title: Climate Change Negotiations and Third World Countries (Past, Present and Future)

authors: Nasir, Saeed

subjects: International Environmental Law

abstract: International response to tackle climate change resulted in the establishment of the Intergovernmental Panel on Climate Change 1992 (IPCC), entrusted with the task to present scientific findings to develop international legal framework on climate change. IPCC presented four reports and fifth report is around the corner which successively endorsed the climate change phenomena, its impacts and vulnerabilities of the different regions mostly inhabited by the third world countries. International efforts to tackle the climate change phenomenon resulted in the designing of the United Nations Convention Framework on the Climate Change 1992 (UNFCCC) embedding different environmental principles and the most pivotal one was the principle of common but differentiated responsibilities reinforcing the historical responsibilities notion of the developed countries to help developing countries in terms of finance and technology. This principle remained the guiding principle of UNFCCC negotiations since 1992 between developed and developing countries and got legal expression in the Kyoto Protocol 1997(upto 2012 and extended up to 2020 on interim basis to frame new agreement by 2015, applicable by 2020) to UNFCCC which prescribed compulsory obligations to developed countries and provided cushion of time allowance for developing countries obligations to reduce the carbon emissions; the real objective of UNFCCC and the financial help and technological transfer for adaptation and mitigation the carbon emissions. Unfortunately, developing countries could not effectively implement the climate change obligations and could not equip themselves to put themselves on the path of sustainable development resultantly having stalled round of negotiations in each year Conference of Parties (COP) except in COP 17 at Durban 2011 where it was principally agreed that new regime or agreement needed to be sketched by 2015, to be applied by 2020, applicable to all parties (moving away from the cornerstone principle of common but differentiated responsibilities) but developing countries started interpreting the cornerstone principle in such a manner and terms to suit them like the common but shared responsibilities according to historical sharing towards carbon emissions for each country which choked the negotiation process and endangered the negotiation for new international climate treaty to tackle climate change horrendous effects on the earth eco-system.

text: Climate Change Negotiations and Third World Countries (Past, Present and Future) International response to tackle climate change resulted in the establishment of the Intergovernmental Panel on Climate Change 1992 (IPCC), entrusted with the task to present scientific findings to develop international legal framework on climate change. IPCC presented four reports and fifth report is around the corner which successively endorsed the climate change phenomena, its impacts and vulnerabilities of the different regions mostly inhabited by the third world countries. International efforts to tackle the climate change phenomenon resulted in the designing of the United Nations Convention Framework on the Climate Change 1992 (UNFCCC) embedding different environmental principles and the most pivotal one was the principle of common but differentiated responsibilities reinforcing the historical responsibilities notion of the developed countries to help developing countries in terms of finance and technology. This principle remained the guiding principle of UNFCCC negotiations since 1992 between developed and developing countries and got legal expression in the Kyoto Protocol 1997(upto 2012 and extended up to 2020 on interim basis to frame new agreement by 2015, applicable by 2020) to UNFCCC which prescribed compulsory obligations to developed countries and provided cushion of time allowance for developing countries obligations to reduce the carbon emissions; the real objective of UNFCCC and the financial help and technological transfer for adaptation and mitigation the carbon emissions. Unfortunately, developing countries could not effectively implement the climate change obligations and could not equip themselves to put themselves on the path of sustainable development resultantly having stalled round of negotiations in each year Conference of Parties (COP) except in COP 17 at Durban 2011 where it was principally agreed that new regime or agreement needed to be sketched by 2015, to be applied by 2020, applicable to all parties (moving away from the cornerstone principle of common but differentiated responsibilities) but developing countries started interpreting the cornerstone principle in such a manner and terms to suit them like the common but shared responsibilities according to historical sharing towards carbon emissions for each country which choked the negotiation process and endangered the negotiation for new international climate treaty to tackle climate change horrendous effects on the earth eco-system.

year: 2014

title: Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment

authors: Riley, Derek

subjects: turnover intentions

abstract: Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment.  Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike.  
This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions.  A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists.  Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions.  Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions.  
The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions.  In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.

text: Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment.  Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike.  
This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions.  A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists.  Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions.  Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions.  
The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions.  In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.

year: 2006

title: Experiencing cultural tourism: Visitors at the Maori Arts and Crafts Institute, New Zealand

authors: Ryan, Chris

subjects: indigenous tourism

abstract: This study reports results derived from semistructured interviews with 40 visitors to the Maori Arts and Crafts Institute in Rotorua, New Zealand. The article discusses briefly the mode of data capture used and adopts an approach of identifying classifications of a primarily functional nature to list reasons why people visit such a site and what it is they seek. In general, visitors reported high levels of satisfaction, yet the cultural component of their experience was primarily reported in terms of the visit being informative and entertaining. Additionally, whereas modest levels of interest in things Maori seemed to motivate visits to other Maori sites, the actual list of other locations being nominated was few in number. The impression results that visits are made to Maori sites because this is a "done thing" when visiting New Zealand, but overall, the level of interest shown by most visitors in indigenous culture is modest.

text: Experiencing cultural tourism: Visitors at the Maori Arts and Crafts Institute, New Zealand This study reports results derived from semistructured interviews with 40 visitors to the Maori Arts and Crafts Institute in Rotorua, New Zealand. The article discusses briefly the mode of data capture used and adopts an approach of identifying classifications of a primarily functional nature to list reasons why people visit such a site and what it is they seek. In general, visitors reported high levels of satisfaction, yet the cultural component of their experience was primarily reported in terms of the visit being informative and entertaining. Additionally, whereas modest levels of interest in things Maori seemed to motivate visits to other Maori sites, the actual list of other locations being nominated was few in number. The impression results that visits are made to Maori sites because this is a "done thing" when visiting New Zealand, but overall, the level of interest shown by most visitors in indigenous culture is modest.

year: 2006