THIP: A new TPRF-like fuel surrogate development approach to better match real fuel properties

Supervision practice in social work is understood as the mainstay of the profession. However, various studies have pointed to the inadequacies of supervision to facilitate quality service provision. Previous studies have reflected a general misalignment between the approach to supervision practice and the approach to social work practice as one inadequacy leading to the failure of supervision practice. Although there are numerous supervision models in the profession, some of which are aligned with certain practice approaches, none is directly identifiable with the social development approach, which should be at the core of social work orientation in South Africa. Thus, this article provides a process model of supervision in social work that aims to establish a dialectical relationship between supervision and the social development practice approach. The study was underpinned by Thomas’ research and design process, which was used to design and develop a social work supervision model mirroring a social development approach. The paper concludes with recommendations related to the use of the developed model.

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A Scale Development Approach To Employees’ Perspective Of Knowledge Management In Banks

Restaurant Business ◽

10.26643/rb.v118i7.7667 ◽

2019 ◽

Vol 118 (7) ◽

pp. 82-94

Author(s):

DR.C. KATHIRAVAN ◽

DR.M. MANIVANNAN ◽

E.CHANDRA MOULI ◽

A. RAJASEKAR

Keyword(s):

Knowledge Management ◽

Random Sampling ◽

Tamil Nadu ◽

Sampling Method ◽

Sampling Technique ◽

Technology Knowledge ◽

Interview Method ◽

Development Approach ◽

Chennai City ◽

Future Topics

The data were collected using personal interview method and a total of 455 employees who were in some aspect knowledge management in banks and identified through multistage random sampling method. Multistage random sampling technique is a probability sampling type where available study topics employ future topics from among their contacts. The study was limited to Chennai city of Tamil Nadu. The analysis found that banks employees moderately perceived towards factors of knowledge management such as knowledge utilization, information technology, knowledge motivation, knowledge storage, knowledge sharing enablers and knowledge creation. Hence, it is concluded that training program is important for the survival of knowledge management. It is also imperative for effective of employees’ job performance.

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Creation of a comprehensive training and career development approach to increase the number of neurosurgeons supported by National Institutes of Health funding

Journal of Neurosurgery ◽

10.3171/2020.5.jns201008 ◽

2020 ◽

pp. 1-9

Author(s):

Russell R. Lonser ◽

Luke G. F. Smith ◽

Michael Tennekoon ◽

Kavon P. Rezai-Zadeh ◽

Jeffrey G. Ojemann ◽

...

Keyword(s):

Career Development ◽

Fold Increase ◽

Early Career ◽

National Institutes Of Health ◽

Academic Departments ◽

Research Education ◽

Grant Support ◽

Development Approach ◽

Comprehensive Programs ◽

Nih Funding

OBJECTIVETo increase the number of independent National Institutes of Health (NIH)–funded neurosurgeons and to enhance neurosurgery research, the National Institute of Neurological Disorders and Stroke (NINDS) developed two national comprehensive programs (R25 [established 2009] for residents/fellows and K12 [2013] for early-career neurosurgical faculty) in consultation with neurosurgical leaders and academic departments to support in-training and early-career neurosurgeons. The authors assessed the effectiveness of these NINDS-initiated programs to increase the number of independent NIH-funded neurosurgeon-scientists and grow NIH neurosurgery research funding.METHODSNIH funding data for faculty and clinical department funding were derived from the NIH, academic departments, and Blue Ridge Institute of Medical Research databases from 2006 to 2019.RESULTSBetween 2009 and 2019, the NINDS R25 funded 87 neurosurgical residents. Fifty-three (61%) have completed the award and training, and 39 (74%) are in academic practice. Compared to neurosurgeons who did not receive R25 funding, R25 awardees were twice as successful (64% vs 31%) in obtaining K-series awards and received the K-series award in a significantly shorter period of time after training (25.2 ± 10.1 months vs 53.9 ± 23.0 months; p < 0.004). Between 2013 and 2019, the NINDS K12 has supported 19 neurosurgeons. Thirteen (68%) have finished their K12 support and all (100%) have applied for federal funding. Eleven (85%) have obtained major individual NIH grant support. Since the establishment of these two programs, the number of unique neurosurgeons supported by either individual (R01 or DP-series) or collaborative (U- or P-series) NIH grants increased from 36 to 82 (a 2.3-fold increase). Overall, NIH funding to clinical neurological surgery departments between 2006 and 2019 increased from $66.9 million to $157.3 million (a 2.2-fold increase).CONCLUSIONSTargeted research education and career development programs initiated by the NINDS led to a rapid and dramatic increase in the number of NIH-funded neurosurgeon-scientists and total NIH neurosurgery department funding.

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Scale Development: Measuring Job-Family Incivility

Sri Lankan Journal of Management ◽

10.33939/sljm.24.02.02.2019 ◽

2019 ◽

pp. 31-48

Author(s):

W G S Mahalekamge ◽

Nilakshi W K Galahitiyawe

Keyword(s):

Scale Development ◽

Work Environment ◽

Development Process ◽

Workplace Incivility ◽

Dynamic Processes ◽

Validity And Reliability ◽

Development Approach ◽

The Impact ◽

Compound Effect

The main contribution of this paper is the development of the job-family incivility scale. This paper seeks to explore the complex inter-relationships between workplace incivility and family incivility dimensions of job-family incivility by examining the dynamic processes by which job-family incivility is initiated and sustained using a scale development approach. In doing so, the paper highlights the absence of valid and reliable measures that estimate the compound effect of workplace incivility and family incivility – referred to as job-family incivility. A scale development process introduced by Quazi et al. (2016) is presented and stages in the construction of the scale are discussed including measures of validity and reliability. The findings of the study demonstrate the validity and reliability of the job-family incivility scale developed by the current researchers. The main aims of this research are to emphasize the impact of workplace incivility and family incivility on the employees in the work environment, and to discuss the techniques that can be used to mitigate such detrimental activities.

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