Rutgers University

About: Rutgers University is a education organization based out in New Brunswick, New Jersey, United States. It is known for research contribution in the topics: Population & Poison control. The organization has 68736 authors who have published 159418 publications receiving 6713860 citations. The organization is also known as: Rutgers, The State University of New Jersey & Rutgers.

Combined results of searches for the standard model Higgs boson in pp collisions at √s = 7 TeV

Abstract: Combined results are reported from searches for the standard model Higgs boson in proton-proton collisions at sqrt(s)=7 TeV in five Higgs boson decay modes: gamma pair, b-quark pair, tau lepton pair, W pair, and Z pair. The explored Higgs boson mass range is 110-600 GeV. The analysed data correspond to an integrated luminosity of 4.6-4.8 inverse femtobarns. The expected excluded mass range in the absence of the standard model Higgs boson is 118-543 GeV at 95% CL. The observed results exclude the standard model Higgs boson in the mass range 127-600 GeV at 95% CL, and in the mass range 129-525 GeV at 99% CL. An excess of events above the expected standard model background is observed at the low end of the explored mass range making the observed limits weaker than expected in the absence of a signal. The largest excess, with a local significance of 3.1 sigma, is observed for a Higgs boson mass hypothesis of 124 GeV. The global significance of observing an excess with a local significance greater than 3.1 sigma anywhere in the search range 110-600 (110-145) GeV is estimated to be 1.5 sigma (2.1 sigma). More data are required to ascertain the origin of this excess.

Relation of Demographic and Lifestyle Factors to Symptoms in a Multi-Racial/Ethnic Population of Women 40–55 Years of Age

Abstract: A community-based survey was conducted during 1995-1997 of factors related to menopausal and other symptoms in a multi-racial/ethnic sample of 16,065 women aged 40-55 years. Each of seven sites comprising the Study of Women's Health across the Nation (SWAN) surveyed one of four minority populations and a Caucasian population. The largest adjusted prevalence odds ratios for all symptoms, particularly hot flashes or night sweats (odds ratios = 2.06-4.32), were for women who were peri- or postmenopausal. Most symptoms were reported least frequently by Japanese and Chinese (odds ratios = 0.47-0.67 compared with Caucasian) women. African-American women reported vasomotor symptoms and vaginal dryness more (odds ratios = 1.17-1.63) but urine leakage and difficulty sleeping less (odds ratios = 0.64-0.72) than Caucasians. Hispanic women reported urine leakage, vaginal dryness, heart pounding, and forgetfulness more (odds ratios = 1.22-1.85). Hot flashes or night sweats, urine leakage, and stiffness or soreness were associated with a high body mass index (odds ratios = 1.15-2.18 for women with a body mass index > or =27 vs. 19-26.9 kg/m2). Most symptoms were reported most frequently among women who had difficulty paying for basics (odds ratios = 1.15-2.05), who smoked (odds ratios = 1.21-1.78), and who rated themselves less physically active than other women their age (odds ratios = 1.24-2.33). These results suggest that lifestyle, menstrual status, race/ethnicity, and socioeconomic status affect symptoms in this age group.

HR as a Source of Shareholder Value: Research and Recommendations

Abstract: The role of the Human Resource Management (HRM) function in many organizations is at a crossroads. On one hand, the HRM function is in crisis, increasingly under fire to justify itself (Schuler, 1990; Stewart, 1996) and confronted with the very real prospect that a significant portion of its traditional responsibilities will be outsourced (Corporate Leadership Council, 1995). On the other hand, organizations have an unprecedented opportunity to refocus their HRM systems as strategic assets. Indeed, the same competitive pressures that provide an incentive for firms to outsource costly HRM transactions have dramatically increased the strategic value of a skilled, motivated, adaptable workforce, and the HRM system that supports and develops it .Transforming this crisis into an opportunity, however, requires a new organizational perspective on the HRM system, one that is also a perspective shared by the CEO and the chief HR officer (CHRO). At its core, this strategic perspective requires that the CHRO be focused on identifying and solving the human capital elements of important business problems (e.g., those problems likely to impede growth, lower profitability, and diminish shareholder value). The tangible evidence of this focus is an internally coherent, externally aligned, and effectively implemented HRM system.