title: Validation of the job demands-resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement

authors: Brough, Paula

subjects: colleague support

abstract: The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees (N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing‘westernization’ of many Asian organizations and their employees, are also discussed.

text: Validation of the job demands-resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees (N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing‘westernization’ of many Asian organizations and their employees, are also discussed.

year: 2013

title: Supercapacitor assisted low dropout regulators (SCALDO) with reduced switches: A new approach to high efficiency VRM designs

authors: Kularatna, Nihal

subjects: VRM

abstract: Supercapacitor assisted low dropout (SCALDO) regulator is a new approach to develop high efficiency DC-DC converters with supercapacitors used for energy recovery. One limitation in these topologies is that in some configurations a large number of low-speed switches are required. If the SCALDO technique is adapted to build voltage regulator modules (VRM), it is necessary to reduce number of switches combined with a high current capable LDO. A new topology-variation with less number of switches can be achieved by reconfiguring the original SCALDO and adding an extra LDO to the circuit. The paper presents a summary of some preliminary work, and experimental results for a 2.5V proof of concept-prototype.

text: Supercapacitor assisted low dropout regulators (SCALDO) with reduced switches: A new approach to high efficiency VRM designs Supercapacitor assisted low dropout (SCALDO) regulator is a new approach to develop high efficiency DC-DC converters with supercapacitors used for energy recovery. One limitation in these topologies is that in some configurations a large number of low-speed switches are required. If the SCALDO technique is adapted to build voltage regulator modules (VRM), it is necessary to reduce number of switches combined with a high current capable LDO. A new topology-variation with less number of switches can be achieved by reconfiguring the original SCALDO and adding an extra LDO to the circuit. The paper presents a summary of some preliminary work, and experimental results for a 2.5V proof of concept-prototype.

year: 2013

title: ‘He reka te wai o te hua pango: The darker the berry the sweeter the juice.' The experiences of Māori women in educational leadership in mainstream secondary schools.

authors: Taukamo, Trudy

subjects: New Zealand leadership

abstract: Although there has been a growing interest in Māori women in educational leadership, the research base in New Zealand is still limited. This study provides insights into the challenges and experiences of four Māori women who occupy a formal leadership position in a mainstream secondary school. It used a qualitative kaupapa Māori research framework. Data were collected using semi-structured one-on-one interview with open-ended questions. The four women were selected from Māori women who currently hold a formal leadership position at a senior management level in a mainstream secondary school and who identify as Māori. The reason for the purposive sample was the critical under-representation of Māori women in formal educational leadership roles. This study revealed three important aspects. Firstly, a person’s upbringing and background has a significant impact on the principles and values which underpin leadership. Secondly, it was evident that a support system whether personal or professional was crucial in a leadership position. Finally, the influences of opportunities and appointments to leadership were important in educational leadership. Clearly, the findings point to a need for a stronger mentoring programme and effective networking of Māori women. Tertiary studies and leadership programs can aid the career pathways for aspiring leaders. However, what is clear is the need for more research specific to the New Zealand context and Māori women.

text: ‘He reka te wai o te hua pango: The darker the berry the sweeter the juice.' The experiences of Māori women in educational leadership in mainstream secondary schools. Although there has been a growing interest in Māori women in educational leadership, the research base in New Zealand is still limited. This study provides insights into the challenges and experiences of four Māori women who occupy a formal leadership position in a mainstream secondary school. It used a qualitative kaupapa Māori research framework. Data were collected using semi-structured one-on-one interview with open-ended questions. The four women were selected from Māori women who currently hold a formal leadership position at a senior management level in a mainstream secondary school and who identify as Māori. The reason for the purposive sample was the critical under-representation of Māori women in formal educational leadership roles. This study revealed three important aspects. Firstly, a person’s upbringing and background has a significant impact on the principles and values which underpin leadership. Secondly, it was evident that a support system whether personal or professional was crucial in a leadership position. Finally, the influences of opportunities and appointments to leadership were important in educational leadership. Clearly, the findings point to a need for a stronger mentoring programme and effective networking of Māori women. Tertiary studies and leadership programs can aid the career pathways for aspiring leaders. However, what is clear is the need for more research specific to the New Zealand context and Māori women.

year: 2011