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Health is fundamental for bureaucrats to properly perform duties so as to deliver the function of the state. Based on a nationally representative longitudinal survey and using a difference-in-differences identification strategy, we study whether and how the recent anti-corruption campaign in China shapes the body weight and health of public sector employees (PSEs). We find that the anti-corruption campaign significantly decreased the BMI and overweight rates of PSEs. Heterogeneity analysis reveals that the effect is more pronounced among the PSEs who are more exposed to corruption ex ante. Further analyses demonstrate that the mechanisms underlying the BMI reduction effect include decreased frequency of alcohol consumption and eating out as well as increased time spent on exercise among PSEs post-campaign. Finally, we find the reduced BMI among PSEs also leads to better self-assessed health and has broader implications for bureaucratic efficiency and governance quality. Overall, this study offers a novel political economic perspective to shed light on an unintended health consequence of China's anti-corruption campaign. [ABSTRACT FROM AUTHOR]

This research studies the peculiarities of public sector employee motivation in Israel in relation to their job position and education. This empirical research (585 participants) shows that management personnel are characterized by a strong need for power and the need for a sense of demand. Non-managerial staff has a stronger need for good working conditions, structuring of work, and the need for social contacts. There are significant differences in motivation depending on the level of education of the employee. The need for good working conditions is stronger in the groups among employees with secondary and junior engineering education than among employees with an academic degree. The need for a structuring of work and social contacts is stronger among employees with a junior engineering education compared with the employees who have an academic degree. [ABSTRACT FROM AUTHOR]

Background and Aims: Understanding the correlation of work ability (WA) and anthropometric indices with cardiovascular diseases (CVDs) risk factors among public sector employees (PSE) is vital for policy direction. This study examined the correlation between work ability, anthropometric indices, and cardiovascular risk factors among PSEs. Methods: The cross‐sectional study had 254 (mean age = 37.18 ± 10.34) PSE. A self‐reported WA index was used to measure WA. Blood pressure (BP), body mass index (BMI), waist circumference (WC), hip circumference (HC), waist to hip ratio (WHR), and visceral fat were measured. Lifestyle CVDs risk history was also obtained. Results: 3.9% had moderate, 51.2% good, and 44.9% excellent WA. 37.4% overweight, 20.1% obese, 19.7% hypertension history, 67.7% no physical activity history. WA correlates with increased systolic BP, BMI, WC, WHR, weight to height ratio, and visceral fat significantly. Age 24−29 (aOR = 26.38), 30‐39 (aOR = 7.52), and 40‐49 (aOR = 4.94) independently predict excellent WA. Overweight (aOR = 0.44) independently predict decreased excellent WA. Conclusion: Participants were hypertension‐prone, had increased WC, WHR, physically inactive, overweight, and obese. WA and anthropometric indices of the participants predict CVDs risks. Workplace health care strategy should be put in place to control BP, BMI, WC, WHR, weight to height ratio, and visceral fat as CVDs risk factors. [ABSTRACT FROM AUTHOR]

The perception of the employees on handling stress at workplace and effectiveness of stress management programs varies due to multiple internal and external factors. Thus, the present study aims to measure the perceived level of difference in psychosocial stress at workplace following a stress management program. This was an interventional study conducted among 30 public sector employees working in Land Resources Development Department. The study tools used were K10, World Health Organization Quality of Life Scale (WHOQOL-BREF), and a work-life balance questionnaire which were quantitatively analyzed using paired t-test, and also, thematic analysis was used to assess the effectiveness of the stress management program. Stress management abilities improved on the work-life balance questionnaire with a P value of 0.027 after the intervention and a significant difference in the environment domain with a P value of 0.041 was found on WHOQOL-BREF. Thematic analysis showed a perceived reduction in negative reactions to work stress and improvement in self-care strategies after the intervention. This study highlights the subjective experience of work stress and stress management abilities that need to be addressed through the effective collaborative model of a stress management program. [ABSTRACT FROM AUTHOR]

Abstract Background and Aims Understanding the correlation of work ability (WA) and anthropometric indices with cardiovascular diseases (CVDs) risk factors among public sector employees (PSE) is vital for policy direction. This study examined the correlation between work ability, anthropometric indices, and cardiovascular risk factors among PSEs. Methods The cross‐sectional study had 254 (mean age = 37.18 ± 10.34) PSE. A self‐reported WA index was used to measure WA. Blood pressure (BP), body mass index (BMI), waist circumference (WC), hip circumference (HC), waist to hip ratio (WHR), and visceral fat were measured. Lifestyle CVDs risk history was also obtained. Results 3.9% had moderate, 51.2% good, and 44.9% excellent WA. 37.4% overweight, 20.1% obese, 19.7% hypertension history, 67.7% no physical activity history. WA correlates with increased systolic BP, BMI, WC, WHR, weight to height ratio, and visceral fat significantly. Age 24−29 (aOR = 26.38), 30‐39 (aOR = 7.52), and 40‐49 (aOR = 4.94) independently predict excellent WA. Overweight (aOR = 0.44) independently predict decreased excellent WA. Conclusion Participants were hypertension‐prone, had increased WC, WHR, physically inactive, overweight, and obese. WA and anthropometric indices of the participants predict CVDs risks. Workplace health care strategy should be put in place to control BP, BMI, WC, WHR, weight to height ratio, and visceral fat as CVDs risk factors.

The problem of differences of labour motivation in public sector institutions in Israel is discussed in relation to the age and job seniority of the employees. The motivation structure of public sector employees is presented from the perspective of the 12-factor motivation theory developed by Sh. Ritchi and P. Martin. The concept of labour motivation has been viewed from different perspectives, and key factors of motivation of public sector employees have been allocated. Intrinsic and extrinsic motivation factors of the state service workers have been discussed. Based on the above, this empirical research was conducted among the 585 people aged 18 to 65 working in public institutions in Israel. The structure of the motivation sphere of the employees was studied from the perspective of the 12-factor motivation theory. Statistical analysis shows that there are differences in the level of motivation depending on the employee's age and job seniority. Intrinsic motivation factors, such as structuring of work, social contacts, diversity and change, and the need for selfimprovement, growth, and development appear to be stronger among older employees. The results contribute to the development of work motivation plans for the employees and help to understand the key factors of public sector employee performance. [ABSTRACT FROM AUTHOR]

Copyright of Runa: Archivo para las Ciencias del Hombre is the property of Runa: Archivo para las Ciencias del Hombre and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Although public employees' innovative behavior is essential for ongoing improvement of public services and thereby development of public organizations, limited research has examined this topic—especially in transition countries. Drawing on social cognitive theory, this study theorizes that servant leadership fosters public sector employees' innovative behavior through the sequential mediation roles of public service motivation and learning goal orientation. Results from structural equation modelling with multi-source data from Vietnam's public sector employee and manager surveys support the hypothesized model. Our study sheds light on the drivers of public employees' innovative behavior in a less researched context. [ABSTRACT FROM AUTHOR]

This paper provides an empirical evidence based on conservation of resources theory that how organisational justice (OJ) forms the public employee's embeddedness in community and how community embeddedness (CE) leads to counterproductive work behaviour (CWB). Evidence is based on 279 responses gathered from public sector employees in Malaysia. Structural equation modeling techniques was used to test the hypothesis. This study revealed that OJ is positively related to CE and its dimensions. Interestingly, CE is not found to prevent CWB; instead, it leads to CWB. Only fit dimension of CE is negatively related to CWB. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Social Sciences Research / Sosyal Bilimler Arastirmalari Dergisi is the property of ODU Journal of Social Sciences Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Increasing longevity raised the prospect of a workplace for ageing workers. Previous studies reveal that work ability decreases with age, even among the healthy, and decreased significantly with age among women. The aim of the study is to examine the perception of work ability of public sector employees aged 55 years and older and gender differences in three European countries.

Workplace deviant behavior has been linked to a number of organizational losses such as decreased employee morale, increased turnover and loss of legitimacy among important external stakeholders. Therefore, this paper investigated the relationships between religiosity, job status and workplace deviant behavior. Participants consisted of 351 (F=178; Mean age=39.2) employees of the Local Government Service Commission in Nigeria. Data which were sourced through the Workplace Deviant Behavior Scale and Centrality of Religiosity Scale were analyzed using multiple regression. Results revealed that religiosity negatively related to workplace deviant behavior, but no significant difference was found between junior and senior staff in their display of workplace deviant behavior. In addition, both religiosity and job status jointly influenced respondents’ workplace deviant behavior. The findings imply that high religiosity among employees might reduce the risks of deviance and in turn create a better work environment.

Recently, there has been a great deal of debate and consternation over the compensation of public-sector employees across the U.S. It has been asserted that state and local government employees are overpaid compared to workers in the private sector. In California government workers have been vilified as scandals and anecdotes pass as confirming evidence of exorbitant pay. This research is especially important given the outrage over the pay of municipal officials in Bell, California. The outrage over what happened in Bell is reasonable and just. Many of the players immediately resigned and on September 21, 2010 eight city officials were arrested.1 Those arrested include the former city manager of Bell, Robert Rizzo, who was making nearly $800,000 a year. Rizzo was charged with 53 counts. It is alleged that Rizzo, without approval from the City Council, actually wrote the conditions of his own contract—the case keeps growing in terms of scope and involved officials. It is clear by the arrests and scores of allegations that the situation in Bell was not in line with usual procedures.While anecdotes that stem from public-sector corruption capture much attention, it is a data-driven analysis of public-sector pay and compensation that is needed to answer the question: How do the pay and benefits of public sector workers compare to those in the private sector? This is a legitimate question that should not be answered anecdotally. The research in this paper investigates empirically whether California public employees are overpaid at the expense of California taxpayers.The results from this analysis indicate that California public employees, both state and local, are not overpaid. The wages received by California public employees are about 7% lower, on average, than wages received by comparable private sector workers; however, public employees do receive more generous benefits. An apples-to-apples comparison, or one that controls for education, experience, and other factors that may influence pay, reveals no significant difference in the level of employee compensation costs on an annual or per hour basis between private and public sector workers.Nonetheless, there are substantially different approaches to staffing and compensation between the private and public sector. Specifically, there are important workforce differences between the two sectors in terms of educational attainment. On average, California’s public sector workers are more highly educated. Of full-time workers, 55% hold a four-year college degree in the public sector compared to 35% in the private sector. Educational attainment is the single most important predictor of earnings—thus it plays a vital role in this analysis. On average, California state and local governments pay college-educated labor less than private employers. The earnings differential is greatest for professional employees, lawyers and doctors. On the other hand, the public sector appears to set a floor on compensation. The earnings of those with a high school degree or less is higher in state and local government than it is for similar workers in the private sector.There are other significant personnel differences between the public and private sector workforces. The age (median) of a typical worker in state and local government is 44 compared to 40 in the private sector. Furthermore, the state and local government workforce has more women (55%) compared to the private sector (40%).In general, better educated and older, more experienced workers earn more than less educated and younger workers while women earn less than men. Thus, comparisons between the two sectors must take into account these and other differences such as race and experience when making pay comparisons. Simply comparing average pay between the two sectors, without taking into account workforce differences, would be highly misleading.Benefits are also allocated differently between private and public sector full-time workers in California. State and Local government employees receive a higher portion of their compensation in the form of employer-provided benefits and the mix of benefits is different from the private sector. While some benefits may be more generous in the public sector, it is a serious error to imagine that comparability requires that each and every element of compensation be the same. When total compensation—both the cost of employer-provided benefits and direct pay—is taken into account state and local public sector workers in California are similarly compensated to workers in the private sector.Public employers contribute on average 35.7% of employee compensation expenses to benefits, whereas private employers devote 30% of compensation to benefits. Public employers provide better health insurance and pension benefits. Public employers contribute 11.8% to insurance, mainly health insurance, compared to a 7.7% contribution by private employers. Retirement benefits also account for a substantially greater share of public employee compensation, 8.2% compared to 3.6% in the private sector. Most public employees also continue to participate in defined benefit plans managed by the state, while most private sector employers have switched to defined contribution plans, particularly 401(k) plans. On the other hand, public employees receive considerably less supplemental pay and vacation time, and public employers contribute significantly less to legally-mandated benefits.Thus, the difference in workforce characteristics and benefit allocations between the public and private sectors is why a regression-adjusted analysis is employed in this research. The regression framework allows a comparison of similar workers controlling for factors which influence compensation levels. A standard wage equation produced a surprising result: full-time state and local employees are under-paid by about 7% compared to their private sector counterparts. However, a re-estimated regression equation of total compensation (which includes wages and benefits) demonstrates that there is no significant difference in total compensation between full-time state and local employees and private-sector employees.

'You're fired!' Infamous words spoken by Donald Trump from prime-time television to the White House. Trump, businessman turned politician, has carried over his characteristics from the private sector to the public sector. Are Americans experiencing the Trump effect or is this a result of the businessman turned politician effect? From work motivation to demographics, this commentary highlights key characteristics and associated implications about the public sector and the private sector employees by discussing the following questions: What are the characteristics of the public and private sector employees? What are the implications of these characteristics? Specifically, public service motivation, organizational, commitment, level of effort, intrinsic factors, job content, pay, job security, and work-life balance are discussed. Review of the literature suggests that while similarities do exist between the public sector and private sector employees, there are sufficient characteristic differences that warrant supporting Appleby's (1945) doctrine that government employees are indeed different. [ABSTRACT FROM AUTHOR]

The federal government lags behind in progressive civil rights policies in regard to universal workplace antidiscrimination laws for lesbian, gay, bisexual, and transgender (LGBT) Americans. The slow progress matters to inclusionary workplace practices and the theory and practice of public administration generally, as recognition of LGBT rights and protection are constitutive of representative bureaucracy and promoting social equity. This study examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Using the Office of Personnel Management's inclusion quotient (IQ), and 2015 Federal Employee Viewpoint Survey (FEVS), we identify links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals. We also examine the impact of agency type on LGBT turnover rates based on Lowi's agency classification type. Key findings suggest that LGBT employees express higher turnover intentions than those that identify as heterosexuals/straight, and LGBT employees who perceive their agencies as redistributive or communal are less likely to experience turnover intentions. However, an open and supportive workplace environment had a positive impact on turnover, suggesting that to implement effective structural change in an organization's culture of inclusion, public sector managers must do more than merely "talk the talk." This finding is also suggestive of LGBT employees' desire to avoid the stigma of being LGBT and hide their identities. Institutions must heed the invisible and visible identities of their employees to be truly inclusive. Workplace practices that acknowledge the invisible and visible identities of their employees are a positive step toward real workplace inclusion. [ABSTRACT FROM AUTHOR]

The perception of the employees on handling stress at workplace and effectiveness of stress management programs varies due to multiple internal and external factors. Thus, the present study aims to measure the perceived level of difference in psychosocial stress at workplace following a stress management program. This was an interventional study conducted among 30 public sector employees working in Land Resources Development Department. The study tools used were K10, World Health Organization Quality of Life Scale (WHOQOL-BREF), and a work-life balance questionnaire which were quantitatively analyzed using paired t-test, and also, thematic analysis was used to assess the effectiveness of the stress management program. Stress management abilities improved on the work-life balance questionnaire with a P value of 0.027 after the intervention and a significant difference in the environment domain with a P value of 0.041 was found on WHOQOL-BREF. Thematic analysis showed a perceived reduction in negative reactions to work stress and improvement in self-care strategies after the intervention. This study highlights the subjective experience of work stress and stress management abilities that need to be addressed through the effective collaborative model of a stress management program., Competing Interests: There are no conflicts of interest., (Copyright: © 2023 Indian Journal of Occupational and Environmental Medicine.)

Abstract: This paper reports the findings of a study that investigates the factors affecting the re‐entry and readjustment process of returnee government scholars in Vietnam. These returnee scholars were originally sent overseas to study as part of changes introduced by the Vietnamese government to develop its domestic talent pool. Using the perspective of home country embeddedness, we find that career and community embeddedness factors, together with readjustment factors, have an effect on returnee scholars’ career and life satisfaction in their home country. These factors subsequently affected their intention to stay or re‐expatriate. The study contributes to public sector change management theory by examining factors affecting the re‐entry process of returnees within an emerging transition economy. It also adds to the limited studies on understanding and managing the re‐entry processes and state‐led diaspora strategies among returnee government scholars from emerging transition economies and their effectiveness. [ABSTRACT FROM AUTHOR]

We explored how policy expectation influences the relationship between public service motivation (PSM) and perceived merit pay policy effectiveness among public sector employees. Using survey data from 581 Chinese compulsory school teachers, we tested the influence of merit pay policy on PSM using multiple regression analysis. The results demonstrated that the relationship between the perceived effectiveness of merit pay policy and PSM is U-shaped. That is, teachers' PSM declined in the case of a weak perception of policy effectiveness but improved when teachers perceived that policy effectiveness was high. In addition, policy expectations moderated this link, suggesting that taking this variable into account can help to improve teachers' acceptance of the reward policy. The theoretical and managerial implications relating to strategies for implementing performance pay systems, study limitations, and possible future research directions are discussed. [ABSTRACT FROM AUTHOR]

This study aims to explore the influence of workplace bullying incidences on both targets and bystanders with respect to their perceptions of organizational justice and organizational citizenship behavior. Responses from 288 white-collar public employees revealed that one third of the participants stated themselves as being exposed to workplace bullying behavior in the last six months. As hypothesized, findings support the view that workplace bullying experience plays a significant negative role in organizational justice and citizenship behavior perceptions. Moreover, a significant negative effect is also found on justice perceptions and citizenship behavior of bystanders. Subjective evaluations did not reveal a significant effect in both cases. [ABSTRACT FROM AUTHOR]

Although it is often assumed that public workers have greater benefit protections than their private sector counterparts covered by the Employees Retirement Income Security Act of 1974, this paper finds that state and local governments - particularly those with generous cost-of-living adjustments (COLAs), fewer benefit protections, and financial pressures on the plan and the sponsoring government - cut COLAs for current workers and, often, for retirees. In most instances, these cuts were upheld by the courts. While the pace of COLA cuts has slowed, they are likely to reappear if plans come under renewed financial pressures. [ABSTRACT FROM AUTHOR]

This article investigates the exclusion of public employees from the scope of the right to a fair trial under art. 6 of the European Convention on Human Rights. It discusses the different interpretative techniques used by the European Court of Human Rights to attempt to modify that exclusion. It appears that on the one hand, the Court is drawn towards accepting the "moral truth " that access to justice should pertain to all groups in relation to their (private) rights. On the other hand, "democratic" considerations of subsidiarity and consensus have constrained the full promotion of this truth and hence the full development of human rights protection in this field. [ABSTRACT FROM AUTHOR]

This article introduces the individual contributions to this issue, which takes stock of the results of the first decade of eastern enlargement of the EU. Combining the insights of the study of industrial relations and social movement theory, the analysis focuses on what Central and Eastern European trade unions have done to benefit from new opportunities and mitigate new risks in good times and bad. The article proposes that while during the first decade after enlargement the hollowing and backsliding of industrial democracy made it difficult for organized workers to make their voices heard via collective bargaining, there have been tectonic shifts in labour’s typical voices of discontent. Aggrieved employees have protested less through strikes at the workplace in their capacity as workers empowered by labour’s collective rights and in alliance with fellow workers. Instead, the repertoire of contention has been dominated by demonstrations in the public space by public sector employees, who have relied on their citizenship rights shared with fellow citizens and have sought the support of civil society organizations. [ABSTRACT FROM AUTHOR]

Often codes of ethics require dealing with conflict of interest (CoI) without defining the boundaries of the phenomenon. In this case, CoI recognition is left to the discretion of the individual. The aim of this work is to answer to the following research questions:How much is really known about the meaning of the term CoI? Do individuals share the same CoI definition?In order to address these questions, we use the results of a questionnaire administered to 86 Italian public sector employees during some training courses on conflict of interest and corruption. The choice of this sample is particularly significant in that the Italian regulation provides for all public employees a code of conduct that requests avoiding, or at least disclosing, the CoI without prior definition of the meaning of the term. The results of our analysis show that public employees are uncertain about or come to different considerations of what CoI is and is not; consequently they deal with it in different ways. Thus, codes of conduct and ethics trainers should direct more attention on CoI definition, providing examples to facilitate its identification and resolution. [ABSTRACT FROM AUTHOR]

The Swedish public sector is currently in a process of transformation, often referred to as e-Government. In this paper stories are told of problematic silences in an e-Government implementation project in a Swedish government agency. e-Government is discussed as something that is articulated differently by a range of actors in various locations. This enables articulations of multiple e-Government and the multiple articulations can also be a means to contest dominant and possibly problematic articulations of e-Government. The dominant discourse of e-Government is the rationalisation of the public sector as a means of saving public resources. The improvement of quality and availability of public services, and to improve democratic processes are central in the dominant discourse. In this discourse there is a silence about the dismissal of employees in the public sector. There is neither talk about how the public sector is an important labour market for women nor how the rationalisation will affect the employees. Employees' knowledges are not considered as being a resource for strategic IT-planning, and thus they are not invited to participate in the further design of IT-systems. The purpose of the paper is to explore the participation of the administrative officers in an e-Government implementation project, and the meanings of e-Government articulated in the project. Ethnographic methods were used in the collection of empirical material, and central ideas in participatory design and feminist technoscience were used in the analysis. The main argument is that the administrative officers participated in an ambiguous way. They were central actors but were at the same time marginalised within the organisation. The ambiguity regarding how they participated is related to different and more inclusive articulations of e-Government in the project. The paper is concluded with a discussion concerning how alternative articulations of e-Government can offer alternatives to the dominant e-Government discourse. [ABSTRACT FROM AUTHOR]

The article discusses the proposal for reform of the law on bribery in Grea Britain. It is stated that the Law Commission believes that bribery can be regarded as a threat to duties of loyalty and a violation of the duties of a public sector employee. It explains that bribery law reform has great political significance in the country. According to the author, law reform will work better if taken as a single issue or as a whole field.

A conceptual model is presented that explores the potential role of psychological contracts (PCs) upon corrupt acts within the public sector. The propositions we offer are based upon theoretical and empirical studies within the economics and management literatures. These have significant managerial implications because we postulate that even functional work environments can help foster corruption. Corruption may result when managerial decision makers overlook the range of expectations, embedded within the PC. On the one hand, contracts stimulate functional behaviours but when violations to these employee contracts occur, it is postulated that the resultant behaviour could lead to corruption because of the need for employees to recoup what they perceived are owed to them. Such propositions need to be empirically tested because, if confirmed will widen current thinking in relation to the antecedent factors causing corruption within the public service. [ABSTRACT FROM AUTHOR]

California faces large costs in funding its public sector pension plans, and its governor has proposed replacing its traditional defined-benefit plans with a 401(k)-type defined-contribution plan. This proposal, which will probably go directly to the voters in June 2006 and has generated nationwide interest, does not stand alone. Other states have adopted similar measures, and nonunion employers in the private sector have already shifted to defined-contribution and cash-balance pension plans. Other established industrial economies have also revised their retirement income programs in response to the increased competition from new entrants to the global economy. This article examines this development with attention to the arguments on both sides of the issue, what has already happened elsewhere, and the likely outcome of the current debate. [ABSTRACT FROM AUTHOR]

Abstract: Finland along with the rest of Europe will face considerable challenges in the next five to ten years due to changing age structures. The large number of ageing and aged employees, the baby-boomers, as well as the remarkably low birth rates that have occurred ever since the beginning of the 1980s, have led to a social phenomenon never experienced before. These changes should be considered when designing and implementing human resource strategies in organisations and institutions. This study considers the rewarding of ageing employees as a function of human resource management, and moreover rewarding is considered as an important function of age management. The purpose of this study is twofold. On one hand it explored means used to reward ageing employees working in the public sector and on the other hand comparisons between age groups were made. The preliminary results indicated that employees were rewarded by the same means. In addition to pay, employees mentioned that they had been rewarded with non-financial rewards e.g. praise and recognition, interesting job assignments and opportunities to develop themselves. [Copyright &y& Elsevier]

Copyright of Regional Studies is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)