The public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources. gathering end maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing the burden, to the Department of Defense, Executive Services and Communications Directorate (0704-0188). Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid OMB qontrol number. Arlington, VA 22217-5660 SPONSOR/MONITOR'S REPORT "NUMBER(S)12. DISTRIBUTION/AVAILABILITY STATEMENT Approved for public release, distribution is unlimited. SUPPLEMENTARY NOTES 14.AASTRACTit is a major challenge to determine whether bias in operational global wave predictions is predominately due to the wave model itself (intemal error) or due to eaors in wtinOd forcing (an external error). Another challenge is to characterize bias attributable to errors in wave model physics (e.g., input, dissipation, and nonlinear transfer). In this study, hindcasts and an evaluation methodology are constructed to address these challenges. The bias of the wave predictions is evaluated with constderation of the bias of four different wind forcing fields [two of which are supplemented with the NASA Quick Scatterometer (QuikSCAT) measurements]. It is found that the accuracy of the Fleet Numerical Meteorology and Oceanography Center's operational global wind forcing has improved to the point where it isMuIlikely to be the primary source of error in the center's global wave model (WAVEWATCH-I]I). The hindcast comparisons are specifically designed to minimize systematic errors from numerics and resolution. From these hindcasts, insight into the physics-related bias in the global wave model is possible: comparison to in situ wave data suggests an overall positive bias at northeast Pacific locations and an overall negative bias at northwest Atlantic locations. Comparison of frequency bands indicates a tendency by the model physics to overpredict energy at higher frequencies and underpredict energy at lower frequencies. ABSTRACTIt is a major challenge to determine whether bias in operational global wave predictions is predominately due to the wave model itself (internal error) or due to errors in wind forcing (an external error). Another challenge is to characterize bias attributable to errors in wave model physics (e.g., input, dissipation, and nonlinear transfer). In this study, hindcasts and an evaluation methodology are constructed to address these challenges. The bias of the wave predictions is evaluated with consideration of the bias of four different wind forcing fields [two of which are supplemented with the NASA Quick Scatterometer (QuikSCAT) measurements]. It is found that ...

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Due to the ever-increasing standards required of administrative workloads, service efficiency, and quality, the turnover intentions of public servants in Taiwan have gradually increased over time. This study investigated the critical factors that reduce the turnover intentions of civil servants. The article is intended to offer a theoretical understanding of an organizational learning culture (OLC) and workplace mindfulness. We analyzed data from 331 public servants. Structural equation modeling and the bootstrapping method were used to verify the hypotheses. The results demonstrated that an OLC and workplace mindfulness are positively associated with job satisfaction and negatively associated with turnover intentions. Job satisfaction plays a mediating role between an OLC and turnover intentions and between workplace mindfulness and turnover intentions. This article offers a theoretical inquiry and a practical understanding of strengthening the workplace atmosphere by offering employees a sense of well-being and sustainable career development.