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Writing native-like has always been a primary purpose for non-native writers of English and, accordingly, many language components have been investigated to develop writers' fluency. One of these language components is syntactic complexity (SC), which is often regarded as a reliable way to grade any texts from easy to difficult. This study aims to compare native and non-native writers' fluency by measuring their SC and to create a reference SC point for non-native writers of English. To achieve this, the study comprised two groups: Group 1 was composed of native speakers from Inner-circle countries, namely USA, England, Canada, and Australia, and Group 2 was composed of non-native speakers from Expanding countries, namely Turkey, Saudi Arabia, Russia, and China. The data were composed of 200 MA dissertations in ELT equally collected from countries in Group 1 and Group 2. SC realisations were divided into 14 subcategories. The 14 sub-categories constituted a taxonomy for SC and they were analysed through ANOVA, Kruskal-Wallis, Independent sample t-test, and Mann-Whitney tests. The results showed that there is a statistically significant difference in 9 categories in favour of Group 1 and that the average SC scores of Group1 are significantly high compared to Group 2. The study suggests that writers of MA dissertations pay particular attention to SC, if native-like fluency is sought because it was concluded that native writers of MA dissertations are prone to write with higher SC level when compared to non-native writers of MA dissertations.

The purpose of this study is to describe the errors made by Turks living in Sydney, Australia in Turkish written texts. The mistakes identified in the texts were handled with the error analysis approach and evaluated according to their linguistic, cognitive processing, communicative, spelling and punctuation characteristics. Content analysis technique, one of the qualitative research methods, was used in the research. The study group consisted of forty-one people, aged between 10-25 years, living in Sydney, Australia in 2017. Participants were asked to create a text of at least 250 words by selecting any of the seven elective subjects in the written expression form. The texts were then examined one by one and the errors were analyzed under four headings: linguistic, cognitive processing, communicative, spelling and punctuation. As a result of the analyzed data in written expression texts, 951 linguistic and cognitive processing, 343 communicative, 230 spelling and 178 punctuation errors were detected. By analyzing the written texts under these headings, it is thought that the mistakes will be identified more easily and be beneficial for the language teaching process and everyone involved in this process, that the mistakes can be avoided more easily by focusing on more efficient and goal-oriented works and that they will save time.

The overall aim of the experiment reported here was to establish whether self-recognition in live video can be facilitated when live video training is provided to children aged 2-2.5 years. While the majority of children failed the test of live self-recognition prior to video training, more than half exhibited live self-recognition post video training. Children who failed the live video self-recognition tasks passed the test of mirror self-recognition. The findings are discussed in light of a video deficit and the potential role of pre-test training in facilitating self-recognition in live video by young children. (Contains 2 figures and 1 note.)

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Bibliometrics and scientometrics are novel closely related scientific fields measuring and analyzing scientific publications in a certain area. Although spirituality, religion and health (S/R&H) field has been a growing study area in recent years, only a few bibliometric studies have been conducted on published literature in S/R&H. In this study, we aimed to perform bibliometric and scientometric analysis of the documents published in the Journal of Religion and Health, which is one of the most significant and productive journals in spirituality, religion and health field, during the period of 1975 to 2016. We used Thomson Reuters Web of Science database for the publication analyses. A total of 2683 papers were found and most of them were original articles (1655, 62.1%) followed by book reviews (780, 29.3%) and editorial materials (169, 6.3%). We found that the USA was the most productive country with 1665 papers and 62.45% of total literature followed by Australia and Canada. Cornell University in the USA was found to publish the highest number of documents with 73 papers and to cover 2.74% of the total literature followed by Duke University and Weill Cornell Medical College. A total of 2973 keywords were detected to be used. Most used five keywords were “religion,” “spirituality,” “religiosity,” “health” and “mental health” (n = 253, 250, 97, 71 and 41 times, respectively). Our bibliometric and scientometric study of one of the most important leading journals in S/R&H area may encourage researchers to carry out further studies in this field. [ABSTRACT FROM AUTHOR]

Aim To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses' intentions to quit. Background Nursing work can be stressful and as a consequence, nurses suffer greater stress and stress-related sickness, including depression, than the general population. Stress can be mitigated in the workplace depending on the availability of resources in the workplace. Resources can come from the organization or the individual themselves. Design The study is quantitative using a cross-sectional design. Methods The study analysed data from 242 nurses working in five Australian hospitals in the one regional network during 2013. Findings The predictors explained almost half of the variance of nurses' intent to quit. Psychological capital had the dual benefits of reducing nurses' perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and well-being and, in turn, enhance the care of patients. [ABSTRACT FROM AUTHOR]

The article discusses a study focusing on teledermatology research publication between 1975 and 2017 and its bibliometric evaluation. Topics discussed include the use of data from Thomson Reuters Web of Science in this study; the use of teledermatology keyword in the research; and the publication of teledermatology research in the U.S. and Great Britain.

Employees in aged care are at high risk of workplace aggression. Research rarely examines the individual and contextual antecedents of aggression for specific types of workers within these settings, such as nurses and certified nursing assistants ( CNAs). The study aimed to explore characteristics of the job demands-resources model ( JD-R), negative affectivity ( NA) and demographics related to workplace aggression for aged care workers. The survey study was based on 208 nurses and 83 CNAs working within aged care. Data from each group were analysed separately using ordinal regressions. Both aged care nurses and CNAs reported high rates of bullying, external emotional abuse, threat of assault and physical assault. Elements of the JD-R model and individual characteristics were related to aggression types for both groups. Characteristics of the JD-R model, NA and demographics are important in understanding the antecedents of aggression observed among aged care workers. [ABSTRACT FROM AUTHOR]

Purpose To investigate forms of abusive supervision, namely personal attacks, task attacks, and isolation, and their links to outcomes for nurses, including job satisfaction, psychological strain, and intentions to quit. Design Cross-sectional survey design. Data collected from July to November 2012. Methods Two hundred and fifty public sector nurses employed at five general acute Australian hospitals completed the survey (response rate of 33%). Findings Structural equation modeling on the forms of abusive supervision (personal, task, isolation) and nurse outcomes indicated goodness of fit statistics that confirmed a well-fitting model, explaining 40% of the variance in intent to quit, 30% in job satisfaction, and 33% in strain. An indirect relationship from personal attacks to intentions to quit, via strain, was observed. Task attacks were related directly, and indirectly via job satisfaction, to increased intentions to quit. Surprisingly, isolation was positively related to job satisfaction. Conclusions Abusive supervision impacted nurse outcomes. Specifically, personal abuse had personal and health impacts; work-focused abuse had work-oriented effects. Applying appraisal theory suggests that personal attacks are primarily assessed as stressful and unchangeable; task-oriented attacks are assessed as stressful, but changeable; and isolation is assessed as benign. The findings highlight the impact of abusive supervision, especially task attacks, on outcomes important to nurse retention. Clinical Relevance The findings can be used to devise programs to educate, train, and support supervisors and their subordinates to adhere to zero tolerance policies toward antisocial workplace behaviors and encourage reporting incidents. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The objective of this study was to examine the social-situational (ie, Job Demands-Resource model) and individual (ie, negative affectivity) factors that might be associated with violence among nurses caring for the elderly (aged care nurses). BACKGROUND: Workplace violence is recognized as a serious issue among nurses. Effective intervention and prevention require an understanding of antecedent factors. METHODS: Nurses working in elderly care facilities across an Australian healthcare organization participated in a cross-sectional survey. RESULTS: Job demands were associated with all of the externally sourced types of violence. Low job control was linked with external emotional abuse and physical assault. Outside work support was related to external physical assault and verbal sexual harassment. Finally, high negative affectivity was linked to internal and external emotional abuse and threat of assault. CONCLUSIONS: Both the Job Demands-Resource model and negative affectivity were useful in identifying relationships with violence, supporting suggestions that situational and individual factors are associated with violence among nurses who care for the elderly. [ABSTRACT FROM AUTHOR]

The article discusses a study analyzing the prevalence and consequences of workplace bullying in occupational group across facilities within a medium to large health care organization in Australia. The questionnaire included several parameters, including measures of bullying, negative affectivity (NA), and organizational commitment. Findings suggested that bullying is present across health care occupations, and that some employees may need to be managed slightly differently.

Aims and objectives. To extend a model of the antecedents of workplace bullying to apply to a wider range of types of workplace aggression, including bullying and several types of violence, among nurses. Background. Research that has focused on workplace bullying has found that the Demand-Control-Support model, negative affectivity and certain demographic factors play important roles as antecedents of bullying. Design. A cross-sectional design. Methods. A validated questionnaire was sent to the work addresses of all nursing and midwifery staff in a medium-to-large hospital in Australia. A total of 273 nurses and midwives returned their completed questionnaires. Ordinal regressions were conducted to assess the antecedents of workplace aggression across bullying and violence. Results. Aspects of the Demand-Control-Support model and job tenure significantly predicted particular forms of violence, while negative affectivity and work schedule were significant for bullying. Conclusions. The patterns of the results suggest key mechanisms that characterise certain forms of violence and distinguish between bullying and types of violence across the range of workplace aggression. In particular, oppression and exposure appear to differentiate types of workplace violence. Relevance to clinical practice. The study suggests ways in which nursing and hospital managers may act to reduce the likelihood of certain forms of aggression, particularly violence, from occurring. [ABSTRACT FROM AUTHOR]