The purpose of this paper was to study the prevalence of nonstrabismic accommodative and binocular dysfunctions in a clinical population. We examined 265 symptomatic patients who were chosen from an optometric clinic. We performed several tests to diagnose any form of refractive, accommodative or binocular dysfunction. Of the 265 subjects examined, 59 patients (22.3%) had some form of accommodative or binocular dysfunction and required not just the correction of the refractive error but a specific treatment for each of the problems diagnosed. The remaining subjects were classed as having refractive anomalies. The frequency of binocular dysfunctions was 12.9%, and 9.4% for accommodative anomalies. Convergence excess (4.5%) was more prevalent than convergence insufficiency (0.8%) and accommodative excess (6.4%) more prevalent than accommodative insufficiency (3%).
Aberrations change with accommodation and with age. SA changes more with accommodation do than other higher-order aberrations. SA becomes more negative with accommodation, and this change is larger in older individuals. Accommodative miosis is useful for ameliorating the increase in higher-order aberrations with accommodation.
Talent management and organizational commitment:the partial mediating role of pay satisfaction Abstract Purpose -the purpose of this study is to better understand the role of pay satisfaction and employee perception of talent management in business loyalty strategies, which implies considering both economic and non-economic variables in order to achieve organizational success.Design/methodology/approach -results from a survey of 198 workers were analysed using structural equation modelling (SEM) based on three constructs (confirmatory factor analysis, CFA). The scales used were: employee perception of talent management, pay satisfaction, and organizational commitment. Pay satisfaction acts as a mediating variable in the significant relationship between the perception of talent management and organizational commitment.Findings -the partial mediating model hypothesised was supported by the SEM model, indicating that loyalty strategies require both good talent management and a good compensation system.
Research limitations/implications -the article promotes the use of mediating variables as anexplanation to better understand the strategies of loyalty in the management of talent, framed within the model of the resource-based view (RBV) theory.Practical implications -the implications are important for practitioners, who normally put every effort into strategies related to economic reinforcement, since the model suggests that they should also strive to correctly apply talent management.Social implications -the study suggests the need to understand better retributive systems with an application of talent management based on improvement and professional development.2 Originality/value -the originality lies in the article stating that the application of good talent management must be complemented with adequate compensation systems in order to achieve efficient retention strategies for talented employees.
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