Drifting to the top? Disentangling mechanisms influencing the turnover rate of popular music

SummaryFPA level, fibrinogen turnover rate, and fibrinolytic activity were studied on 18 patients with malignant disease. It was found that the FPA levels were significantly elevated and were correlated with fibrinogen turnover rate (r=0.74, p<0.001) and FDP (r = 0.58, p<0.02). Estimated FPA turnover rate was also correlated with fibrinogen turnover rate (r = 0.70, p<0.001). These results suggest that fibrinogen catabolism in patients with malignant disease is related with thrombin proteolysis. However, ratios of 1/2 FPA turnover rate to fibrinogen turnover rate suggest that intravascular thrombin proteolysis is not the major determinant of fibrinogen catabolism. It is suspected that extravascular thrombin proteolysis is responsible for the elevation of plasma FPA level which is correlated with acceleration of fibrinogen catabolism.

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Youth Identities and Argentine Popular Music

10.1057/9781137011527 ◽

2012 ◽

Keyword(s):

Popular Music ◽

Youth Identities

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FAKTOR PERSONAL YANG BERHUBUNGAN DENGAN KOMITMEN ORGANISASI PERAWAT RSUD EMBUNG FATIMAH BATAM

Human Care Journal ◽

10.32883/hcj.v5i3.856 ◽

2020 ◽

Vol 5 (3) ◽

pp. 875

Author(s):

Asfri Sri Rahmadeni

Keyword(s):

Organizational Commitment ◽

Turnover Rate ◽

Sampling Technique ◽

Hospital Nurses ◽

Test Results ◽

Personal Factors ◽

High Turnover ◽

Chi Square ◽

Cross Sectional ◽

Chi Square Test

<p class="Normal1"><em>Commitment is the attitude or behavior of likes or dislikes shown by someone against the organization at work. Indonesia is recorded as a nurse who has a low organizational commitment (76%) so it harms services. This phenomenon in the hospital can be seen from the indicator of the high turnover rate of nurses which reaches 30.9% which exceeds the standard <5%. Many factors affect organizational commitment. The purpose of this study was to analyze the Personal Factors Associated with Organizational Commitment of Hospital Nurses. This study is a cross-sectional analytic study and purposive sampling technique with a sample of 59 nurses. Chi-Square test results obtained personal factors that have a relationship with organizational commitment Nurse Hospital is age with p = 0,000 and education with p = 0,000, personal factors not related to organizational commitment are gender p = 1,053 and years of service with p = 1,147. Hospitals should conduct research/surveys on Organizational Commitment periodically as an evaluation material in the context of the organization's development and development in the future</em>.</p>

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Activities and Significance of Vocal Ensemble Groups in Korean Popular Music during the 1960s

10.33645/cnc.2020.05.42.5.569 ◽

2020 ◽

Vol 42 (5) ◽

pp. 569-596

Author(s):

Hojeong Park ◽

Sungkyoo Hong

Keyword(s):

Popular Music ◽

Vocal Ensemble ◽

The 1960S

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EXPLORATORY STUDY OF EMPLOYEE ENGAGEMENT

JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) ◽

10.33751/jhss.v4i2.2449 ◽

2020 ◽

Vol 4 (2) ◽

pp. 102-106

Author(s):

Tita Miawati ◽

Widodo Sunaryo ◽

Nancy Yusnita

Keyword(s):

Employee Engagement ◽

Exploratory Study ◽

Research Method ◽

Turnover Rate ◽

Group Discussion ◽

Multinational Company ◽

Optimal Conditions ◽

Implementation Program ◽

Employee Groups ◽

Company Growth

Employee engagement is now recognized as an important topic in the company because it relates with turnover rate, productivity of employee and finally to the company growth. A study conducted to describe the finding of an effort to increase the effectiveness of engagement implementation by company in order to increase level of employee engagement. The study used qualitative research method through exploratory study in a multinational company in Jakarta. Data obtained through interviews with key leaders of the company to find out how the implementation of engagement conducted by the company, and a Focus Group Discussion of employee groups to determine the condition of employee engagement. The researchers analyzed the data from both of company and employees to see if there is a gap between engagement implementation by the company and the conditions of employee engagement. To obtain the validity of the data, researchers used triangulation techniques carried out by experts in the HR field. The study found that the company's efforts to implement employee engagement had not been carried out optimally and equally on all engagement indicators. Likewise, the condition of employee engagement has not yet reached optimal conditions. The conclusion described that there is a gap between company’s engagement implementation program and the engagement conditions felt by employees. Thus, it is necessary to make efforts to improve the effectiveness of engagement implementation so that increasing the employee engagement bring contributes to the company's growth

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