title: Experiences with the Greenstone digital library software for international development

authors: Nichols, David M.

subjects: computer science

abstract: Greenstone is a versatile open source multilingual digital library environment, emerging from research on text compression within the New Zealand Digital Library Research Project in the Department of Computer Science at the University of Waikato. In 1997 we began to work with Human Info NGO to help them produce fully-searchable CD-ROM collections of humanitarian information. The software has since evolved to support a variety of application contexts. Rather than being simply a delivery mechanism, we have emphasised the empowerment of users to create and distribute their own digital collections.

text: Experiences with the Greenstone digital library software for international development Greenstone is a versatile open source multilingual digital library environment, emerging from research on text compression within the New Zealand Digital Library Research Project in the Department of Computer Science at the University of Waikato. In 1997 we began to work with Human Info NGO to help them produce fully-searchable CD-ROM collections of humanitarian information. The software has since evolved to support a variety of application contexts. Rather than being simply a delivery mechanism, we have emphasised the empowerment of users to create and distribute their own digital collections.

year: 2010

title: The complexity of absenteeism and turnover intention: Direct, mediation and moderation effects

authors: Vogelzang, Ciska (Francisca Monica)

subjects: absenteeism

abstract: Absenteeism and turnover in the workplace are complex phenomena that have implications for organisations and individuals alike. This study investigated the relationships of attitudinal factors with absenteeism and turnover intentions at a large healthcare organisation in the Bay of Plenty. A questionnaire completed by 407 employees had several measures such as job involvement, job satisfaction, organisational commitment (affective and continuance commitment), perceived organisational support, perceived supervisor support, work-to-family conflict, family-to-work conflict, team cohesion, regional identification and turnover intention. Absenteeism data were collected from personnel records.
The results indicated a probable association of job satisfaction, work-to-family conflict and perceived supervisor support with absenteeism, while turnover intention was associated with all predictors except continuance commitment. Perceived organisational support partially mediated the relationship between perceived supervisor support and turnover intention. No moderator effects were found for job involvement, perceived supervisor support and team cohesion on relationships between work-to-family conflict and affective commitment/job satisfaction and perceived organisational support and affective commitment respectively, however strong main effects were shown for job involvement and team cohesion.
The main finding is that organisations must understand how organisational and supervisor support increases job satisfaction and affective commitment and decreases work-to-family conflict, which lowers absenteeism and turnover intention. The detection of high levels of regional identification indicate the need to acknowledge this construct, particularly in relation to turnover intention.

text: The complexity of absenteeism and turnover intention: Direct, mediation and moderation effects Absenteeism and turnover in the workplace are complex phenomena that have implications for organisations and individuals alike. This study investigated the relationships of attitudinal factors with absenteeism and turnover intentions at a large healthcare organisation in the Bay of Plenty. A questionnaire completed by 407 employees had several measures such as job involvement, job satisfaction, organisational commitment (affective and continuance commitment), perceived organisational support, perceived supervisor support, work-to-family conflict, family-to-work conflict, team cohesion, regional identification and turnover intention. Absenteeism data were collected from personnel records.
The results indicated a probable association of job satisfaction, work-to-family conflict and perceived supervisor support with absenteeism, while turnover intention was associated with all predictors except continuance commitment. Perceived organisational support partially mediated the relationship between perceived supervisor support and turnover intention. No moderator effects were found for job involvement, perceived supervisor support and team cohesion on relationships between work-to-family conflict and affective commitment/job satisfaction and perceived organisational support and affective commitment respectively, however strong main effects were shown for job involvement and team cohesion.
The main finding is that organisations must understand how organisational and supervisor support increases job satisfaction and affective commitment and decreases work-to-family conflict, which lowers absenteeism and turnover intention. The detection of high levels of regional identification indicate the need to acknowledge this construct, particularly in relation to turnover intention.

year: 2008

title: 'Waitangi and indigenous rights: Revolution, law and legitimacy' by F.M. Brookfield

authors: Melbourne, Hirini

subjects: indigenous rights

abstract: 'Waitangi and Indigenous Rights: Revolution, Law and Legitimacy' book review by Hirini Melbourne.

text: 'Waitangi and indigenous rights: Revolution, law and legitimacy' by F.M. Brookfield 'Waitangi and Indigenous Rights: Revolution, Law and Legitimacy' book review by Hirini Melbourne.

year: 2000-10