Effects of Rootstock and Training System on Fruit Quality and Peel Nutrient Content in ‘d'Anjou’ Pears

2004 ◽  
Vol 3 (2) ◽  
pp. 45-55 ◽  
Author(s):  
Eugene A. Mielke
Keyword(s):  
Fruit Quality ◽  
Nutrient Content ◽  
Training System ◽  
And Training

scholarly journals Effects of Rootstock, Tree Density and Training System on Early Growth, Yield and Fruit Quality of Blush Pear

HortScience ◽  
2021 ◽  
pp. 1-8
Author(s):  
Lexie McClymont ◽  
Ian Goodwin ◽  
Desmond Whitfield ◽  
Mark O’Connell ◽  
Susanna Turpin
Keyword(s):  
Fruit Quality ◽  
Vegetative Growth ◽  
Fruit Size ◽  
Growth Yield ◽  
Substantial Effect ◽  
Training System ◽  
Tree Density ◽  
High Density ◽  
Marketable Yield ◽  
And Training

Vegetative growth, orchard productivity, fruit quality and marketable yield were evaluated for rootstock (D6, BP1 and Quince A), tree density (741–4444 trees/ha), and training system (Open Tatura trellis, two-dimensional vertical and three-dimensional traditional) effects on young trees of the blush pear cultivar ‘ANP-0131’. ‘ANP-0131’ is a vigorous scion and vegetative growth, precocity, and yield were influenced by the selected rootstocks. Tree density and training system treatments exerted a substantial effect on canopy radiation interception while increasing tree density improved yield. Increasing tree density from 2222 (high density) to 4444 (ultra-high density) trees/ha did not improve cumulative yield. Crop load affected fruit size, such that “marketable” yield (yield of fruit weighing between 150 and 260 g) was greatest for trees on D6 rootstock and trained to Open Tatura trellis at high and ultra-high densities.

Development and validation of the Global Competency Scale(GCS)

2012 ◽  
Vol 25 (4) ◽  
pp. 801-831
Author(s):  
Sangchoong Roh ◽  
Hongsik Jung ◽  
Youngwon Suh
Keyword(s):  
Training System ◽  
Global Competency ◽  
Human Resource Department ◽  
Survey Results ◽  
Systematic Selection ◽  
Gcs Score ◽  
The Right ◽  
Development And Validation ◽  
Criterion Variables ◽  
And Training

As the world economy is becoming globalized, more domestic businesses are branching to overseas. Thereupon the number of expatriate workers who are getting assigned to overseas are increasing, and needs for systematic selection and training system for overseas expatriate workers are in dire needs. Nevertheless researches in this area are not enough and still inadequate level domestically. Therefore we developed the Global Competency Scale (GCS) with the purpose of the local businesses to use it to predict the possibility of successful overseas job performance and to select and train the right overseas expatriate workers. To develop the scale we conducted researches on documentations and interviews with former overseas expatriate workers and expatriate program managers in human resource department(HRD). Based on these results we developed 14 initial factors with 138 items. Using theses items we conducted both on & offline survey to people who work at global and multinational companies in Korea. With the 381 people's survey results, we implemented the cross validity. After cross validating we generated final 6 factors with 24 items. The GCS score we developed in this research shows that the degree of their goal achievement during past overseas experience and level of their satisfaction was significantly high in those criterion variables proving the criterion-related validity. Especially the GCS we developed in this research shows that after controlling the effect of English skills, still appear to have significant effect on criterion variables. Finally based on research results we discussed academical and operational implication and limitations for the further researches.

Sign in / Sign up

Export Citation Format

Share Document