Caucasian and south Asian men show equivalent improvements in surrogate biomarkers of cardiovascular and metabolic health following 6-weeks of supervised resistance training
Description:
Background: The South Asian population have greater cardiovascular risk than their age-matched Caucasian counterparts, characterized by unfavorable biomarkers. South Asians may also be partially resistant to the pleiotropic benefits of physical activity on cardiovascular health. There is a current absence of studies that compare markers of cardio-metabolic health between Caucasians and South Asians employing resistance exercise. This study set out to compare the response in biomarkers of cardio-metabolic health in Caucasians and South Asians in response to resistance exercise. Methods: Caucasian (n=15, 25.5 ± 4.8 yrs) and South Asian (n=13, 25.4 ± 7.0 yrs) males completed a 6-week progressive resistance exercise protocol. Fasting blood glucose, insulin, and their product insulin resistance (HOMA-IR), triglycerides (TRIGS), low density lipoprotein (LDL), high density lipoprotein (HDL), total cholesterol (TC), vascular endothelial growth factor (VEGF), asymmetric dimythylarginine (ADMA), L-arginine (L-ARG) and C-reactive protein (CRP) were established at baseline and following resistance exercise. Results: There were significant improvements in fasting glucose, TC, LDL, HDL and VEGF in both groups following resistance exercise ( p<0.05, for all). No change was observed in insulin, HOMA-IR, TRIGS, ADMA, L-ARG following resistance exercise ( p>0.05, in both groups). CRP increased in the South Asian group ( p<0.05) but not the Caucasian group ( p>0.05) Conclusions: The cardio-metabolic response to resistance exercise is comparable in young Caucasian and South Asian males though inflammatory response to exercise may be prolonged in South Asians.
Description:
Background: The South Asian population have greater cardiovascular risk than their age-matched Caucasian counterparts, characterized by unfavorable biomarkers. South Asians may also be partially resistant to the pleiotropic benefits of physical activity on cardiovascular health. There is a current absence of studies that compare markers of cardio-metabolic health between Caucasians and South Asians employing resistance exercise. This study set out to compare the response in biomarkers of cardio-metabolic health in Caucasians and South Asians in response to resistance exercise. Methods: Caucasian (n=15, 25.5 ± 4.8 yrs) and South Asian (n=13, 25.4 ± 7.0 yrs) males completed a 6-week progressive resistance exercise protocol. Fasting blood glucose, insulin, and their product insulin resistance (HOMA-IR), triglycerides (TRIGS), low density lipoprotein (LDL), high density lipoprotein (HDL), total cholesterol (TC), vascular endothelial growth factor (VEGF), asymmetric dimythylarginine (ADMA), L-arginine (L-ARG) and C-reactive protein (CRP) were established at baseline and following resistance exercise. Results: There were significant improvements in fasting glucose, TC, LDL, HDL and VEGF in both groups following resistance exercise ( p<0.05, for all). No change was observed in insulin, HOMA-IR, TRIGS, ADMA, L-ARG following resistance exercise ( p>0.05, in both groups). CRP increased in the South Asian group ( p<0.05) but not the Caucasian group ( p>0.05) Conclusions: The cardio-metabolic response to resistance exercise is comparable in young Caucasian and South Asian males though inflammatory response to exercise may be prolonged in South Asians.
A randomised controlled trial to test the effectiveness of decision training on assessors' ability to determine optimal fitness-to-drive recommendations for older or disabled drivers
Description:
Children with behavioural, social, and emotional problems in preschool are often at risk for school maladjustment and the development of psychological disorders when they enter the school system. This study sought to develop and validate a preschool screening instrument that could identify the precursors and symptoms of mental health problems and provide targeted intervention processes. Measures included on the screen were 20 items identified by 126 Victorian Prep teachers as most important for school success. When administered by teachers of 143 (68 boys, 75 girls) preschoolaged children, these items demonstrated an internal reliability of .97. Factor analysis resulted in a 3-factor solution, with 'Learning Skills", 'Social Skills', and 'Good Start Skills' emerging as factors. This 'Preschool Educational and Psychological Screen' (PrEPS) demonstrated significant concurrent, predictive, and construct validity. Factor scores were associated with family income, fathers' education, parents' marital status, and child's age, hours of sleep, and gender. Results indicate that the PrEPS is a reliable and valid instrument in the identification of early indicators of psychological problems in preschoolers.
Description:
Professional Doctorate of Psychology (Clinical)
Description:
This research thesis is submitted in partial fulfilment of the requirements for the degree of D. Psych (Clinical), School of Behavioural & Social Science & Humanities.
Description:
Children with behavioural, social, and emotional problems in preschool are often at risk for school maladjustment and the development of psychological disorders when they enter the school system. This study sought to develop and validate a preschool screening instrument that could identify the precursors and symptoms of mental health problems and provide targeted intervention processes. Measures included on the screen were 20 items identified by 126 Victorian Prep teachers as most important for school success. When administered by teachers of 143 (68 boys, 75 girls) preschoolaged children, these items demonstrated an internal reliability of .97. Factor analysis resulted in a 3-factor solution, with 'Learning Skills", 'Social Skills', and 'Good Start Skills' emerging as factors. This 'Preschool Educational and Psychological Screen' (PrEPS) demonstrated significant concurrent, predictive, and construct validity. Factor scores were associated with family income, fathers' education, parents' marital status, and child's age, hours of sleep, and gender. Results indicate that the PrEPS is a reliable and valid instrument in the identification of early indicators of psychological problems in preschoolers.
Description:
Professional Doctorate of Psychology (Clinical)
Description:
This research thesis is submitted in partial fulfilment of the requirements for the degree of D. Psych (Clinical), School of Behavioural & Social Science & Humanities.
Description:
In Australia, as in many other countries, initiatives are constantly being developed which aim to assist school students’ transition into work. One such initiative, which was introduced towards the end of the 1990s, was the introduction of school-based apprenticeships and traineeships, often referred to by the umbrella term “school-based new apprenticeships” (SBNAs). Students taking part in these programs, normally in the final two years of schooling (Years 11 and 12), combine part-time work, study towards a vocational education and training (VET) qualification, and normal attendance at school. This paper reports on the first large-scale research study of school-based apprentices and trainees, which was carried out in late 2001 through a survey of students involved in the programs. The survey was carried out in the three Australian States with the highest numbers of school-based apprentices and trainees, Queensland, Victoria and South Australia. The paper commences with a description of the nature of school-based apprenticeships and a description of their introduction and rapid growth. It then gives an overview of the young people’s jobs, their learning and training, and concludes by discussing four problematic areas.
Description:
Debate about nursing curricula has been on the forefront of industry and academia in Australia particularly since the shift from the 'apprenticeship style' of training for nurses to a university-based, comprehensive, bachelor's degree. There is the suggestion that university-based courses are rather inflexible and take for granted that the provision of mental health nursing across what is an essentially general course will ultimately attract the numbers of quality staff members required to fill speciality positions in mental health. Recent literature advocates for a direct entry undergraduate mental health programme in Australia, similar to that in the UK. This is suggested as one of many strategies to address the growing disparity between the demand and the supply for effective mental health treatment and care. The support of preceptor staff in the clinical field in terms of workloads, supervision and professional development are also identified as areas for attention. Another strategy that this paper addresses is the increased support of student preceptors in the areas of workload, supervision and professional development, whereas they forge organizational links between the tertiary sector and industry to facilitate enhanced communication channels between the theoretical curriculum (the theory) and the clinical sites (the practice). Additionally, increasing the mental health content in current curricula to a level that reflects hospital-based and community mental health needs is also required.
Description:
The development of a new test of agility for rugby league. J Strength Cond Res 24(12): 3270-3277, 2010-Agility requires change of direction speed (CODS) and also perceptual and decision-making skills and reaction speed. The purpose of this study was to develop a reliable and valid agility test for rugby league, which stressed all those dimensions. Players from a subelite rugby league team were tested twice on a sport-specific reactive agility test (RAT) and CODS test. Data were analyzed for reliability. For validity results from the subelite groups, first test was compared with data from an elite group. The RAT required participants to run toward an unpredictable life-size video of an attacking opponent and react to that video by changing direction. The CODS test required the same movement patterns however direction changes were preplanned. The subelite group's mean time to complete the CODS test and RAT on their first test was 1.67 +/- 0.15 and 1.98 +/- 0.16 seconds, respectively, and 1.62 +/- 0.14 and 1.91 +/- 0.17 seconds, respectively, on their second test (results are +/- sigma). Statistical analyses revealed no significant difference in means (p < 0.05) and good correlation (intraclass correlation coefficient = 0.87 and 0.82, respectively). The elite group's mean time to complete the tests was 1.65 +/- 0.09 and 1.79 +/- 0.12 seconds, respectively. Statistical analyses revealed a significant difference in mean RAT time between the elite group and the subelite group (p < 0.05). The RAT was reliable and valid. Performance differences on the RAT were attributed to differences in perceptual skills and/or reaction ability. Testing and training agility should therefore stress those dimensions of agility and not just CODS.
Description:
This study, which has adopted a qualitative research approach using the Victorian Public Service (VPS) as a case study, explores the relationship between employer-provided training and development and employee turnover. The study examines training and development models and discusses how the context (organisation and employment characteristics) influences the training and development models adopted by the VPS. The study also investigates whether various training and development models have a differential impact on employee turnover. This study identifies three training and development models adopted by the Victorian Public Service and finds that each has a differential impact on employee turnover. The models used are labelled Individual Development, Team Development and Organisational Development. Employers often assume there is a relationship between training and development and employee turnover. While a number of organisations use training as an employee-retention strategy, others are reluctant to increase their investment in training and development because they fear employees may leave as a result of their improved skills and knowledge. In their desire to retain skilled workers in a market of short labour supply employers have become more concerned about the relationship between training and employee turnover. Available statistics indicate that the labour market is entering a period of supply shortages that could last many years. "From abstract"
Description:
This study, which has adopted a qualitative research approach using the Victorian Public Service (VPS) as a case study, explores the relationship between employer-provided training and development and employee turnover. The study examines training and development models and discusses how the context (organisation and employment characteristics) influences the training and development models adopted by the VPS. The study also investigates whether various training and development models have a differential impact on employee turnover. This study identifies three training and development models adopted by the Victorian Public Service and finds that each has a differential impact on employee turnover. The models used are labelled Individual Development, Team Development and Organisational Development. Employers often assume there is a relationship between training and development and employee turnover. While a number of organisations use training as an employee-retention strategy, others are reluctant to increase their investment in training and development because they fear employees may leave as a result of their improved skills and knowledge. In their desire to retain skilled workers in a market of short labour supply employers have become more concerned about the relationship between training and employee turnover. Available statistics indicate that the labour market is entering a period of supply shortages that could last many years. "From abstract"
Description:
This report aims to provide a clearer understanding of how and why enterprises use nationally recognised type of training. It finds that an enterprise's decision to engage in recognised training is not made lightly and decisions are made afresh each time a new training need arises. Successfully embedding training in enterprises involves a three-phase process - engagement, extension and integration. In most cases, it is dependent on: positive initial engagement; extension of training through a 'VET evangelist' who 'sells' the benefits of recognised training and persuades management; and, integration of competency standards associated with recognised training into many human resource processes. The availability of funding strongly influences whether enterprises use recognised training. However, one of the key reasons why more enterprises have not taken up this training is lack of awareness.
Description:
This review critically evaluates the literature documenting the impact of training on people's percept ion of beer. In certain circumstances, training has been shown to improve people's ability to match and identify beers, and to discriminate between beers and between the distinctive attributes of beer. However, a reasonably consistent finding is that the benefits of beer training do not seem to generalise to novel beers (i.e., those not experienced during training). As such, training would appear to improve the capacity to label perception and/or people's recognition memory for beers, rather than necessarily influencing perception itself. Given how much beer is consumed annually, it is surprising that there has not been more published research into the role that training plays in this particular beverage category. Part of the reason for this may relate to (a) the limited role of experts in this field (e.g., primarily restricted to product testing and quality control; as compared to their much more prominent role in the world of wine), (b) the fact that training is an expensive and time-consuming process, and (c) it is wrongly assumed that the effects of training are similar across different beverage categories (e.g., beer and wine). We suggest that further efforts are therefore required before it will be possible to confidently conclude that training lowers the perceptual thresholds, and enhances the perceptual discrimination abilities, of beer experts above those of novices.
Description:
This review critically evaluates the literature documenting the impact of training on people's percept ion of beer. In certain circumstances, training has been shown to improve people's ability to match and identify beers, and to discriminate between beers and between the distinctive attributes of beer. However, a reasonably consistent finding is that the benefits of beer training do not seem to generalise to novel beers (i.e., those not experienced during training). As such, training would appear to improve the capacity to label perception and/or people's recognition memory for beers, rather than necessarily influencing perception itself. Given how much beer is consumed annually, it is surprising that there has not been more published research into the role that training plays in this particular beverage category. Part of the reason for this may relate to (a) the limited role of experts in this field (e.g., primarily restricted to product testing and quality control; as compared to their much more prominent role in the world of wine), (b) the fact that training is an expensive and time-consuming process, and (c) it is wrongly assumed that the effects of training are similar across different beverage categories (e.g., beer and wine). We suggest that further efforts are therefore required before it will be possible to confidently conclude that training lowers the perceptual thresholds, and enhances the perceptual discrimination abilities, of beer experts above those of novices.
Description:
Student motivations are affected by many factors that are classified as intrinsic or/and extrinsic. This will influence students' engagement and consequently impacting their performance. To build a better judgment on the factors that affect student motivation, a comprehensive study should be applied in order to identify all factors and their drivers and how they influence student's motivation. Some of these factors have negative impact on motivation, while other have positive impact. In this paper, a multifactor based motivation has been assessed to distinguish the positive from negative factors. Then controlling student's motivation to enhance student engagement can be done through controlling these factors. The negative factors would be minimized or eliminated, and the positive factors will be encouraged and improved. Teaching institutions, universities and teachers play essential role in controlling these factors toward better motivation. A recommendation has been given to control the motivation factors that would lead to better student's engagement and performance.
Description:
An important human resource development (HRD) implication of the People's Republic of China's (PRC) rapidly expanding economy has been the emergence of a critical shortage of grey-collar workers (GCW). Although ‘grey-collar’ has been commonly used in the West to describe an aging population within the workforce, in China it refers to people who are neither white nor blue collar workers but technicians. The shortage of GCW constrains the PRC's economic and developmental sustainability, and has been recognized in central and provincial government initiatives to increase training and development of employees within these fields. While acknowledged as a policy and organizational problem, there has been no research investigating what organizations are doing to develop these employees. Drawing upon a survey of 310 semi-skilled and skilled employees in Beijing, our findings suggest that while the surveyed organizations are investing heavily in both on- and off-the-job training, employees' perceived value of such differs markedly according to age and position. The research has important implications for China's HRD strategy in suggesting links between training and other human resource management (HRM) functions are yet to be evidenced.
Description:
Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
Description:
Purpose – This paper aims to examine the employment and training of mature-aged workers, so that suggestions for improving training for mature-aged workers may be offered. Design/methodology/approach – Six expert interviews were carried out by telephone, and three case studies involving company site visits were completed. Each company case study involved interviews with managers, trainers and mature-aged workers. The study was confined to the manufacturing industry. Findings – Mature-aged workers bring many advantages to workplaces and some employers show a definite preference for them over younger workers; but in some cases training needs to take account of lack of confidence and literacy and health issues. However, there is great diversity among mature-aged workers. Research limitations/implications – The research is confined to shop-floor workers in manufacturing, and does not address training of mature-aged managers and professionals. The research is small-scale but provides new insights, and importantly the voices of the workers themselves. Practical implications – The paper identifies managerial and training practices that can immediately be implemented. Originality/value – The paper identifies some issues that can be taken up at a policy level as well as within companies. For example, the preference for qualification-based training at a national level is not necessarily consistent with what mature-aged workers prefer.
Description:
An Australian Institute of Criminology report (1999) highlighted the health industry as the most violent industry in Australia with registered nurses recording the second highest number of violence. related workers compensation claims, ranking higher than prison and police officers. Workplace violence has become such a common phenomenon that many nurses accept it as a part of nursing. Nurses employed in emergency departments (EDs) are considered to be especially vulnerable to workplace violence. Although there have been a number of studies reporting on the incidence of workplace violence and its consequences upon nurses, to date there have been no empirical studies that have evaluated interventions which are thought to reduce its occurrence and impact. This study investigated the effectiveness of a oneday training program in which ED nurses participated. In particular, their knowledge, skiUs and attitudes relating to management of workplace violence were examined. Results show that a training program has many positive outcomes which enhance nurses' ability to manage aggressive behaviours. With some basic training, ED nurses can be more prepared to manage violent and potentially violent situations, and by doing so may in fact reduce the incidence of aggression in their workplace by 50%. This has largely been achieved by raising the awareness of ED nurses to the nature of the problem, developing their knowledge and skills in managing aggressive behaviour, and improving their attitudes toward potentially violent patients.
Description:
This paper reports on aspects of a recent project carried out for the International Labour Organization (ILO) and the World Bank, which was designed to feed into the process of updating and expanding India’s apprenticeship system. The apprenticeship system in India is extremely small for the country’s population, even taking into account the high proportion of jobs that are in the informal economy, and is subject to very rigid regulation. Expansion of the system has been seen as vital in order to improve the supply of skills to the rapidly expanding economy, and also to address issues of disparity in labour market participation and equity for certain groups in Indian society. The paper firstly explains how findings about apprenticeship systems from ten other countries, together with analysis of the Indian situation, were used to present options for consideration by the Indian government. It then analyses these options for their social justice and equity implications.
Description:
This paper reports on aspects of a recent project carried out for the International Labour Organization (ILO) and the World Bank, which was designed to feed into the process of updating and expanding India’s apprenticeship system. The apprenticeship system in India is extremely small for the country’s population, even taking into account the high proportion of jobs that are in the informal economy, and is subject to very rigid regulation. Expansion of the system has been seen as vital in order to improve the supply of skills to the rapidly expanding economy, and also to address issues of disparity in labour market participation and equity for certain groups in Indian society. The paper firstly explains how findings about apprenticeship systems from ten other countries, together with analysis of the Indian situation, were used to present options for consideration by the Indian government. It then analyses these options for their social justice and equity implications.
Description:
This study investigated how student expectations, experiences and involvement in physical education teacher education impacted upon and shaped identity development. The research focused on student social interactions and identified a range of behaviours and practices which reinforced student notions of what it means to be a physical educator. [...] The research itself was conducted within a creative analytical practice framework resulting in the following research products: the thesis text; a collection of one act plays titled, 'Plays from the identity playground', written about student social experiences; a CD which includes the filmed production of one of the plays 'Boys' training', and 'I can be this: a phototext', which presents key 'photographic' themes as insights into PETE student social events and activities.
Description:
Universal challenges exist for small-to-medium enterprises (SMEs) in regional and rural areas to utilize digital technologies for entrepreneurial advancement. Barriers include insufficient understanding of digital technologies and a lack of skills necessary for digital adoption. In Australia, training programs were introduced to enhance the digital uptake for the business and community sectors. Research was conducted to examine the impact on participants’ perceived digital literacy awareness and knowledge of online services, and their skills development. Survey data was collected from program participants (n = 101) comprising SMEs and not-for-profit organizations (NFP), and from program mentors/facilitators (n = 9). The findings show that training supports knowledge transfer, learning and skills development, fostering confidence about digital technologies. It is recommended that ongoing training is delivered regionally so that SMEs and NFPs can exploit digital innovations within their businesses and organizations.