title: Construction of Good Rank-1 Lattice Rules Based on the Weighted Star Discrepancy

authors: Joe, Stephen

subjects: mathematics

abstract: The ‘goodness’ of a set of quadrature points in [0, 1]d may be measured by the weighted star discrepancy. If the weights for the weighted star discrepancy are summable, then we show that for n prime there exist n-point rank-1 lattice rules whose weighted star discrepancy is O(n−1+δ) for any δ>0, where the implied constant depends on δ and the weights, but is independent of d and n. Further, we show that the generating vector z for such lattice rules may be obtained using a component-by-component construction. The results given here for the weighted star discrepancy are used to derive corresponding results for a weighted Lp discrepancy.

text: Construction of Good Rank-1 Lattice Rules Based on the Weighted Star Discrepancy The ‘goodness’ of a set of quadrature points in [0, 1]d may be measured by the weighted star discrepancy. If the weights for the weighted star discrepancy are summable, then we show that for n prime there exist n-point rank-1 lattice rules whose weighted star discrepancy is O(n−1+δ) for any δ>0, where the implied constant depends on δ and the weights, but is independent of d and n. Further, we show that the generating vector z for such lattice rules may be obtained using a component-by-component construction. The results given here for the weighted star discrepancy are used to derive corresponding results for a weighted Lp discrepancy.

year: 2006

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: Ranapia Mokena: son of Mokena Hou

authors: Hart, Philip

abstract: Little is known of the early life of Ranapia Mokena. He owned land close to Thames and acquired interests in other blocks, which provided him with some income, but he was never wealthy, as indicated by his being sued for a series of small debts. He invested in a small way in mining at both Thames and Te Aroha, and even worked in one claim. His life was most notable for being a deacon in the Church of England.
Ranapia was another example of a rangatira who supported the Crown, as was illustrated by his becoming a member of the Thames Native Rifle Volunteers. Childless, in his old age he brought up a niece’s daughter.

text: Ranapia Mokena: son of Mokena Hou Little is known of the early life of Ranapia Mokena. He owned land close to Thames and acquired interests in other blocks, which provided him with some income, but he was never wealthy, as indicated by his being sued for a series of small debts. He invested in a small way in mining at both Thames and Te Aroha, and even worked in one claim. His life was most notable for being a deacon in the Church of England.
Ranapia was another example of a rangatira who supported the Crown, as was illustrated by his becoming a member of the Thames Native Rifle Volunteers. Childless, in his old age he brought up a niece’s daughter.

year: 2016