Different from role ambiguity where the subjective experience of unclear expectations are the main themes. Problems with the organizational structure (e.g., nurse reports to multiple supervisors) Disagreements, differing opinions with regards to instructions from the supervisor or someone from above the nurse in the hierarchy Organizational stressors Poor organizational climate Low salary Negative or punitive reward and appraisal system
Therefore, the null hypothesis is accepted. Age and Employee loyalty Hypothesis: 3. H0= there is no significant difference on loyalty based on age 4. H1= there is significant difference on loyalty based on age Table 4.15: ANOVA mean of loyalty Sum of Squares df Mean Square F Sig. Between Groups 2.372 3 .791 3.565 .017 Within Groups 21.299 96 .222 Total 23.671 99 Employee loyalty is the dependent variable of this study and age is a demographic variable.
On average, 32% conformed, 75% at least once over twelve trials and 25% never conformed. According to Asch, there were to possible reasons for conformity – the desire to belong to a group, which he called “normative influence” and the belief that the group was better informed and right, which he called informational influence (McLeod,
Q 13. How often do you find yourself in a position to complain against the services of Nrayan Hyundai? Table No. 13 – Q.No. 13 Frequently Less frequently Never Total No of respondents 14 36 50 100 Percentage 14% 36% 50% 100% Graph No.13- Analysis: The table given above indicates that 50% of respondents never had opportunities to complain about the services at Narayan Hyundai.
In each trial of the study, only one real participant was involved with six to eight confederates, which the naïve participant was unaware of. The participants were told to choose the wrong line as a match for the standard line and to give their answers before the real participant responds. 76 percent of the real participants tested had conformed, at least once, to the false answers that Asch’s assistants gave. Overall these participants conformed 37 percent of the time. 25 percent never yielded to the group pressure due to individual differences.
In our study the incidence of pneumothorax is16% (11 cases) none of which required placement of chest drainage tubes. The incidence of pneumothorax in studies performed by Lee and Sagel13 is 23-43%, Dennie et al 14 is 22.9%, Simpson RW et al15 is 32%, Poe RH et al16 is 27%, Allison DJ6 is 24%, Swischuk JL et al10 is 26.9%, Miller JA et al12 is 7% and Counes DJ 17 is 18%. The incidence of hemoptysis is 3% in our study which also correlates with Lee and Sagel13 and Simpson RW et al 15 studies where the incidence was < 5%. CONCLUSION CT guided FNAC is well recognized procedure with good efficacy for evaluation of pulmonary lesions with minimal risks of complications, most common being pneumothorax followed by
Since we are doing matching without replacement by using nearest-neighbour matching, therefore, thirty-four observations of the control case were discarded for making the comparison. Hence, 85 control observations were used to compare with the
An average daily dose of silymarin (420 mg/day for 41 months) was found to be non-toxic, relative to placebo, in clinical trials1. Taxifolin , silychristin, isosilychristin, and Silydianin, did not show cytotoxicity at 100 mM. Isosilybin B, which showed the highest potential as an antiproliferative agent against human prostate carcinoma cells, was toxic to cells above 10 mM9. Neither milk thistle nor silymarin are listed in the EPA's Toxic Substances Control Act (TSCA) Inventory. No studies or case reports investigating the association of exposure to milk thistle extract and cancer risks in humans were identified in the available literature12.
In fact, like these ceremonies renewal the staff power and then will reflect in their work. Communications; there was Lack of communication among employees in the AUBMC. There were problems between doctors and nurses in communication that influenced in the work. For instance, nurses and doctors often refused proper collaboration and undermined each other’s efforts that created a toxic work environment that made nurses unhappy, and in many cases they vented their anger on the floor in front of, and sometimes at, the patients and other staff. Also, there were no training courses that teach staff how to communicate effectively with each other and patients and their relatives.
(1985) developed a framework of service quality, the SERVQUAL model, that provides a graduated system with 22 factors that measures service quality along five dimensions: tangibles, reliability, responsiveness, assurance and empathy (Parasuraman, et al., 1988). An enormous amount of research on service quality and satisfaction has been conducted over the past two decades, however all of these are were build on the five factors of the SERVQUAL model and is therefore seen as the predominant method to measure consumers’ perception of service quality. While the original SERVQUAL model has been revised, refined and reformed due to criticism and questions from other researchers, its primary content remained unaltered (Sureshchandar et al., 2002). To put everything in a nutshell, customer perceived service quality is essentially based on five critical factors (see figure …); •