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Cloud applications often rely on shared-nothing distributed databases that can sustain rapid growth in data volume. Distributed transactions (DTs) that involve data tuples from multiple geo-distributed servers can adversely impact the performance of such databases, especially when the transactions are short-lived in and require immediate response. The k-way min-cut graph clustering algorithm has been found effective to reduce the number of DTs with acceptable level of load balancing. Benefits of such a static partitioning scheme, however, is short-lived in Cloud applications with dynamically varying workload patterns where DT profile changes over time. This paper addresses this emerging challenge by introducing incremental repartitioning. In each repartitioning cycle, DT profile is learnt online and k-way min-cut clustering algorithm is applied on a special sub-graph representing all DTs as well as those non-DTs that have at least one tuple in a DT. The latter ensures that the min-cut algorithm minimally reintroduces new DTs from the non-DTs while maximally transforming existing DTs into non-DTs in the new partitioning. Potential load imbalance risk is mitigated by applying the graph clustering algorithm on the finer logical partitions instead of the servers and relying on random one-to-one cluster-to-partition mapping that naturally balances out loads. Inter-server data-migration due to repartitioning is kept in check with two special mappings favouring the current partition of majority tuples in a cluster -- the many-to-one version minimising data migrations alone and the one-to-one version reducing data migration without affecting load balancing. A distributed data lookup process, inspired by the roaming protocol in mobile networks, is introduced to efficiently handle data migration without affecting scalability. The effectiveness of the proposed framework is evaluated on realistic TPC-C workloads comprehensively using graph, hyper graph, and compressed hyper graph representations used in the literature. Simulation results convincingly support incremental repartitioning against static partitioning.
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Three workmen's cottages remain near the main homestead. There were originally nine cottages. By 1919 the property supported 177 men, women and children.
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Item held by Gippsland and Regional Studies Collection, Federation University Australia.
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Record generated from title list.
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The tramline run of Gippsland - POT 9
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Three workmen's cottages remain near the main homestead. There were originally nine cottages. By 1919 the property supported 177 men, women and children.
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Item held by Gippsland and Regional Studies Collection, Federation University Australia.
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Record generated from title list.
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The tramline run of Gippsland - POT 9
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Background: Workplace aggression is a major work health and safety, and public health concern. To date, there has been limited investigation of population level exposure and responses to workplace aggression from all sources, and little evidence on the experiences, reporting and support-seeking behaviour of nurses, midwives and care personnel in Australian settings. Aim: To determine the 12-month prevalence of aggression experienced by nurses, midwives and care personnel from sources external and internal to the organisation, and the reporting behaviours and support sought from employers, health services, Trade Unions, work health and safety agencies, police and legal services. Methods: An online survey of the membership of the Australian Nursing and Midwifery Federation – Victorian Branch was conducted between 1 st May and 30th June 2017. Findings: In the previous 12 months, 96.5% of respondents experienced workplace aggression, with 90.9% experiencing aggression from external sources and 72.3% from internal sources. A majority indicated they just accepted incidents of aggression, and most rarely or never took time off work, sought medical or psychological treatment, or sought organisational or other institutional support, advice or action. Levels of satisfaction with institutional services were mostly neutral to poor. Discussion: Victorian nurses, midwives and care personnel work in aggressive and violent workplaces. The incivility endemic in health care likely sets the climate for the generation of and exposure to so much explicit aggression and violence. It appears that any systems or processes instituted to protect health care personnel from harm are failing. Conclusion: More targeted and effectively operationalised legislation, incentives and penalties are likely required. Further research may elaborate the extent of the impact of exposure to workplace aggression over time.
Description:
Background: Workplace aggression is a major work health and safety, and public health concern. To date, there has been limited investigation of population level exposure and responses to workplace aggression from all sources, and little evidence on the experiences, reporting and support-seeking behaviour of nurses, midwives and care personnel in Australian settings. Aim: To determine the 12-month prevalence of aggression experienced by nurses, midwives and care personnel from sources external and internal to the organisation, and the reporting behaviours and support sought from employers, health services, Trade Unions, work health and safety agencies, police and legal services. Methods: An online survey of the membership of the Australian Nursing and Midwifery Federation – Victorian Branch was conducted between 1 st May and 30th June 2017. Findings: In the previous 12 months, 96.5% of respondents experienced workplace aggression, with 90.9% experiencing aggression from external sources and 72.3% from internal sources. A majority indicated they just accepted incidents of aggression, and most rarely or never took time off work, sought medical or psychological treatment, or sought organisational or other institutional support, advice or action. Levels of satisfaction with institutional services were mostly neutral to poor. Discussion: Victorian nurses, midwives and care personnel work in aggressive and violent workplaces. The incivility endemic in health care likely sets the climate for the generation of and exposure to so much explicit aggression and violence. It appears that any systems or processes instituted to protect health care personnel from harm are failing. Conclusion: More targeted and effectively operationalised legislation, incentives and penalties are likely required. Further research may elaborate the extent of the impact of exposure to workplace aggression over time.
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Objectives: The objective of the study was to investigate the types of workplace health and safety issues rural community nurses encounter and the impact these issues have on providing care to rural consumers. Methods: The study undertook a narrative inquiry underpinned by a phenomenological approach. Community nursing staff who worked exclusively in rural areas and employed in a permanent capacity were contacted among 13 of the 16 consenting healthcare services. All community nurses who expressed a desire to participate were interviewed. Data were collected using semistructured interviews with 15 community nurses in rural and remote communities. Thematic analysis was used to analyse interview data. Results: The role, function and structures of community nursing services varied greatly from site to site and were developed and centred on meeting the needs of individual communities. In addition, a number of workplace health and safety challenges were identified and were centred on the geographical, physical and organisational environment that community nurses work across. The workplace health and safety challenges within these environments included driving large distances between client's homes and their office which lead to working in isolation for long periods and without adequate communication. In addition, other issues included encountering, managing and developing strategies to deal with poor client and carer behaviour; working within and negotiating working environments such as the poor condition of patient homes and clients smoking; navigating animals in the workplace; vertical and horizontal violence; and issues around workload, burnout and work-related stress. Conclusions: Many nurses achieved good outcomes to meet the needs of rural community health consumers. Managers were vital to ensure that service objectives were met. Despite the positive outcomes, many processes were considered unsafe by community nurses. It was identified that greater training and capacity building are required to meet the needs among all staff.
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Objectives: The objective of the study was to investigate the types of workplace health and safety issues rural community nurses encounter and the impact these issues have on providing care to rural consumers. Methods: The study undertook a narrative inquiry underpinned by a phenomenological approach. Community nursing staff who worked exclusively in rural areas and employed in a permanent capacity were contacted among 13 of the 16 consenting healthcare services. All community nurses who expressed a desire to participate were interviewed. Data were collected using semistructured interviews with 15 community nurses in rural and remote communities. Thematic analysis was used to analyse interview data. Results: The role, function and structures of community nursing services varied greatly from site to site and were developed and centred on meeting the needs of individual communities. In addition, a number of workplace health and safety challenges were identified and were centred on the geographical, physical and organisational environment that community nurses work across. The workplace health and safety challenges within these environments included driving large distances between client's homes and their office which lead to working in isolation for long periods and without adequate communication. In addition, other issues included encountering, managing and developing strategies to deal with poor client and carer behaviour; working within and negotiating working environments such as the poor condition of patient homes and clients smoking; navigating animals in the workplace; vertical and horizontal violence; and issues around workload, burnout and work-related stress. Conclusions: Many nurses achieved good outcomes to meet the needs of rural community health consumers. Managers were vital to ensure that service objectives were met. Despite the positive outcomes, many processes were considered unsafe by community nurses. It was identified that greater training and capacity building are required to meet the needs among all staff.
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The article examines different types of work–family pressures amongst people working within the Australian university sector. We were specifically interested in work–family experiences between domestic and migrant Australians. Among the major findings, domestic Australians experience greater levels of work–family imbalance across most of the measures used. Limitations and implications for future research are discussed.
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Under the playful headline ‘World of Spycraft’, it was reported in December 2013 that the United States National Security Agency (NSA) and its United Kingdom counterpart were potentially conducting extensive covert surveillance in online gaming domains, such as World of Warcraft (WoW), Second Life and Xbox Live (New York Times, 2013). According to government papers released by former NSA contractor Edward Snowden, such activity was undertaken in response to the fear that terrorist or criminal organisations could use the games to communicate secretly, recruit members, move money and plot attacks. As Whitson and Simon (2014: 311) argue, the revelations in these documents clearly indicate ‘that there is an imagination of possibilities for digital games in the context of the surveillance state apparatus’.