Transformation

Prior to leaving for Claremont Colleges’ Envriolab Asia trip to Malaysia and Singapore, I was conflicted by the question: Do we have the moral authority to interfere with resource extraction and oil-palm development in SE Asia? At that time, the trip seemed imperialistic. Why should people from Malaysia, Indonesia or any developing SE Asia country listen to a group of liberal arts college faculty from a city where widespread habitat modifications have led to significant loss of native habitats, declines in biodiversity, and changes in how these ecosystems function? Many observations transformed my opinion and have inspired me to advocate for transformative environmental and social change both in SE Asia and at home

Density, short-range order and the quark-gluon plasma

We study the thermal part of the energy density spatial correlator in the quark-gluon plasma. We describe its qualitative form at high temperatures. We then calculate it out to distances approx. 1.5/T in SU(3) gauge theory lattice simulations for the range of temperatures 0.9<= T/T_c<= 2.2. The vacuum-subtracted correlator exhibits non-monotonic behavior, and is almost conformal by 2T_c. Its broad maximum at r approx. 0.6/T suggests a dense medium with only weak short-range order, similar to a non-relativistic fluid near the liquid-gas phase transition, where eta/s is minimal.Comment: 4 pages, 4 figure

On qpqp-Deformations in Statistical Mechanics of Bosons in D Dimensions

The Bose distribution for a gas of nonrelativistic free bosons is derived in the framework of $qp$-deformed second quantization. Some thermodynamical functions for such a system in D dimensions are derived. Bose-Einstein condensation is discussed in terms of the parameters q and p as well as a parameter $\nu_0'$ which characterizes the representation space of the oscillator algebra.Comment: 15 pages, Latex File, to be published in Symmetry and Structural Properties of Condensed Matter, Eds. T. Lulek, B. Lulek and W. Florek (World Scientific, Singapore, 1997

Predictors of New Graduate Nurses’ Organizational Commitment During a Nurse Residency Program

Retaining newly graduated nurses is critical for organizations because of the significant cost of turnover. Since commitment to an organization is associated with decreased turnover intent, understanding factors that influence new graduates’ organizational commitment is important. In a sample of nurse residency program participants, predictors of organizational commitment over time were explored. Perceptions of the work environment, particularly job satisfaction and job stress, were found to be most influential. Nurse residency programs provide extended opportunities to model professional role behaviors for new nurses, enhance knowledge development and clinical application, and promote successful integration to the work environment (Bratt, 2009). Despite these benefits, only 21% of new graduates reported having a formal internship or residency program and 6% had no formal orientation (Kovner et al., 2007). In a national survey of registered nurses (RNs) conducted by the Department of Health and Human Services (2010), it was revealed that almost 40% of new graduates plan to leave their current position within 3 years and almost 22% had already changed position or employer. For those new nurses who left their position, most of the reasons (73%) centered on issues related to the characteristics of the workplace, with stressful work environment being cited most frequently, followed by lack of good management and inadequate staffing. Accreditation organizations including the Commission on Collegiate Nursing Education (2008) and the National Council of State Boards of Nursing (2009a) have advocated for the development of transition to practice programs for newly graduated nurses. In addition, the recently released report of the Institute of Medicine (2010) put forth a key recommendation for organizations to provide nurse residency programs for newly licensed nurses. This report also advocates for the need to evaluate the outcomes of these programs, including their influence on patient outcomes and the retention and competency development of new nurses