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Study protocol for the translating research in elder care (TREC): building context – an organizational monitoring program in long-term care project (project one)
Gary F Teare2, 3 and
While there is a growing awareness of the importance of organizational context (or the work environment/setting) to successful knowledge translation, and successful knowledge translation to better patient, provider (staff), and system outcomes, little empirical evidence supports these assumptions. Further, little is known about the factors that enhance knowledge translation and better outcomes in residential long-term care facilities, where care has been shown to be suboptimal. The project described in this protocol is one of the two main projects of the larger five-year Translating Research in Elder Care (TREC) program.
The purpose of this project is to establish the magnitude of the effect of organizational context on knowledge translation, and subsequently on resident, staff (unregulated, regulated, and managerial) and system outcomes in long-term care facilities in the three Canadian Prairie Provinces (Alberta, Saskatchewan, Manitoba).
Methods/Design
This study protocol describes the details of a multi-level – including provinces, regions, facilities, units within facilities, and individuals who receive care (residents) or work (staff) in facilities – and longitudinal (five-year) research project. A stratified random sample of 36 residential long-term care facilities (30 urban and 6 rural) from the Canadian Prairie Provinces will comprise the sample. Caregivers and care managers within these facilities will be asked to complete the TREC survey – a suite of survey instruments designed to assess organizational context and related factors hypothesized to be important to successful knowledge translation and to achieving better resident, staff, and system outcomes. Facility and unit level data will be collected using standardized data collection forms, and resident outcomes using the Resident Assessment Instrument-Minimum Data Set version 2.0 instrument. A variety of analytic techniques will be employed including descriptive analyses, psychometric analyses, multi-level modeling, and mixed-method analyses.
Three key challenging areas associated with conducting this project are discussed: sampling, participant recruitment, and sample retention; survey administration (with unregulated caregivers); and the provision of a stable set of study definitions to guide the project.
Resident Outcome
Organizational Slack
Alberta Context Tool
In this issue of Implementation Science we present a series of three study protocols: an overview of the Translating Research in Elder Care (TREC) program [1]; TREC project one (Study Protocol for Translating Research in Elder Care: Building Context – an Organizational Monitoring Program in Long-Term Care Project – this paper); and TREC project two (Study Protocol for Translating Research in Elder Care – Building Context through Case Studies in Long-Term Care Project) [2]. The purpose of this paper is to report the study protocol for project one.
Increasingly investigators recognize that theory is required to guide the design of knowledge translation studies [3–5]. Currently, there is no one accepted theory of knowledge translation. Numerous theories are used in the field, many arising from the fields of organizational behaviour and social sciences, suggesting that knowledge translation is concerned not only with the behaviour of individual clinicians but also with the organizations or contexts in which they work. Most of these theories are neither highly developed nor rigorously tested, indicating a need for further work in this area.
Knowledge translation theory
Rogers' representation of classical Diffusion of Innovations theory [6] is the dominant and most consistently used theory in this field. In it, Rogers describes the spread of new ideas using four main elements: the innovation, time, communication channels, and a social system. In addition to theories, a range of models addressing more focused areas of knowledge translation are also available [4, 7] (Table 1). A recent framework with similarities to Rogers' Diffusion of Innovations Theory, is the Promoting Action on Research Implementation in Health Services (PARiHS) framework [8]. Its authors argue that successful research implementation (a specialized form of knowledge translation) is a function of the interplay between evidence, context, and facilitation. They hypothesize that it is when each of these three elements is high that successful research implementation is most likely to occur [9–11].
Knowledge translation models
Research Utilization Models
Ottawa Model of Research use [110]
Conduct and Utilization of Research in Nursing (CURN) [111]
Nursing Child Assessment Satellite Training (NCAST) [112]
Stetler Model [113]
Iowa Model of Research in Nursing Practice [114]
Promoting Action on Research Implementation in Health Services (PARiHS) [8]
Weiss' (Social Sciences) Research Utilization Models
Knowledge-Driven Model [115]
Problem-Solving Model [115]
Interactive Model [115]
Political Model [115]
Tactical Model [115]
Enlightenment Model [115]
Organizational Innovation Models
Model of Territorial Rights and Boundaries [116]
Dual Core Model of Innovation [117]
Ambidextrous Model [55]
Bandwagon Models [118]
Desperation-Reaction Model of Medical Diffusion [119]
Organizational Models and Theories
(Less focused on knowledge translation but relevant to knowledge translation)
Episodic or Punctuated Equilibrium Model of Change [120]
Situated Change Theory [121]
Agency Theory [122]
Institutional Theory [123]
Predictors of knowledge translation
Rogers [6] argued that the adoption of an innovation (or research) is influenced by the interaction among three key components: the innovation, the adopter, and the environment. Investigators studying nursing services delivery have used this theory widely to frame studies of research use [12–20]. Little work has been done on characteristics of the innovation in healthcare [21]. Until recently, research has focused largely on changing individual (the adopter) behaviour. For example, in studying physician behaviour, investigators have focused on interventions, such as academic detailing [22], educational influentials [23–25], reminder systems [22, 26], and audit and feedback [27, 28]. While these interventions result in modest to moderate improvements in patient care, generalizability remains uncertain because of a limited understanding of the contextual, individual, and organizational factors that may influence the effectiveness of the different interventions [25, 29].
In the study of nurse (adopter) behaviour, the focus has largely been on examining individual determinants of research use, such as attitude [30–32], age [31, 33], education [17, 33–36], experience [31, 33], clinical area [17, 30], journals read [19, 37, 38], employment status [33], and most recently, critical thinking behaviour [39]. Less attention has been given to interventions, such as opinion leaders [34] or multidisciplinary teams [40]. In a systematic review by Estabrooks et al. [41], the most frequently studied individual determinant, and the only one with a consistently positive effect, was attitude towards research. Findings for other individual determinants were highly equivocal and most studies were characterized by serious design and methodological flaws. Further, investigators have not selected individual factors for study with the important requirement that the factor be potentially modifiable.
Numerous organizational (environmental) factors thought to influence innovation adoption in industry and health services have also been studied. Those shown to have an influence include organizational complexity [42–46], centralization [47], size (e.g., number of beds) [20, 42, 44, 48, 49] presence of a research champion [50–52], traditionalism [53, 54], organizational slack [42, 55], access to and amount of resources [56], constraints on time [12, 57–67], professional autonomy [58, 68, 69] and organizational support [30, 31, 56, 68, 70, 71]. Again, investigators have generally not selected factors for study with a requirement for potential modifiability.
While there is generally a growing awareness and acceptance among researchers of the importance of organizational context (the local environment) to successful knowledge translation, and successful knowledge translation to improved patient, provider (staff), and system outcomes, astonishingly little empirical evidence supports these assumptions. Further, we know little about knowledge translation in the long-term care environment – an environment where: the quality of care is suboptimal [72] and the model of care is a nursing services delivery model where the majority of caregivers provide some level of nursing services.
In this project, we aim to investigate the impact of organizational context (giving specific attention to those factors which may be potentially modifiable) on knowledge translation and the effect of both organizational context and knowledge translation on resident, provider (staff), and system outcomes using long-term care as a naturally occurring laboratory.
Theoretical framing
We are using an extension of the PARiHS framework to frame this research project. In the PARiHS framework, the continuous interaction between context, evidence, and facilitation is hypothesized to lead to increased research implementation. This project is particularly focused on increasing understanding of the role of one of these elements, context, on promoting knowledge translation and improving outcomes. We define context as "...the environment or setting in which people receive healthcare services, or in the context of getting research evidence into practice, the environment or setting in which the proposed change is to be implemented." [[73], p. 176]. Context according to PARiHS consists of three core dimensions: culture, leadership, and evaluation. In this project, however, we take an expanded view of context to include additional modifiable elements of the work setting, such as interactions (formal and informal), social capital, resources, and organizational slack.
Study purpose and objectives
The purpose of this project is to establish the magnitude of the effect of organizational context on knowledge translation, and of organizational context and knowledge translation on resident, provider (staff), and system outcomes. The primary objectives of the project are:
To develop and validate theory relating to knowledge translation and its relationship to outcomes.
To develop and run an organizational monitoring system to assess organizational context in long-term care facilities longitudinally.
To measure the influence of organizational context on knowledge translation, and on resident, provider (staff), and system outcomes.
To undertake and complete multi-level modeling and mixed-method analyses.
To refine the TREC survey (a survey suite) to ensure it enables valid longitudinal measurement of organizational context in long-term care settings.
Design and methods
This project is a multi-level, longitudinal descriptive study of a stratified random sample of long-term care facilities across the three Canadian Prairie Provinces: Alberta, Saskatchewan, and Manitoba. Data are collected at three levels: facility, unit, and individual (provider [staff] and resident). Facility-level data are collected annually from facility administrators and unit level data, quarterly from care managers. Provider (staff)-level data are collected annually from unregulated staff (i.e., healthcare aides), regulated staff (i.e., licensed practical nurses/registered nurses, physicians, allied healthcare providers, practice specialists [e.g., educators, advanced practice nurses]), and managerial staff (i.e., unit care managers) using the TREC survey. Resident-level data are accessed quarterly from the Resident Assessment Instrument-Minimum Data Set version 2.0 (RAI-MDS 2.0) databases that are maintained by provincial, regional, and/or facility custodians (depending on the province).
Facility- and unit-level measures
Standardized data collection forms, developed by the research team in consultation with TREC senior decision makers, are used to collect unit- and facility-level data. Examples of data collected using these forms include: facility operation model (e.g., public, private, voluntary), facility structure (e.g., number and type of units), services/programs offered (at unit and facility level), major events, and staffing patterns.
Provider (staff)-level measures
The TREC survey is used to collect provider (staff)-level data. The survey is composed of a suite of survey instruments designed to measure: organizational context, knowledge translation, individual factors believed to impact knowledge translation, and staff outcomes believed to be sensitive to both organizational context and knowledge translation. The core of the TREC survey is the Alberta Context Tool (ACT), a survey designed to measure organizational context in complex healthcare settings. The index version of the ACT was developed for use in acute care settings [74] and has been adapted for and piloted in the long- term care setting as part of our feasibility work for this project. There are variations of the tool for each of the following groups: healthcare aides, nurses (licensed practical nurses/registered nurses), physicians, allied healthcare providers, practice specialists, and care managers. In addition to the ACT, several additional scales are included in the TREC survey. They include: self-reported knowledge translation (operationalized as the use of research or best practice); individual factors – attitude towards research use, belief suspension, and problem solving ability; and measures of staff outcomes – burnout, aggression from residents, job and career satisfaction, and health status.
Psychometric properties of the TREC survey
The ACT is a 51-item measure of organizational context. The tool includes eight dimensions: leadership, culture, evaluation, formal interactions, informal interactions, social capital, structural and electronic resources, and organizational slack. The first three dimensions assess organizational context as conceptualized in the PARiHS framework [8], while dimensions four through eight represent our expanded view of organizational context. Taken together, these eight dimensions, using principal components analysis, have revealed a fourteen-factor structure explaining 70% of the variance in organizational context in acute care (hospital) settings. Further, in the acute care sector each dimension has shown acceptable internal reliability (Cronbach α, range = 0.65 to 0.92) [74]. While initial psychometric analyses from our long-term care feasibility work were limited by sample size, we have been able to verify a stable three-factor structure representing 74% of the variance in organizational context for the first three dimensions of the ACT (leadership, culture, and evaluation) in long-term care. Reliability coefficients (Cronbach α) for the eight dimensions were acceptable.
Knowledge translation, in the TREC Survey, refers to the use of research or new knowledge in practice. Four types of research utilization (instrumental, conceptual, persuasive, and overall) are assessed. The items used to measure research use have produced consistent findings in past studies [75, 76] indicating reliability. Construct validity of the measures with structural equation modeling has also been reported [77].
Attitude, in the TREC survey, refers to the opinion expressed, along a continuum of negative to positive, by healthcare workers towards research knowledge. A six-item abbreviated scale is used based on Lacey's [78] modification of a questionnaire developed by Champion and Leach [31]. The abbreviated scale has demonstrated good reliability (Cronbach α = 0.74) and construct validity (one factor accounting for 48% of the variance in 'attitude towards research') [79].
Belief suspension
Belief suspension refers to the degree to which an individual is able to suspend previously held beliefs in order to implement a research-based change. It measures personal beliefs of the healthcare worker (i.e., those beliefs that originate in the family of origin [the home], in school/training, or within the work context). A six-item scale (three items measuring willingness to suspend belief, and three items measuring actual suspension of belief) developed by Estabrooks [80] is used in the TREC survey. The scale has shown good reliability (Cronbach α = 0.87) and construct validity (two factors accounting for 78% of the variance in 'belief') in previous research [80].
Problem-solving ability
Problem-solving ability refers to the ability of an individual to implement behaviors that reflect a goal directed sequence of cognitive operations utilized to cope with challenges or demands [81]. An abbreviated form (10 items) of Heppner's 32-item Problem Solving Inventory (PSI) is used in the TREC survey. The abbreviated form has shown good reliability (Cronbach α = 0.74) and construct validity (three factors corresponding to the original three factors of the 32-item PSI, accounting for 61% of the variance in 'problem solving ability') [80]. In this project, we have permission to append the abbreviated version to the TREC survey.
Burnout is assessed using the Maslach Burnout Inventory General Survey (MBI-GS) [82, 83]. In this instrument, respondents are asked to indicate the frequency with which they have experienced specific feelings. The original MBI-GS contained 16 items, and is reliable with Cronbach α coefficients ranging from 0.88 to 0.90 for its subscales [83, 84]. Factorial validity using structural equation modeling and construct validity based on convergence and divergence have also been reported [84]. In this project, we have permission to append the MBI-GS (short-form), which consists of nine items, to the TREC survey.
Health status is measured using the SF- 8™ Health Survey, a multi-purpose short- form health survey with eight questions. It yields an eight- scale profile of functional health and well- being scores, as well as psychometrically-based physical and mental health summary measures and a preference- based health utility index. The eight questions included in the SF- 8™ Health Survey were selected from pools of empirically tested items, and are scored on the same norm-based metric as the original larger SF-36 scale [85]. Items in the SF- 8™ Health Survey ask respondents to consider a specific period of time, or recall period, when responding. The instrument has shown good reliability (Cronbach α coefficients of >0.76 for all eight subscales, and a test- retest reliability coefficient of >0.80) [85]. Construct validity using factor analysis has also been established [85]. We have permission to append the standard form (four-week recall) of the SF- 8™ Health Survey to the TREC survey.
Aggression in the workplace
Aggression in the workplace is measured in the TREC survey with a modification of the Workplace Violence Instrument (WVI). The WVI consists of a subset of questions developed by Estabrooks and colleagues [86] based on a critical review of the literature and is designed to assess six types of aggressive (violent) behavior: inappropriate yelling or screaming; verbal threats; hurtful remarks or behaviors; spit on, bitten, hit, pushed or pinched; repeated and unwanted questions or remarks of a sexual nature; and sexual touching. The scale has shown variation in a large international study (indicating reliability) [87, 88].
Resident-level measures
Resident demographic and outcome data are collected (retrospectively) at the unit and facility level (that is, de-identified at the individual resident level) using routinely collected RAI-MDS 2.0 data. The RAI- MDS 2.0 is an international system for capturing essential information about the health, physical, mental, and functional status of continuing and long-term care facility residents [89–97]. It consists of seven assessment modules and tracking forms, including an initial or admission assessment, annual assessment, quarterly assessments, assessments for major health-related events, as well demographic change, discharge, and facility profile tracking forms. The instrument is used in long-term care facilities across the Prairie Provinces where this project is taking place. Numerous reports describe the reliability, validity, and sensitivity of change of the indicators of resident outcomes captured with the instrument [96, 98–104]. In this project we are initially focusing on the following four indicators as outcome variables in our analysis: pain management, falls and fractures, problem behavior management, and the health status index – a composite measure of health-related quality of life. During the five years of the project other resident outcomes captured with the RAI-MDS 2.0 data may also be used.
Procedures (year one)
Feasibility testing and piloting of the TREC survey
Investigation of knowledge uptake in the long-term care sector is nascent. Therefore, our first year's work was to undertake feasibility testing in the sector and pilot the TREC survey in long- term care facilities with frontline workers. The purpose of this feasibility work has been to: tailor the TREC survey for use by frontline (primarily healthcare aide) workers in the long-term care environment; assess the feasibility of our data collection procedures and modify them accordingly for the main project; and confirm/establish reliability and validity of the survey in the long-term care context.
We conducted feasibility and pilot testing of the TREC survey with unregulated, regulated, and managerial staff in all three Prairie Provinces. Our pilot work demonstrated that online surveys were not a viable option for the healthcare aide group at this time, and that the survey could be administered more effectively and in a shorter time interval with these workers by using a structured interview format (mean time using personal interview of 19 minutes compared to a mean time using pen and paper of 35 minutes). Therefore, we are using a computer-assisted personal interview (CAPI) format of survey administration with healthcare aide staff in the main project. Based on acceptable response rates with online versions of the ACT in acute care settings with regulated and managerial workers [74, 105] we are offering the TREC survey in online format only to these groups.
Facility sample
Our sample consists of two facility (i.e., nursing home) samples. Our primary sample consists of urban facilities drawn proportionately from the three provinces. We require a minimum of 25 facilities for multi- level modeling [106]. We have therefore over- sampled (to 30 urban facilities) to account for facility attrition over the five-year period and to strengthen our models. A second sample is composed of rural facilities. We realize that care in rural settings may present different challenges and opportunities from those in urban settings. Therefore, we are studying six rural facilities in our sample. All rural facilities are located within the province of Saskatchewan as they deliver more care in rural settings than the other Prairie Provinces. Thus, our combined facility sample size is 36 facilities.
Facility selection in the urban facility sample is by stratified random sampling with replacement. All long-term care facilities in the three Prairie Provinces meeting our inclusion criteria (Table 2) have been stratified by healthcare region (within province), operational model (public, private, voluntary) and size (small: 35 to 149 beds, large: = 150 beds) resulting in the generation of six facility lists per region: public small, voluntary small, private small, public large, voluntary large, and private large. We have stratified based on size because previous organizational innovation literature strongly indicates it is associated with innovation [47]; our decision-maker partners agree that size is an important dimension in this study. We have also stratified based on owner-operator model because our decision-maker partners argued strongly that it is an important factor in assessing context, knowledge translation, and resident outcomes. The three types of owner-operator models reflect those found in the three participating provinces. Each stratified list was shuffled using a random number generator to create final lists of selected facilities by province. These lists are held by the provincial lead investigators who follow a standardized procedure for recruitment, and if needed, replacement of facilities. A similar sampling strategy was used to select the six rural facilities.
Facility Inclusion and Exclusion Criteria
Facility Inclusion Criteria
1. Registered by the provincial government
2. 90% of residents over 65
3. Conduct RAI-MDS 2.0 assessment since September 2007
4. Facility operation conducted in the English language
5. Rural sites greater than 100 km (but less than 200 km) radius of Regina or Saskatoon, and with populations of 10,000 people or less
6. Urban facilities must be within designated health regions (i.e., Alberta – Edmonton, Calgary, or East Central; Manitoba – Winnipeg; Saskatchewan – Regina-Qu'Appelle or Saskatoon)
7. Stable or minimal level of organizational flux
Facility Exclusion Criteria
1. Facilities integrated with acute care
2. Facilities with a sub-acute service
3. Rural facilities within the Capital Health Region (Edmonton, AB), Calgary Health Region (Calgary, AB), and Winnipeg Regional Health Authority (Winnipeg, MB) that reside in places with populations of 10,000 people or less
4. Rural facilities less than 100 km or greater than 200 km of Regina or Saskatoon (SK)
5. Facilities with less than 35 long-term care beds
6. Dementia special needs facilities
7. Facilities undergoing (or expected to undergo) a degree of organizational flux within the proposed five-year lifespan of the TREC program
Provider (staff) sample
Participants are recruited using a volunteer, census-like sampling technique. All healthcare aides, regulated and managerial staff in the 36 long-term care facilities who meet our inclusion criteria (Table 3) and can be contacted (i.e., personally or through mail) are invited to participate.
Provider (Staff) Inclusion and Exclusion Criteria
Healthcare Aides
1. Identify a unit within a facility where they have worked for at least three months and are working now
2. Work a minimum of six shifts per month on this unit
1. Healthcare Aide Student
(Registered Nurses [RNs] and Licensed Practical Nurses [LPNs])
1. Identify a unit within a facility where they have worked for at least three months and are now working
1. Licensed Practical Nurse/Registered Nurse Student
2. Nursing instructors whose primary role is supervising students
Allied Healthcare Providers
1. Identify a facility in which they provide at least one third (i. e., at least 6 days a month) of their long-term care services
1. Allied Healthcare Student
2. Allied instructors whose primary role is supervising students
1. Physicians who see ten or more residents in a facility
2. The Medical Director of the facility
Practice Specialists
1. Identify a facility in which they provide at least one third (i. e., at least six days a month) of their long-term care services
Care Managers
1. Identify one facility in which they work more than 50% of the time.
2. Facility administrators when there is no care manager who is responsible for resident care (e. g. only one unit in the facility)
1. Managers not responsible for resident care (e. g., dietary managers, materials management managers)
We will aggregate the healthcare aides' scores on the TREC survey to compute unit and facility scores; healthcare aides are the primary care providers for residents and provide the majority of direct nursing and related services to residents in long-term care facilities. Based on our previous work with the ACT (and using a two-sample mean sample size calculation), we estimate needing a minimum of ten healthcare aides per unit to complete the TREC survey in order to get stable estimates for aggregated unit scores on the survey's constructs. This is consistent with previous work that we have completed [107, 108].
Procedures (years two to five)
Each province has established a local team responsible for recruitment and data collection. This team is led by a site investigator(s) and includes a research manager, research associate, research assistant(s), and in some cases graduate students and post-doctoral fellows.
Facility and unit level data
We are collecting facility-level data (e.g., funding, resident census, staffing, services and programs, and staff absence) using standardized data collection forms which are administered in short structured interviews with facility administrators (directors of care). Stable items (e.g., postal code, age of facility) are being collected only at the start of the project. Other items (e.g., major events, staff turnover) are collected for each year of TREC survey data collection. We are also collecting unit-level data (e.g., type of unit, average length of resident stay, number of occupied beds, staffing patterns) using standardized unit data collection forms. These are also administered for each year of TREC survey data collection in short structured interviews with unit care managers.
Provider (staff)-level data
Members of each provincial research team, in consultation with the site administrator (or designate), arrange for recruitment of study participants. Potential participants are informed about the study through a variety of communication strategies, including informal information sessions in each facility by a member(s) of the local research team. Potential participants are provided with a study information sheet at this time.
Staff in the 36 facilities are asked to complete the TREC survey. The survey contains 141 to 167 items, depending on the target staff group. A vendor [109] has been contracted to develop and administer the electronic/online version of the survey (for the regulated and managerial staff) and to develop the CAPI version of the survey (for the healthcare aides). In both administration methods the vendor is responsible for secure, accurate, and reliable data capture with appropriate linkages, and secure transfer of the data to the central study server.
Interviewers (trained TREC research staff and contracted interviewers) administer the CAPI survey to healthcare aides. The interviews are completed during the healthcare aide's work time, or if they prefer, an alternative time and place is arranged. Interviewers are trained in both technical aspects of the CAPI process as well as interview technique and trouble shooting. Quality control practices specific to the CAPI interviewing are in place and will be monitored and maintained through the duration of the project.
For the online surveys, a survey package containing an information letter/invitation to participate is distributed by a member of the research team to all regulated and managerial workers in the selected facilities that meet our inclusion criteria and can be contacted. This survey package contains a business card with the URL and a password to enable access to the survey. In addition, the package contains a coffee card as a token of our appreciation and information sheets. There is no opportunity for the participant to identify themselves to the research team. Completed web surveys will not contain names or identifying information. Further, the computer data will be password protected and only accessible to the research team working on this study. Two weeks and four weeks following the distribution of initial survey packages, a printed reminder (in the form of a poster) is posted on the units of the participating facilities.
Resident-level data
RAI-MDS 2.0 data are collected, in electronic format, on a quarterly basis as part of routine clinical care at all of the long-term care facilities in the health regions involved in this project. Staff in the central data processing unit for TREC (located at the University of Alberta) are responsible for receiving and managing the RAI- MDS 2.0 data (in electronic format) from the appropriate provincial/facility custodians on a quarterly basis for the duration of the project. The data are supplied de-identified at the level of the individual resident but contains (or they can be created) unit- and facility-level identifiers (needed to conduct our multi-level modeling).
Interviewer training for individuals conducting CAPI with healthcare aides has been undertaken to ensure standardized interviewer technique and the collection of high-quality data. Interviewer and quality control manuals have been created to facilitate data quality processes for these interviews. The interviewer manual describes the step-by-step process of conducting a CAPI interview, and the process by which the data are handled. The quality control manual outlines the characteristics of a successful interviewer and the training and process that must be undertaken before someone is deemed to be prepared to begin interviewing. Quarterly and yearly quality control and improvement processes are in place.
Data analysis is an ongoing iterative process. Data are cleaned and processed for analyses at the close of each quarter. Real-time descriptive analyses are completed more frequently to assess response rates and to ensure that interviewer variation is within expected limits. As the data set is assembled, we are performing ongoing descriptive analyses to: check for outliers and systematic biases, monitor response rates, and inform variable selection for modeling. These analyses are also being used to inform TREC project two data collection [2]. In addition, we are computing response rates and distributions (means, medians, standard deviations) for the knowledge translation measures and all of the constructs assessed in the TREC survey by provider group, unit, facility, region, and province.
Psychometric analysis (ACT)
Psychometric analyses on the ACT component of the TREC survey will be carried out to determine the tool's robustness in the long-term care setting (pilot testing in the LTC setting yielded satisfactory results). In brief, we will conduct reliability (internal consistency) and validity (factor analysis, item analysis, and modeling) analyses. We will examine corrected item-total correlations and coefficient alpha. Exploratory factor analytic methods will be used to: indicate the underlying domains (factors) within the item pool of the ACT, which will provide an explanation of variance amongst items; to operationalize the meaning of the underlying factors; and to determine if our derived variables (e.g., organizational slack) behave as expected. Construct validity assessments with confirmatory factor analysis (using structural equation modeling) will also be performed.
Multi-level modeling
After reviewing the descriptive analyses for the total data set we will undertake analysis of variance (ANOVA) and multiple comparison tests as sample size permits in order to investigate differences in knowledge translation behaviours among staff groups (i.e., healthcare aides, nurses, physicians, allied health, practice specialists, care managers) and between units, facilities, regions, and provinces. We will use similar methods to describe and assess differences in resident (e.g., falls) and provider (e.g., health status, burnout) outcomes. Additionally, differences among staff groups, units, facilities, regions, and provinces on all independent variables (e.g., ACT dimensions) will be examined with similar descriptive and ANOVA methods.
The majority of our analytical work will consist of a series of regression models, then multi-level and structural equation models, and finally, if our data permits, hierarchical structural equation models. We will estimate the knowledge translation dependent variables at the individual provider (staff) level. Staff characteristics, individual, and context variables will be the primary explanatory variables in these equations. We will then use the predictions of knowledge translation variables as independent variables in additional equations to estimate staff and resident outcomes, with the individual staff member/resident as the unit of analysis. Resident characteristics, staff characteristics, and predictions of knowledge translation variables aggregated to the unit or facility level will be the primary explanatory variables in these equations. We will perform multi-level analysis using organizational data (aggregated) at the unit level with subjects nested within each unit. We have three levels of organizational data in the survey- facility (level three), unit (level two), and individual (level one). In further analyses, we will use these data in structural equation models to explore the relationships among different outcomes and context variables, including latent variables. This may be of particular importance in analyzing the knowledge translation variables, which have qualities that are difficult to observe directly.
Facility reports
As a value-added function for the participating long-term care facilities we will provide them with annual facility reports approximately six weeks after we have the second wave of data collection (so that we can provide wave 1 and wave 2 comparisons). Our decision makers have informed us that because many of the long-term care facilities within their regions have limited internal data analysis capability, periodic private reports on their own data would be of value. These reports will be at the facility level and may include some de-identified unit-level feedback, but will not allow for identification of specific residents, staff and/or units. The format of the report will be the same in all facilities and have been determined in a consultative process with the facilities in the first year of the main study. In addition to the agreed upon data elements requested by the facilities, a section of the report will also emphasize variances of note for the individual facility.
Feedback to Health Care Aides
Our original intention was to disseminate survey results at the end of the 5-year program. However, during year one HCA's voiced a strong desire to receive feedback as the study progressed. Consistent with the integrated KT approach we are using and in response to this request, a decision was made to provide feedback to HCA's following each wave of TREC survey data collection. To this end, we developed feedback reports and established a process to evaluate their effectiveness. The report development phase involved selection of single items from the survey, analysis of the data for the purposes of presenting comparative data, and preparation of sample feedback reports. We consulted with key stakeholders to elicit feedback on the sample reports; this informed a number of revisions to the reports. This feedback occurs shortly after the current wave of data collection is completed in a facility.
Ethical review
Ethical approval for this project was obtained from the appropriate university ethics boards: Universities of Alberta, Calgary, Manitoba, Saskatchewan, and Regina. We have also received relevant operational approvals from the 36 selected long-term care facilities, as well as RAI-MDS 2.0 custodian approvals. Data collection has proceeded in quarters, occurring during all 12 months. All data in this study are held confidentially. Master files that can be linked to units and facilities are locked with restricted access. Other team members and staff will have access as required (i.e., for analysis) to data files with scrambled identification codes. All data are held centrally at the University of Alberta on secure dedicated servers according to Tri Council and generally accepted standards for similar data collections.
We anticipate that the proposed project, as one component of the larger TREC program, will contribute to the development of new knowledge translation theory about the role of organizational context in influencing knowledge use in long-term care settings (and particularly among unregulated caregivers), as well as the role of context on provider and resident outcomes.
There are a number of areas of challenge associated with this project. The first area of challenge relates to sampling, recruitment, and retention over the five-year period of the project. Our sampling approach was guided by the need to balance the selection of facilities by operation model, facility size, and province to the extent feasible. However, each province has differing numbers of facilities, as well as differing distributions of small and large facilities, and operation models. This has lead to some provinces being over- or under- represented in specific matrix cells.
Recruitment of staff participants has been challenging in our previous research. We are undertaking a comprehensive recruitment and retention process that began as we formulated the team and included senior decision-makers in each jurisdiction. Members of each provincial team visit the recruited facilities prior to commencing data collection and meet with all levels of staff to inform them of the study and its potential benefits. The project managers in each province maintain regular contact with each site and project co-lead investigators visit each province on a regular schedule. While we hope to maintain a stable number of respondents in each year of the project, we are not following a cohort of caregivers throughout the five years. While limiting some of our analytical possibilities, a cohort of staff is not necessary to examine the effect of context on knowledge translation, or staff and resident outcomes in the residential long-term care environment.
A second area of challenge for this project is survey administration, and in particular, administration to the healthcare aides. We had originally intended to use online surveys for all staff, including healthcare aides, although we knew we might need to use paper-based surveys for the healthcare aide group. Our early feasibility and pilot work demonstrated that online surveys were not a viable option for the healthcare aide group, at least at this time. We also discovered that traditional paper and pencil administration resulted in poor data quality. Therefore, we elected to administer the survey to this group using CAPI in the main project. Costs for this approach are higher than for the original, planned online survey administration. Therefore, analyses are planned to assess costs compared to benefits of using the CAPI approach. In these analyses, we will pay particular attention to the balance between data completeness, data quality and cost.
A third area of challenge relates to the provision of definitions to guide the project – as expected, we require standard definitions of terms to ensure consistency in data collection and analysis procedures between the three provinces. We have found, however, that a number of our definitions have required ongoing revisions. For example, we have found considerable variation between how a 'unit' is defined both between facilities in a province and between provinces. A standard definition of 'unit' that can be applied across settings is important to understanding the structure of different long-term care facilities, and also goes to aggregation of staff scores to create unit-level scores for the TREC survey constructs. With respect to creating standard definitions, another challenge we face is that different terms often are used to refer to the same concept between the three provinces. For example, in Alberta there are a several terms used to refer to unregulated workers (e.g., personal care attendant, healthcare aide, resident companion) that are different again from the term used in Saskatchewan (e.g., special care attendant). To address this definitional challenge, we are creating a universal TREC glossary that identifies all possible terms associated with the research program.
The project described in this protocol will make an important contribution to the advancement of knowledge translation theory as far as it considers the effect of organizational context on knowledge translation, and the subsequent impact of organizational context and knowledge translation on resident and staff outcomes in residential long-term care settings. The theoretical insights will then be used to design interventions to modify elements of organizational context that improve knowledge translation and outcomes for residents and staff in future studies.
The authors acknowledge the TREC team for its contributions to this study. Funding was provided by the Canadian Institutes of Health Research (CIHR) (MOP #53107). Dr Estabrooks is supported by a CIHR Canada Research Chair in Knowledge Translation. Ms Squires is supported by CIHR, AHFMR, and Killam Fellowships and Faculty of Nursing (University of Alberta). Dr Cummings is supported by career scientist awards from CIHR and AHFMR.
CAE is the principal investigator for the TREC research program. She conceived the program and its design, secured its funding, is providing the leadership and coordination for the program, and provided substantial commentary to the final submitted manuscript. JES is a trainee within the TREC research program and made major contributions to drafting the study protocol and final manuscript. GGC, GFT, and PGN participated in designing the study, securing grant funding, and provided critical commentary to the final submitted manuscript. PGN is the co-lead investigator (with CAE) for the project described in this manuscript. All authors read and approved the final submitted manuscript.
Health Quality Council, Saskatoon, Saskatchewan, Canada
School of Medicine, University of Saskatchewan, Saskatoon, Saskatchewan, Canada
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Eisenhardt K: Agency theory: An assessment and review. Acad Manage Rev. 1989, 14: 57-75. 10.2307/258191.Google Scholar
Reay T, Golden-Biddle K, GermAnn K: Legitimizing a new role: Small wins and micro-processes of change. Acad Manage J. 2006, 49: 977-998.Google Scholar


This section is all about the brews I've concocted.
All of them represent original recipes. Even before I really I knew what I was doing, I naively wanted to craft my own recipes – not use kits or others' recipes. Despite that fact, the early batches were mostly decent. I think my luck came from my approach: to find several recipes for a given style (from books, online, etc…) and then combine ideas (ingredients, techniques) from several of them into one recipe.
Nowadays I usually formulate my recipes from scratch. I use important lessons learned from one of my favorite brewing books: Ray Daniels's Designing Great Beers. I've also gotten lots of useful information from Brewing Classic Styles by Jamil Zainasheff and John Palmer. I've never brewed a Jamil recipe, but the recipes in the book and the information available from The Jamil Show (online radio show on The Brewing Network) have lots of great information on each style. The recipes are great reference points for what kind of grain bills and techniques can/should be employed for each style.
The beers are organized by the year in which they were brewed and bottled. Click on one of the pages below to see the beers from that year. You'll find descriptions and tasting notes. You will also find a rank indicating how good the batch was (from 1 to 5 stars). On the later ones (starting in 2006), you'll find more quantitative judgments.
More recently, there is also a page showing the contests to which our beers have been entered and information on how they did in those contests (including judges' comments/scoresheets where available). We just started sending brews to competition in 2010.


Launched in 2014 and having its head office in London, the United Kingdom, AAoption quickly gained ground, received a number of awards and was mentioned as one of the leading binary options broker companies for 2014. It has a well-designed platform created by using some of latest technologies. The website is available in several languages, has an elegant touch and it is quite easy to navigate around in search of the needed services and information.
At traders' choice are four different accounts – Mini, Silver, Gold, and Premium. $250 is the minimum deposit at AAoption. The maximum deposit amount is hooked on the method of depositing. If that is a credit/debit card, $5,000 is the maximum. $10,000 is the maximum deposit if the transfer is made using Western Union. Wire transfers have no maximum amount. No demo account is available.
AAoption offers a mobile app, downloadable from Google Play or Apple Store, which works with most mobile devices – in this way investors can trade on the go. A large variety of assets are at users' disposal – commodities, currency pairs, equities, and indices. They also come with a detailed description, symbol, trading hours and expiry time. AAoption's SpotOption Platform provides many options for trading including Pairs, AA Follow, One Touch, Ladder, Forex, Sixty Seconds, and Long Term.
The broker caters for each of its traders and has developed an extensive AAoption Academy. It offers video sessions for novice and advanced traders which include trading strategies, market prediction and analysis of trends, and specific trading techniques. Account manager aids every account holder with his/her knowledge and progress. Besides the wide video choice, there are free eBooks, including a glossary and FAQs. In addition, there is also a market review provided on a daily or weekly basis.
24/7 customer service is available in the form of e-mail and phone assistance in 6 locations around the world. The localized support offices are only English-speaking countries – UK, Australia, Canada, New Zealand, and South Africa. Live chat is also an option.
All four accounts at AAoption come with bonuses that range from 50% to 85% depending on the type of account. They are entitled to use the automated trading system of the broker and have a training account. Gold and Premium accounts receive a managed account and daily trading signals.


Is it possible to reserve a space for a display? Details are not on the site yet.
It is for a non-profit group; OS/2-eCS.Org.
Yes. I will ask Edgar to either touch base with you himself, or refer Derek, as Vendor Coordinator, to you. Alternatively, feel free to post a note on Warpstock-public or send directly to Warpstock-corp.
My apologies for the delay, Tom.
I have tried to get in contact with the pres of OS/2-eCS.org but there is sometimes trouble with the server (at least it seems that way). I apologize for not checking this forum more often.
Geez, Tom, don't you apologize! I don't spend anywhere near the amount of time on these forums as I really should, and some of your posts have waited for my responses.
All times are EDT. The time is now 03:14 AM.


BY: Judith Barr Some time ago, many of us were shocked and saddened at reports of the tragic suicide in Massachusetts of Phoebe Prince, a 15-year old high school student who took her own life in the throes of the emotional torment she was suffering as the result of heartless bullying, in school and online.
In response to this event, and an invitation I received to offer some insight into bullying and how we can heal it, I felt called to offer the article below. I hope you will find it inspiring and informative . . . in relation to bullying by anybody in any numbers and in any form.
Bullying. Do we even know what it is? Or how rampant bullying is in our world? By the end of this article, I hope you will. Do we have any real idea what we need to do to heal bullying? By the end of this article, I hope you will.
Bullying brings up intense feelings for the one who has been bullied, and also for those who witness the bullying and are unable or afraid to do anything to help. Bullying evokes feelings of hurt, fear, anger, and powerlessness, to name just a few. But bullying also comes from such feelings as hurt, fear, anger, and powerlessness . . .
A little boy is smacked when he cries for something he needs and is told "I'll give you something to cry about." Then when he grows up, he smacks somebody else, physically or verbally, over needs and conflicts of needs . . . maybe his own son. A little girl is ridiculed if she cries for what she needs . . . and is called names, like "sissy" or "spoiled brat" . . . or told she's greedy if she needs more than she's given. And then she grows up and calls somebody else – her child if she's a parent, her student if she's a teacher, her patient if she's a doctor – those same names and others, when they need more.
In fact, you may think this is odd, but bullying and suicide from bullying come from the same root: our not having been helped to build the capacity to bear our feelings and instead finding a way to defend ourselves against those feelings, or a way to escape from them.
So . . . both bullying and suicide are defenses against and escape hatches to get us away from feeling those young, vulnerable feelings. Our society is terrified of feeling . . . we defend against feelings all the time. Alcohol and drugs are just the most obvious ways. Overwork, over exercising, over sexing, being glued to the television or computer are defenses as well. Murder, suicide, and other violent crimes are extreme forms of defense and escape from feelings. But . . . bullying has become one of the more commonly utilized ways.
As a result, our children see bullying in our families, schools, houses of worship, communities, companies, country, and world. As a result, our children utilize bullying as one of their options. And bullying in some ways has become normalized in our world.
As a result, our children utilize bullying as a socially acceptable form of both defense and escape.
In our families: "I'll give you something to cry about." Or "If I say jump, you ask how high." In our communities: parents bully the coaches, the umpires or referees, each other and the kids in sports such as little league events. In the workplace: bosses bully their employees, employees bully each other, and they all go home and bully those at home – their wives, husbands, children, aged parents, and pets. In our country: people who didn't like the healthcare reform bill, bullied by threatening, vandalizing, and shouting racial slurs. During the elections, people bullied by mudslinging. And we bully all over the world through war – war on drugs, war on poverty, war in Iraq, war in Afghanistan.
You didn't realize the long, long thread of bullying, did you? Bullying is not just something one child does to another. Bullying is a small word for huge actions . . . a mild word for brutal actions.
If we are bullied, we will likely bully . . . even if we are not conscious of it. Alice Miller, in For Your Own Good, shows how Hitler was bullied by his father and in turn bullied millions of people into colluding with him, and millions of people to death. This may seem like an understatement, but if we don't acknowledge the very first, the smallest experience of bullying, it will escalate until it is noticed and responded to. Just as in the case of Hitler. Just as in the case of Columbine High School. Just as in the case of Phoebe Prince.
Bullying is not just an individual issue. It's a worldwide issue. There is a bully in all of us . . . even if we don't know it. Even if we don't want to know it. Even if we know it and try to simply go around it or rise above it. Just like with everything else within us, if we bury it, it only comes back to haunt us and those around us . . . because eventually it makes itself known somehow both in our inner world and in our outer world. We all need to explore and find the bully in us, explore it to its origin in our life, and do our own healing work with it. We need to do this purposefully, consciously, and safely. As the adults in the world, we need to do our work. As the adults in the world, we need to teach our children and the children in our lives to do their work by modelling it and helping them as part of daily living.
How do we help our children – or anyone in our life – who are being bullied?
•Create a safe relationship, so they can come tell you they're in pain.
•Help them build the capacity to feel the pain . . . so that it's not so unbearable that •they want to kill themselves . . . or to bully and strike out at others.
•Help them learn to name their feelings and take responsibility for them.
•Help them find practical solutions while they're doing this – Help them find a social network elsewhere. If they are being bullied via social networking sites . . .close down their MySpace/Facebook profiles and open up new ones that are more anonymous.
•Don't stop until you've helped them solve this . . . inside and out.
•In the movie, Karate Kid, the whole story emerged out of Ralph Macchio's character being bullied. Teach your children to connect with and use their positive aggression for true good – like Ralph Macchio was taught to use his. There are many ways to do this, including those that don't involve learning a practice like karate.
•Make sure your child knows that there will be an end to the bullying and that you won't stop till you help him/her find it.
And most of all . . . what do you model for your children? Do your children experience or witness your bullying? Can they count on you to take responsibility for the bully in you -whether you act on that bully or just feel it inside yourself? Can they count on you to do your own work to heal the bully in you?
Can they rely on you to be part of the normalizing and escalating of bullying in our world?
Can they depend on you to be part of the healing?


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Home MoviesMovie News
MEB Trailer: Mixture Of Entertainment And Emotion
By Venkat On September 30 , 2021 | UPDATED 18:50 IST
The trailer of Most Eligible Bachelor, a love drama starring Akhil Akkineni and Pooja Hegde in the lead roles, dropped a short while back.
The trailer gives a glimpse of the tale of romance, love, and romance with Akhil and Pooja in the central roles.
Akhil is seen as a 'Most Eligible Bachelor' who is in search of his ideal life partner. In the process, he meets several women with different mindsets.
He then comes across Pooja Hegde who has a contrasting idea of marriage and life partner.
The trailer starts off on a light hearted note as we are served romance and love. And then there is the tale of heartbreak.
The background score for the trailer is riveting and so are the visuals.
Most Eligible Bachelor arrives in theaters on the 15th of October, marking the auspicious occasion of Dussehra.
The film is directed by Bommarillu Bhaskar and produced by Bunny Vas and Vasu Varma.
Sukumar and Dil Raju to Team Up
Tags: Most Eligible Bachelor

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The Ogio Syncro Trolley Bag is a 6.9-lb bag delivering the look of a performance stand bag with the personality of a pull-friendly cart bag.
Engineered to accommodate both walking and electronic carts, the Ogio Syncro Trolley Bag is outfitted with a 10" united 15-club, a molded Ball Silo, and nine zippered pockets, including an isolated wet-dry pocket – all of which face forward and are easily accessed from the back of a cart.
The Ogio Syncro Trolley Bag is available in various colours including navy/khaki, apple, flame khaki, chiaro silver, black, garnet bone.


doorway lighting automatically in accordance with the ambient lighting level.
customer applications under almost power supplies.
Photoelectric Switches for Lighting Control UL773A, as well as CE and RoHS certified.


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Please Credit Photo: Alvin Ailey and Judith Jamison. Photo by Jack Mitchell. (©) Alvin Ailey Dance Foundation, Inc. and Smithsonian Institution
Photographer Jack Mitchell's Ailey Collection
Smithsonian's National Museum of African American History and Culture
The highly anticipated Smithsonian's National Museum of African American History and Culture opened on September 24, 2016; thirteen years after Congress and President George W. Bush authorized its construction. The five-acre location sits on the National Mall - at its inauguration, President Obama declared the museum "a monument, no less than the others on this Mall, to the deep and abiding love for this country, and the ideals upon which it is founded." It is the only national museum devoted exclusively to the documentation of African American life, history, and culture. In its first three months, more than 600,000 people had already visited, and since its opening the museum has collected more than 36,000 artifacts
The museum has taken possession of photographer Jack Mitchell's Ailey Collection, spanning the over thirty-year collaboration between Alvin Ailey American Dance Theater and Jack Mitchell, starting with Alvin Ailey during the early years of the Company and continuing under the leadership of Judith Jamison. The Collection includes over 10,000 black and white negatives, 600 contact sheets, 1,300 color slides and transparencies, and 350 black and white prints.
Born in 1925, Jack Mitchell earned his living from photography since age fifteen. He moved from Florida to New York City in 1950, and at the suggestion of modern dance pioneer Ted Shawn, he concentrated on photographing dance and dancers. Continuing success in that field became the portal to his work with major creative and performing artists of all disciplines.
Mitchell photographed most of the world's leading dance companies, including Alvin Ailey American Dance Theater, American Ballet Theater, Boston Ballet, Les Grands Ballets Canadiens, Pennsylvania Ballet, Houston Ballet, and San Francisco Ballet. His photographs have appeared in a variety of books and publications including The New York Times, The New York Times Magazine, Dance Magazine, Rolling Stone, People Magazine, Newsweek, Time, Life, Vogue, Elle, Harper's Bazaar, Vanity Fair, and virtually every domestic and international publication featuring photographs of arts personalities.
In 1993, a book of his photography of Alvin Ailey American Dance Theater was published. At the time, Dance Magazine Editor-in-Chief Richard Philp stated, "This exciting volume traces Ailey's remarkable achievement over three decades through Mitchell's lens. In dance, no other collaboration exists like it, no series of photographs that traces a company's progression through the decades or explores the work of a single choreographer over such a sustained, fertile period of popular and artistic achievement."
Mitchell died in 2013 at age 88. Visit his website for more information about his iconic body of work, www.jackmitchell.com.
Alvin Ailey in Alvin Ailey's ... (Read More) Alvin Ailey in Alvin Ailey's Hermit Songs. Photo by Jack Mitchell. (©) Alvin Ailey Dance Foundation, Inc. and Smithsonian Institution (Hide)
Alvin Ailey and Judith Jamison. ... (Read More) Alvin Ailey and Judith Jamison. Photo by Jack Mitchell. (©) Alvin Ailey Dance Foundation, Inc. and Smithsonian Institution (Hide)
Alvin Ailey, Carmen de ... (Read More) Alvin Ailey, Carmen de Lavallade and Company in Alvin Ailey's Blues Suite. Photo by Jack Mitchell. (©) Alvin Ailey Dance Foundation, Inc. and Smithsonian Institution (Hide)
Judith Jamison and the Company ... (Read More) Judith Jamison and the Company rehearsing Revelations. Photo by Jack Mitchell. (©) Alvin Ailey Dance Foundation, Inc. and Smithsonian Institution (Hide)
Dance Magazine - You Can Now View More Than 10,000 Photos From Jack Mitchell's Alvin Ailey Collection Online
From 1961 to 1994, legendary photographer Jack Mitchell captured thousands of moments with Alvin Ailey American Dance Theater. Now, this treasure trove of dance history is available to the public for viewing via the online archives of the Smithsonian's National Museum of African American History and Culture.
National Museum Of African American History & Culture - Alvin Ailey Photography Collection Is Now Available To The Public
On World AIDS Day and the 30th anniversary of Alvin Ailey's death (Dec. 1), the Smithsonian's National Museum of African American History and Culture is making available the collection of more than 10,000 photographs chronicling the Alvin Ailey American Dance Theater from 1961 to 1994. The Jack Mitchell Photography of the Alvin Ailey American Dance Theater Collection includes 8,288 black-and- white negatives, 2,106 color slides and transparencies, and 339 black-and-white prints depicting private photo sessions, repertory by Alvin Ailey and a wide range of choreographers and iconic solo performers.


The Aries-Sagittarius combination is very good, because they are both Fire signs, they are intuitive and impulsive people and enjoy each other's company. Aries is a perfect match for the Sagittarius uninhibited enthusiasm for life. Sagittarian's optimistic approach sits well with the fearless and outgoing Aries.
Both Aries and Sagittarius hit it off most of the time because of the common ground they walk on. They are both extroverted and their interests are in sync most of the time. They are always on the move in search for what's new, exciting or challenging. They both are always ready for all new things and love to explore and be challenged.
When these two meet, Aries will fall for Sagittarian's thirst for life that is charming and inviting…. after all, who isn't attracted to happiness? Sagittarius can sometimes go past comfort zone, taking excitement to an unappealing level or overstepping boundaries when things get too emotional or familiar.
Another sign would have second thoughts, but not the fearless Aries. It's difficult to get both of them to commit because they're always seeking new opportunities, but once the commitment is made, the adventure begins for these two.
Glitches come from their outspoken nature. They won't mince wordsand thus tend to hurt each other. Sagittarius can tend to put their foot in their mouth, so to speak, by speaking without thinking. Neither of them is the type to hold grudges and both of them are willing to move forward and carry on from where they paused.
They both love spur-of-the-moment displays of affection and compassion after all is said and done. More importantly this relationship is grounded on trust and honesty which makes this a strong association.
Aries and Sagittarius make great friends as well as lovers because they truly understand each other's optimistic view of life. On rare occasions, conflicts arise due to Sagittarius' greater need for independence. Aries has the tendency to be overly possessive and be jealous of the many friends of the Archer.
Aries is also a bit more sensitive than the fun and flirty Archer. Both are flirty, but even in commitment, there's a part of the Archer that remains unattainable, and this can be upsetting to the Arian conqueror.
Aries man and a Sagittarius woman is truly a winning combination. They share wonderful chemistry with each other and the physical relationship between them is intense. An Aries man is fun, loving and has a great sense of humor. With his charm and fun-loving nature, an Aries man keeps his partner in good mood and enjoys the life to the fullest. Both Aries man and Sagittarius woman love adventures and excitement and this makes their love-life stimulating and long-lasting.
Sagittarius woman will fall in love with Aries' childlike spontaneity, enthusiasm and dynamism. She will be satisfied with relationship with him all because the Aries man does not want to be possessive, and keep his lady love's choices repressed. He believes that couples should trust each other, and leave a certain space of freedom for each other. Both of them accept, understand and respect each other's need for independence.
The only source of conflict maybe the flashes of ego and bossiness but their like-mindedness help them to overcome the trivial issues. To make the relationship smoother, she will have to give up the bluntness and carelessness of her attitude and he needs to be more patient and true to his lady keeping his ego and aggression aside.
There is a magnetism that draws the Sagittarius man to the Aries woman in either the relationship of love or friendship. Her naturally confident, fiery, bold, spontaneous and independent persona attracts him strongly and he will enjoy her company very much. He is the adventurer of the zodiac and she is just the perfect travel companion.
An eternal optimistic, he enjoys his explorations of life, wherever his path may take him. She in turn always brings new avenues for him and supports him to fulfill all his dreams. She appreciates the honesty of Sagittarius male and feels safe with his honesty.
His affectionate and impulsive nature allows him fall love easily but it's difficult to get a Sagittarius to commit because he is always seeking new opportunities and this creates conflict to the insecure and fragile feelings of Aries woman. But once trust is established between the two commitment is made.
He is able to calm down the Aries fiery temper with pleasant remarks and jolly nature. He is very affectionate and gives complete freedom to her without slightest trace of suspicion making her joyful and comfortable. He is a homely man and so is very compatible enough with the Aries woman.
Like Aries man, Aries woman also has a good sense of humor and always tries to explore new ways or ideas to make life more exciting. The life of Sagittarians will be happy, if they find Aries woman as their life-partner.
Aries and Sagittarius is a match made in heaven. They think, act and feel alike. They have so much in common. Like two peas in a pod, they are well matched in their enthusiasm, energy and drive. Their common interests and similar personalities make them a very compatible couple.
Being a sign of fire, it is extremely important for an Aries to mingle and partner with other signs that can be beneficial and cooperative. Aries always revolves around the other similar Fire signs such as Leo and Sagittarius.
This combination can produce an eternal flame. Both Signs are always on the go. They have endless resources of energy; it's rare for one partner to fizzle out on the other. There's never any battle of egos between these two related to 'who's in control.' Aries likes to bask in all the glory and Sagittarius is happy to maneuver events from behind the scenes.


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Home All issues Volume 44 / No 5 (2009) Radioprotection, 44 5 (2009) 843-848 Abstract
Volume 44, Number 5, 2009
ECORAD 2008 - Radioecology and Environmental Radioactivity
https://doi.org/10.1051/radiopro/20095150
Radioprotection 2009, Vol. 44, n° 5, pages 843 à 848
Recent trends of environmental radioactivity in Greenland and the Faroe Islands
S. P. Nielsen1 and H. P. Joensen2
1 Risø National Laboratory for Sustainable Energy, Technical University of Denmark, PO Box 49, 4000 Roskilde, Denmark
2 University of Faroe Islands, FO-100 Tórshavn, Faroe Islands
Environmental radioactivity in Greenland and the Faroe Islands was investigated from samples collected in 2004 of seawater, seaweed, marine fish, seal, whale, lake water, freshwater fish and total diet. Anthropogenic radionuclides in Greenland and the Faroe Islands are present due to long-range transport by air and water mainly due to fallout from nuclear weapons testing, from the Chernobyl accident and discharges from European reprocessing facilities, Sellafield in the UK and La Hague in France. Concentrations of anthropogenic radionuclides in environment and food are low, however, and present insignificant health risks to humans. Naturally occurring radionuclides are present in the environment and human food and dominate the radiation dose from ingestion. Even in case of landlocked Arctic char from South Greenland showing elevated concentrations of anthropogenic 137Cs, the radiation doses to man from ingestion derive mainly from the presence of the naturally occurring radionuclide 210Po. Samples of total diet from Uummannaq indicate that annual radiation doses by ingestion could approach 1 mSv from 210Po possibly due to a high proportion of seal flesh and liver in the diet.
© EDP Sciences, 2009
Assessment of doses for Arctic marine biota
Radioprotection 2002, Vol. 37, n° C1, pages C1-887 à C1-891
Transfer of anthropogenic radionuclides to organisms in the Faroe Islands
Radioprotection, vol. 46, n° 6 (2011) S119-S124
Radionuclides in the Kongsfjorden area, Svalbard
Approaches to estimating the transfer of radionuclides to Arctic biota
Radioprotection 2005, Vol. 40, n° Suppl. 1, pages S285 à S290
Radionuclides in south Indian seafoods: A special focus on major contributing species


Court Rejects Claim Of Métis Harvesting Rights, Fines Man $40,000.
A Searchmont man has been fined a total of $40,000 for harvesting Crown forest resources without a licence and violating stop work orders.
Michel Blais was convicted of harvesting Crown forest resources without a licence in 2007, 2008 and 2009. He also violated two stop work orders.
The court heard that an investigation was conducted by Ministry of Natural Resources staff after a call from a member of the public. During the investigation, it was discovered that Blais harvested wood from Crown land in Gaudette and Hodgins townships northeast of Sault Ste.
Marie and sold the wood to buyers in Canada and the United States. During court proceedings, Blais claimed he had an aboriginal right to harvest and sell timber from Crown land, based on his membership in the local Sault Ste.
Marie Métis community. The court rejected that claim, finding that Blais did not meet the test established by the Supreme Court of Canada in its ruling on the case R. v. Powley that must be satisfied for a Métis claimant to prove harvesting rights.
The court found that Blais could not demonstrate an ancestral connection to the Sault Ste. Marie community, and that he did not produce any evidence suggesting that commercial logging was a tradition or practice of the community. Justice of the Peace James Bubba heard the case in the Ontario Court of Justice, Sault Ste. Marie, on May 2, 2013.
← $2,000 Fine For Possession Of Snakehead Fish.


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Q: Iterating over maximum matchings A matching in a graph is a set of pairwise vertex-disjoint edges, and it is maximum if it covers the largest possible number of vertices in the graph. There are efficient algorithms for finding such matchings, as well as implementations (see e.g. Boost for an example in C++).
However, there can be several maximum matchings in an arbitrary graph; are there any implementations of algorithms that allow you to list all of them? I would prefer C++ implementations, but other languages are fine too.

A: "Algorithms for Enumerating All Perfect, Maximum and Maximal Matchings in Bipartite Graphs" -
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.107.8179&rep=rep1&type=pdf
"Counting the Number of Matchings in Chordal and Chordal Bipartite
Graph Classes" -
http://www.jaist.ac.jp/~okamotoy/PDF/matchchordal.pdf
I hope this can help you somehow.

A: The problem of finding all maximum matchings in general graphs is addressed by T. Uno (the same author as in the first reference given by Piotr, above) in this 2001 paper:
A Fast Algorithm for Enumerating Non-Bipartite Maximal Matchings
Now maximum (cardinality) matchings are generally a strict subset of the maximal matchings, but once the size of a maximum matching is known, the maximal matchings are easily filtered to eliminate all but the maximum matchings.
However the time complexity of this "fast algorithm" proposed by T. Uno is dependent on the number of maximal matchings.  Indeed for a general graph G(V,E) with |V| vertices and |E| edges, the time complexity is O(|E|+|V|+Δ*N), where Δ is the maximum degree of vertices and N is the number of maximal matchings.
This would not be ideal when the ratio of maximal matchings to maximum matchings is high.  However the algorithm applies to general graphs, so it seems fairly reasonable to expect this sort of behavior in searching only for maximum matchings.

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