No abstract

Considerable attention has recently been focused on the mechanical factors in respiration of normal adults and of those with respiratory abnormalities. This report presents observations on the mechanics of respiration in 23 normal newborn infants and 2 infants critically ill with-neonatal respiratory distress. The data are derived from simultaneous measurements of tidal volume and intraesophageal pressure changes. MATERIAL AND METHODSThe infants, all of whom were born at the Boston Lying-in Hospital, weighed from 2.4 to 3.8 Kg. at birth and were from 1 hour to 7 days old at the time of study. History, physical examination and, in most cases, chest x-rays were used to determine presence or absence of respiratory distress. On the basis of observation and previously established criteria (1), 18 of the normal infants were considered to have been studied during periods of quiet, resting respiration. In all, 47 studies were made on 28 5 newborn infants ranging from the 18 infants breathing quietly to those who were sick or disturbed by the procedure. The respiratory rates varied from 24 to 136 per minute.The two infants studied when critically ill and during recovery were diagnosed as having the neonatal respiratory distress syndrome. This syndrome, which is also called the hyaline membrane syndrome or resorption atelectasis, is characterized by a history of premature birth, cesarean section, fetal distress, or maternal dia-

AcknowledgementsWe would like to acknowledge and thank the management of the GDC for their immeasurable contributions to this research. While this article was designed to contribute to the GDC's management experience in the dynamics of correctional officer turnover, it also served to contribute to the knowledge base of personnel employees and executives, especially those in security related organizations.An exploratory study was conducted to determine the reasons for correctional officer turnover at the Georgia Department of Corrections (GDC). The results indicated that job satisfaction and organizational commitment were factors predicting turnover trend for correctional officers at the agency. Components of job satisfaction such as recognition, compensation, salaries, advancement, creativity, responsibility, moral values and achievement were significantly predictive of turnover for correctional officers. Affective and normative commitment-components of organizational commitment-were also found to be significantly predictive of correctional officer turnover. In addition, this result was achieved only when turnover was conceptualized as intention to quit. This study finds intention to quit to be a better predictor of turnover than actual turnover data.

No abstract

No abstract