McMaster University

About: McMaster University is a education organization based out in Hamilton, Ontario, Canada. It is known for research contribution in the topics: Population & Health care. The organization has 41361 authors who have published 101269 publications receiving 4251422 citations.

Star formation and feedback in smoothed particle hydrodynamic simulations – I. Isolated galaxies

Abstract: We present an analysis of star formation and feedback recipes appropriate for galactic smoothed particle hydrodynamics simulations. Using an isolated Milky Way-like galaxy, we constrain these recipes based on well-established observational results. Our star formation recipe is based on that of Katz (1992) with the additional inclusion of physically motivated supernova feedback recipes. We propose a new feedback recipe in which type II supernovae are modelled using an analytical treatment of blastwaves. With this feedback mechanism and a tuning of other star formation parameters, the star formation in our isolated Milky Way-like galaxy follows the slope and normalisation of the observed Schmidt law. In addition, we reproduce the low density cutoff and filamentary structure of star formation observed in disk galaxies. Our final recipe will enable better comparison of N-body simulations with observations.

Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?

Abstract: A number of models have been developed to explain nurses' turnover behavior. The common theme that emerges from these models is that turnover behavior is a multistage process that includes attitudinal, decisional, and behavioral components. The purpose of this study was to assess both the direct and indirect impact of certain pay policies upon the turnover intentions of paediatric nurses. The two major questions addressed were: What was the relative impact of job satisfaction, pay satisfaction, and organizational commitment upon the turnover intentions of paediatric nurses eligible for these pay policies? What model accurately portrays the relationship among these three independent variables and turnover intentions? Exploration of the causal pathways among these variables and demographic factors revealed complex models of association. The results suggest that job satisfaction has only an indirect influence on the intention to quit, whereas organizational commitment has the strongest and most direct impact. A further finding that pay satisfaction had both direct and indirect effects on turnover intent was consistent with administrators' assumptions underlying the pay policies. Control variables such as having a degree, having children, and working 12-hour shifts were found to have both direct and indirect influences upon pay satisfaction and turnover intent. © 1998 John Wiley & Sons, Ltd.