmidt Warren H.
Published: July 2015

A nationwide sample of executives from business (N = 505) and the federal government (N = 619) provided the database for comparing managerial values across these two sectors. Business and government executives differed in the importance they attached to a variety of organizational goals, stakeholders, and personal traits. They also differed in their outlook on future trends and how they handled tradeoffs between work and personal demands. While there were broad areas of disagreement, also noted were some areas of specific agreement on executives' values across the public and private sector. Implications for organizations and future research are suggested.
Subjective Judgment and the Selection Interview: A Methodological Review
Authors: Cesare Steven J.
Published: July 2015

Research on the employment interview frequently involves various studies containing disparate methodological factors that mitigate definitive conclusions regarding interview effectiveness. Two characteristics frequently cited as pertinent to the employment interview are the applicant's gender and race. From that position, the purpose of this research was to review the empirical literature identifying those methodological factors relevant to gender/race effects in the interview. It is hoped that this summary will represent a meaningful compilation of the methodological considerations that often confuse interpretation concerning the effects of applicant gender and race on interview judgments.
Managing Diversity: Lessons from the Private Sector
Authors: Dobbs Marti F.
Published: July 2015

The age, sex, and ethnicity of the U. S. work force is changing. Organizations are implementing a variety of strategies to recruit, integrate and manage the new workforce and to better harness the potential of all employees. This article examines the processes employed by private companies to develop diversity, compares them with a public initiative, explores the lessons learned, and discusses the implications for public personnel managers.
The Impact of Behavioral Traits on Performance Appraisal
Authors: Ralston Roy W. , Waters Rollie O.
Published: July 2015

This study investigates the effects of supervisor and subordinate measurable behavior on overall subjective/perceptual performance evaluation ratings. The behaviors operationalized as predictors are Dominance (D), Inducement (I), Steadiness (S), and Compliance (C). Correlation and hierarchical regression analyses establish positive effects on behavioral scales measuring: (1) Dominance, (2) Compliance, and (3) Inducement at the supervisory level. In the latter case, positive effects were found when comparing Supervisors with high levels of Inducement (I) to Subordinates with high levels of Compliance (C). Subordinates' Dominance (D) and Steadiness (S) scores also affected the performance evaluation ratings by Supervisors. Implications for employee performance and evaluation are discussed.
Save the Bureaucrats (While Reinventing Them)
Authors: Barnhart Tim
Published: July 2015

This article argues that each and every federal agency serves one customer — the American public— and that agencies learn about that customer from the top down, through the political process and the laws and regulations emulating from that process. For this reason, the bureaucracy is an essential ingredient in the management of federal agencies. The National Performance Review's assertion that bureaucrats are unnecessary and get in the way of line managers and employees misses the mark. Bureaucrats are at the very core of government. Properly conceived, they are the public's customer representatives, working to make sure agencies are managed in accordance with the public interest. Reinventing the bureaucracy may be a good idea, but eliminating it or weakening could be a terrible idea, making agencies even less responsive to the public's needs. Some key suggestions for how the bureaucracy can be improved are offered including: constantly improve the bureaucracy's rules, flatten the organizational structure, build partnerships with others outside the bureaucracy, use expert systems, and reengineer rule-based processes. Professionals in the federal bureaucracy — including human resource management professionals — are currently being challenged to demonstrate why they are needed. This article provides a clear, logical argument supporting the importance of the bureaucracy.
Cultural Diversity Programs to Prepare for Work Force 2000: What's Gone Wrong?
Authors: Riccucci Norma M.
Published: July 2015

This article examines some of the problems that exist with the various diversity programs that have been implemented to prepare for work force 2000. In light of recent efforts to examine the effectiveness of such programs, the article suggests that it may be time for employers to reassess or “reinvent” their programs.
The Effects of Organization-Based Self-Esteem on Workplace Outcomes: An Examination of Emergency Medical Technicians
Authors: Carson Kerry D. , Carson Paula Phillips , Lanford Hal , Roe C. William
Published: July 2015

Forty-six technicians employed by an ambulance and life flight service were surveyed to examine the effects of organization-based self-esteem (OBSE) on career outcomes and quality. Results show that those high in OBSE reported stronger career commitment and weaker career withdrawal intentions than those low in OBSE. Contrary to predictions, significant differences were not found for career satisfaction and career tenure. However, there was a significant difference between the high and low groups on the import of quality. Those low in OBSE tended to devalue quality as compared to those high in OBSE. A post hoc analysis was conducted to offer insight into which aspects of quality were important to the high OBSE group.
The Equal Pay Act: The First 30 Years
Authors: Crampton Suzanne M. , Hodge John W. , Mishra Jitendra M.
Published: July 2015

Historically, women have been paid less than men. This pay disparity between men and women exists even when women hold similar jobs and are comparable to men with regard to seniority and experience. The goal of the Equal Pay Act of 1963 and the Civil Rights Act of 1964 was to change this situation. The Equal Pay Act states that men and women should receive the same pay for equal work. Three decades have passed but women's wages remain less than wages for men in equal positions. The focus of this paper is a discussion of the Equal Pay Act on wage differentials between men and women. Strategies will be presented that organizations can follow to minimize compensation disparities.
Why are There Five Million Types of Statistics?
Authors: Aamodt Mike
Published: July 2015

Over the past few years, we have received several calls from HR folks asking about how to interpret one type of statistic or another. This article provides the big picture about statistical analysis and future issues will occasionally contain easy-to-understand explanations of specific statistics. If this idea excites you, seek professional help immediately!!!
Integrated Managerial Training: A Program for Strategic Management Development
Authors: Watad Mahmoud , Ospina Sonia
Published: July 2015

The notion of strategic training is premised upon the idea that organized developmental activities must be directly linked to the mission or the core business of the organization. This article presents a case study of a managerial training program implemented in a large nonprofit organization. The training program encouraged dialogue among managers of different hierarchical levels with different areas of expertise, to help improve the processes of vertical and horizontal integration required for effective performance. The program enabled participants to link their local decisions and daily operations to the broader organizational mission, consequently improving organizational effectiveness and learning. This paper suggests that human resource managers and trainers can enhance the effectiveness of managerial training programs by making a conscious effort to provide opportunities for horizontal and vertical integration within the training experience, independent of the content areas addressed in the program. Some of the consequences of implementing this approach include a more open and expanded communications process, the generation of professional attachments, bonding between members of the managerial team, and better coordination of services among participants from the various hierarchical levels and functional areas.
Human Resource Information Systems (HRIS): Providing Business with Rapid Data Access, Information Exchange and Strategic Advantage
Authors: Kovach Kenneth A. , Cathcart Charles E.
Published: July 2015

This article will review the major components of a Human Resource Information System (HRIS), including systems that are computerized and those that are not. These basic components provide a foundation for the reader to understand and explore how computerized and non-computerized information can assist human resources (HR) professionals achieve certain human resource objectives. There are many different types of computer software available to help in developing a comprehensive human resource information system. There is no doubt that personal computers can support real human resource decisions, but the information must be available in a form that can be utilized effectively in the decision making process.
Managing Career Plateauing in the Quebec Public Sector
Authors: Lemire Louise , Saba Tania , Gagnon Yves-Chantal
Published: July 2015

Many events in recent decades have made promotion opportunities increasingly scarce, thus significantly changing the career prospects of a large number of individuals. Feelings of career failure can have negative consequences for both individuals and organizations. Based on a survey of 192 managers and professionals in the Quebec public sector, our results indicate that the absence or inadequacy of practices linked to career planning, development, and support, as well as the lack of opportunities to play new roles and participate in work groups, accentuates the perception of career plateauing. In order for working conditions to be conducive to individual development, Quebec's public sector organizations will need to modify management practices related to the career plateau phenomenon.
The Job of Police Chief in the State of Illinois
Authors: Kitzman Brian C. , Stanard Steven J.
Published: July 2015

A comprehensive analysis of the job of Police Chief in the State of Illinois was performed to better understand the types of tasks incumbents in this position perform and the knowledge, skills, and abilities necessary to perform those tasks. The analysis was undertaken to gain a better overall understanding of this job in Illinois and to serve as a springboard for discussions pertaining to a voluntary statewide certification program. As envisioned by the Illinois Association of Chiefs of Police, individuals seeking to become a police chief in Illinois could gain certification by meeting certain criteria. The program, which would be available to applicants on a voluntary basis, would be useful for ensuring that only qualified applicants are selected as police chiefs. In line with results from a prior job analysis study, significant statistical and practical differences were found in the types of tasks performed as a function of police department size. Differences were also found for other demographic variables as a function of department size. Major findings and a summary of the demographic composition of the sample are presented. Possible uses of the resulting data are suggested in the context of a voluntary certification process for police chief candidates.
Deontological Dimensions of Administrative Ethics, Revisited
Authors: Chandler Ralph Clark
Published: July 2015

The administrator is always to some extent an initiator of values, partly as a representative of some interest group or groups, but also independently, in his own right. He can never by completely governed by others, and, as a matter of fact, he has considerable latitude of choice before the consequences of his decisions will bring reactions that threaten survival. — Simon, Smithberg, and Thompson, Public Administration, 1950

Administrative procedures are more important in effectuating the basic principles of government than is substantive law. — David M. Levitan, “Political Ends and Administrative Means,” Public Administration Review, 1943.
OECD Supports the Creation of Sound Ethics Infrastructure: OECD1 Targets Both the “Supply Side” and the “Demand Side” of Corruption
Authors: Bertok Janos
Published: July 2015

OECD anti-corruption activity includes initiatives which address the problem from the “supply side”—the implementation of the Anti-Bribery Convention—as well from as the “demand side”—through work on public service ethics. The work of the OECD Public Management Committee (PUMA) on ethics and corruption prevention supports OECD Member countries in their efforts to improve their systems of governance and public sector management. Specifically, this work aims to help governments monitor the broader public service environment in order to maintain effective frameworks for promoting integrity and preventing corruption on the part of public officials. In OECD work on public sector ethics, corruption is seen as more than individual criminal actions, but rather the result of systemic failure and a management problem. This is manifested by low-quality legislation and by weak public institutions that do not enforce laws, and, even more, fail to provide adequate control, oversight, and transparency.
Lay members of New Zealand research ethics committees: Who and what do they represent?
Authors: Gremillion Helen , Tolich Martin , Bathurst Ralph
Published: July 2015

Since the 1988 Cartwright Inquiry, lay members of ethics committees have been tasked with ensuring that ordinary New Zealanders are not forgotten in ethical deliberations. Unlike Institutional Review Boards (IRBs, or ethics committees) in North America, where lay members constitute a fraction of ethics committee membership, 50% of most New Zealand ethics committees are comprised of lay members. Lay roles are usually defined in very broad terms, which can vary considerably from committee to committee. This research queries who lay representatives are, what they do, and what if anything they represent. Our findings are based on data collection with 12 participants: eight semi-structured interviews with lay members from diverse types of ethics committees who described their roles, and commentary from four ethics committee chairs, three of these lay members who commented on this article’s final draft. Findings indicate that the role of New Zealand lay persons – although distinctively valued – is otherwise similar to the documented role of lay persons within North American ethics committees. Lay members see their role as primarily protecting the research participant and at times offering a corrective to non-lay members’ views and the interests of their institutions. However, in spite of their numbers, most lay members do not see themselves as representing any particular constituent groups or institutionally unaffiliated areas of concern. On tertiary education committees especially, there is a good deal of ambiguity in the lay role.
Using digital archives in historical research: What are the ethical concerns for a ‘forgotten’ individual?
Authors: Crossen-White Holly L.
Published: July 2015

Online digital archives have allowed researchers to explore the past as never before. Arguably without the search technology offered by online digital archives the lives of many individuals would have remained in obscurity. Furthermore, the level of detail that can be quickly gleaned about individuals from the past, particularly when multiple digital archives are accessed, raises ethical questions. For example, when reporting findings researchers could be disclosing personal information that is unknown to descendants, and if it relates to a sensitive topic then there is the potential for the researcher to cause distress. However, the rapid growth in digital archives has meant there has been little consideration of what ethical concerns digital archives might generate. This article reflects upon research using one digital archive and the importance of the researcher’s relationship with the material they retrieve when searching this type of source.
Ensuring Breastfeeding Success
Authors: Bouchet-Horwitz Julie
Published: July 2015

The debate over infant nutrition is finally over. Researchers and the public recognize that breast milk is the optimal nutrition for all infants. We now have agreement among the public, the medical community, and government agencies, all of whom support and endorse breastfeeding as the best possible nutrition for infants. In the United States, most women want to breastfeed their babies, and the breastfeeding initiation rate continues to rise. The health benefits of breastfeeding are well documented, and the American Academy of Pediatrics announced in their most recent Breastfeeding Policy Statement that breastfeeding is a public health issue and no longer a lifestyle choice. The health benefits of both mother and infant are not fully realized unless the baby is exclusively breastfed for about 6 months and nursed for at least 1 year. The health of the baby is a dose-response: it is directly related to how much breast milk the infant receives. The mother’s health benefits are directly related to how long she nurses each infant and is cumulative. The United States is achieving the initiation rate but the exclusivity of breast milk and the duration of breastfeeding are rising slowly. Recommendations for improving the exclusivity of breastfeeding have been identified as continuous, uninterrupted skin-to-skin contact immediately after the birth until the first feeding occurs, giving only breast milk, 24-hour rooming in, breastfeeding on demand, limiting pacifier use, and breastfeeding support after discharge. This article will address these 6 steps.
Cladribine and cytarabine in refractory multisystem Langerhans cell histiocytosis: results of an international phase 2 study
Authors: Donadieu Jean , Bernard Frederic , van Noesel Max , Barkaoui Mohamed , Bardet Odile , Mura Rosella , Arico Maurizio , Piguet Christophe , Gandemer Virginie , Armari Alla Corinne , Clausen Niels , Jeziorski Eric , Lambilliote Anne , Weitzman Sheila , Henter Jan Inge , Van Den Bos Cor ,   the Salvage Group of the Histiocyte Society
Published: July 2015

Key Points

Patients with LCH, risk organs, refractory to standard VBL-steroid regimen have a poor survival, ∼30%. In a phase 2 study, with 5 years’ median follow-up, cladribine and Ara-C was shown to improve the survival up to 85% for this group.
Digital teaching tools and global learning communities
Authors: Williams Mary , Lockhart Patti , Martin Cathie
Published: July 2015

In 2009, we started a project to support the teaching and learning of university-level plant sciences, called Teaching Tools in Plant Biology. Articles in this series are published by the plant science journal,The Plant Cell(published by the American Society of Plant Biologists). Five years on, we investigated how the published materials are being used through an analysis of the Google Analytics pageviews distribution and through a user survey. Our results suggest that this project has had a broad, global impact in supporting higher education, and also that the materials are used differently by individuals in terms of their role (instructor, independent learner, student) and geographical location. We also report on our ongoing efforts to develop a global learning community that encourages discussion and resource sharing.
China invests two times as much as USA on honey bee research
Authors: Xie Xianbing , Luo Shudong , Huang Zachary
Published: July 2015

Honey bees are in no doubt the most beneficial insects to humans due to their widespread use for pollination of our crops. In this paper we compare the recent investment into honey bee research in China and USA. We show that China has invested more heavily into honey bee research than USA since 2007.  The recent funding increase promised by the White House Pollinator Task Force, hopefully, will reduce the funding gap between the two countries.
About criteria of admissibility of tactical methods of interrogations of processual persons during the disclosure and investigation of crimes
Authors: Балашов Николай , Balashov Nikolay
Published: July 2015

The article focuses on the actual problem of admissibility of the most popular procedural action — interrogation. Author describes different tactical approaches (recommended by the sciences of criminalistics, legal psychology, hypnoroproductology, psychophysiology, biorhytmology, extrasensorics and linguistics) that can be used by the investigator during the disclosure and investigation of crimes.
Socio-Economic Importance of Audit Working Conditions, Safety and Health
Authors: Смирнова  , Smirnova Marina , Кохова  , Kokhova Irina
Published: July 2015

Labour protection is one of the areas in the sphere of enterprise activity. Development of audit activity in the protection of labor will give the development of the system of external and internal audit, as an alternative to the system of state control. The article deals with the modern understanding of the conditions and safety. The definitions of “Working Environment”, “Working Conditions”, “Occupational Safety and Health.” It reveals the importance of health and safety for today’s workers. The author analyzes the current situation in the Russian Federation in the field of health and safety based on the data of Rosstat. We investigate occupational diseases, injuries, accidents at work. We investigate promising areas of assessment of working conditions on the basis of modern organization of audit of indicators such as the causes and conditions of occupational injuries for the previous period, especially the use of advanced technology and safe technology; ergonomic devices that protect the rights, etc.
Audit Staff in the Personnel Management System of the Organization (Lecture 5)
Authors: Митрофанова  , Mitrofanova Elena
Published: July 2015

This article continues the abstract of lectures on discipline «Economics of personnel management» for bachelor degree programme.

The article reveals the essence and purpose of audit personnel and the personnel management system. The basic directions of audit staff. The content of the

principles of audit staff, the characteristic of the methods of audit staff. Consistently shown the content of the main stages of audit personnel and the personnel

management system: phase of goal setting, the preparatory stage, the stage of analysis and evaluation of the personnel management system for a certain

period or in dynamics, the stage of formation of a set of recommendations for improving the system of personnel management. Keywords: audit staff, the

direction of audit staff, audit personnel, personnel management, methods, audit staff, audit staff, audit report.
Understanding peritoneal dialysis: an intrinsic part of safe patient care
Authors: Ellis Peter
Published: July 2015

For many patients with established kidney disease, peritoneal dialysis is an important therapy option, one which can be undertaken in either the outpatient or hospital setting. In this informative article, Peter Ellis considers the basic biological processes that make peritoneal dialysis work and emphasises the importance for renal nurses to understand this.
Becoming a positive advocate for patient involvement
Authors: Finnigan Robert
Published: July 2015

Many of us experience difficult periods in our lives, and these are often health-related. Robert Finnigan talks openly about how he volunteered in various patient involvement programmes and how this helped him gain a new perspective, as well as allowing him to confront his growing cynicism.
Time for summer camp!
Authors: Clarke Jenni
Published: July 2015

In Jenni Clarke's final article on planning to observe number activities, she focuses on ideas to create camps and carnivals in your setting. Take advantage of the many opportunities for sustained shared thinking.
Keeping the conversation going about SLC support
Authors: Freemanis Kate
Published: July 2015

While government funding for I CAN's Early Learning Development Programme has ended, the organisation is determined to build on its success by encouraging more practitioners to take up its training.
Promoting positive play
Authors: Doyle Phoebe
Published: July 2015

Children instinctively both need and want to play; it is how they learn. Phoebe Doyle offers ideas on encouraging and supporting learning through play, and advice on when and how to step in.
Um panorama das publicações na ANPET
Authors: Sousa Felipe Brum de Brito , Diógenes Mara Chagas , Oliveira Marcelo Leismann de , Castro Antenor Santos , Korff Diego Fiorin , Lindau Luis Antonio
Published: July 2015

A Associação Nacional de Pesquisa e Ensino em Transportes, ANPET, foi criada com o propósito de atuar como um fórum especializado para a discussão da pesquisa e do ensino de transportes no Brasil. Fundada em 1986, a ANPET reúne todos os anos em seus congressos muitos trabalhos científicos de diversas instituições e áreas de conhecimento, proporcionando a troca de experiências e o fortalecimento da pesquisa. O objetivo deste trabalho é retratar o perfil e a evolução dos temas abordados nos anais dos congressos e revistas editadas e publicadas pela ANPET, bem como caracterizar a participação das diferentes instituições que têm contribuído para o sucesso da Associação. A metodologia adotada para a realização do trabalho consistiu na estruturação de um banco de dados que possibilita consultas múltiplas.
Procedimento para a formulação de asfaltos-borracha com vistas a atender os requisitos da dosagem Marshall
Authors: Pilati Fernanda , Faxina Adalberto Leandro , Pessa Fabbri Glauco Tulio , Gigante Antonio Carlos , Alba Sória Manoel Henrique , Figueiredo Mathias Leite Leni
Published: July 2015

A seleção de proporções adequadas dos modificadores a serem adicionados ao ligante asfáltico de base é uma questão fundamental na produção de ligantes asfálticos modificados. O objetivo deste trabalho é apresentar um procedimento para a definição das concentrações de borracha moída e de óleo extensor na produção de ligantes asfalto-borracha. O procedimento em questão é de natureza empírica e tem fundamentação na teoria estatística de experimentos com misturas. Compõe-se, basicamente, do delineamento de um experimento com misturas, o qual orienta a seleção de amostras cujas propriedades são monitoradas e, posteriormente, modeladas visando a confecção de gráficos de efeitos de componentes e de superfícies de resposta. Um estudo de caso é empregado para aplicar este procedimento, no qual os parâmetros da dosagem Marshall servem de referência para a seleção de concentrações de borracha moída e de óleo extensor para a composição de ligantes asfalto-borracha cujas propriedades atendam requisitos de especificação.
Compatibilidade das faixas de mudança de velocidade para o tráfego de veículos pesados em rodovias brasileiras
Authors: De Aquino Pereira Neto Waldemiro , Widmer João Alexandre
Published: July 2015

Um importante dispositivo no projeto geométrico de interseções em rodovias com elevada velocidade de projeto e tráfego intenso são as faixas de mudança de velocidade. Este recurso, além de permitir uma maior capacidade da via, é responsável pela redução dos riscos de acidentes decorrentes da existência de veículos com elevado diferencial de velocidade compartilhando uma mesma faixa de tráfego, como as colisões traseiras e ultrapassagens em locais proibidos como nas imediações das interseções. Neste artigo é investigada a compatibilidade do tráfego de veículos de carga pesados utilizando faixas de aceleração e desaceleração, considerando que os manuais vigentes dimensionam estes dispositivos com base no desempenho de veículos de passeio.