Estimate of work done by A. Cook on the marsh lands main drain during the month of June 1857

Estimate of work done by A. Cook on the marsh lands main drain during the month of June 1857. This is signed by Fred Holmes, June 30, 1857.

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook, unsigned. This sheet is very water damaged and mouldy. This does affect the text. Estimate no. 23, July 1857.

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook, unsigned. Estimate no.24, Aug., 1857.

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook, unsigned. Estimate no.25, Sept., 1857.

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook, unsigned. Estimate no.26, Oct., 1857.

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland estimate of work done on the main drain of the marsh lands by Alexander Cook, unsigned. Estimate no.27, Nov., 1857.

County of Welland final estimate of work done on the main drain of the marsh lands by Alexander Cook

County of Welland final estimate of work done on the main drain of the marsh lands by Alexander Cook complete with notes and calculations of quantities. This document is unsigned. Estimate no.28, Dec., 1857.

Chart of final estimate of work done on section no.10, locks 24, 25 and 26 by Sharp and Quinn

Chart of final estimate of work done on section no.10, locks 24, 25 and 26 by Sharp and Quinn, contractors commenced Nov. 1843 and was finished May 1845.

Chart of final estimate of work done between Port Dalhousie and lock no.2 by Robert Jobson

Chart of final estimate of work done between Port Dalhousie and lock no.2 by Robert Jobson, contractor. The work commenced Nov. 1846 and was finished April 1847 on sections A and B, July 1847.

Chart of land drainage for the Welland Canal final estimate of work done on sections no.1, 2 and 3

Chart of land drainage for the Welland Canal final estimate of work done on sections no.1, 2 and 3 on the road below lock no. 2 leading to Port Dalhousie. Work commenced Nov. 1846 and finished July 1847. Road work and the waste weir no.1 to Port Dalhousie work commenced Aug. 1847 and finished Sept. 1847, Nov.1, 1847.

Linking of stress offset score (SOS), work satisfaction, and organizational commitment to intentions to quit

The purpose of this study was to identify the impact of stressors and offsetting satistiers, measured in this study with Stress Offset Score (SOS), on intentions to quit and examine the mediating and moderating effects of three facets of work satisfaction (job satisfaction, pay satisfaction, and satisfaction with supervisor) and two facets of organizational commitment (affective and nonnative commitment) on this relationship. The sample was composed of 2990 employees from 21 public and private organizations. The interaction of each type of work satisfaction and organizational commitment, with SOS, was tested using Ordinary Least Squares (OLS) procedures. Intentions to quit was the dependent variable. The research questions were determine: (1) Does SOS predict intentions to quit? (2) Does work satisfaction mediate the predictive relationship of SOS on intentions to quit? (3) Does organizational commitment mediate the predictive relationship of SOS on intent to quit? (4) Does work satisfaction moderate the predictive relationship of SOS on intentions to quit? and (5) Does organizational commitment moderate the predictive relationship of SOS on intentions to quit? The results indicated that SOS was negatively correlated with intentions to quit. Each of the types of work satisfaction and organizational commitment variables showed a partial mediated relationship with SOS and each relationship was highly significant, while normative commitment explained more of the relationship then other mediators. The study also tested for interactions but no statistical significant relationships where established between any of the interaction terms (e.g., SOSxJob Satisfaction and SOSxAffcctive Commitment) and intentions to quit.

The impact of meaningfulness of and responsibility for work on the relationships among work values, organizational commitment, and job satisfaction for part- time faculty in a community college

One hundred and thirty four subjects participated in this survey. Quantitative data were obtained and correlational analyses were used to test a model to study the relationships among the achievement of work values and organizational commitment and job satisfaction and to identify the moderating effects of the meaningfulness of work and responsibility for work on these relationships. Part-time faculty in the Faculty of Continuing Education of a community college were mailed a questionnaire on all the variables of the model. Several reliable, valid instruments were used to test the variables. Data analysis through Pearson correlation and stepwise multiple regression analyses revealed that the achievement of the work values of recognition and satisfaction with promotions did predict organizational commitment and job satisfaction, although the moderating effects of the meaningfulness of work and responsibility for work was not supported in this study. This study suggests that the revised model may be used for determining the relationships between the achievement of work values and organizational commitment and job satisfaction in a community college setting.

The Influence of Burnout Symptoms on the Relationship between Work-Life Balance and Self-Rated Health

The effects of stress at work are estimated to cost Canadian employers more than 20 billion dollars annually through absenteeism, sick leave and decreased productivity. Over the past two decades, Canadians have reported higher stress levels, increased work hours and more work performed outside of normal business hours. This work-life imbalance has far-reaching repercussions–affecting an employee’s performance as well as their health. Chronic exposure to these high levels of stress can also lead to burnout. The primary purpose of this study was to determine the magnitude in which burnout symptoms influence the relationship between work-life balance and self-rated health. The secondary purpose of this study was to determine if gender and age interactions exist in the relationship between burnout, work-life balance, and self-rated health. This cross-sectional study involved secondary analysis of 220 managers, workers and human service professionals who completed an Occupational Health Clinics for Ontario Workers’ Mental Injury Toolkit (MIT) survey for the launch of the MIT. The MIT survey is a modified form of the short version of the Copenhagen Psychosocial Questionnaire and includes expanded questioning around burnout, stress, sleep troubles, cognitive, and somatic symptoms. There were no significant differences in self-rated health based on a respondent’s gender or age, indicating that no interaction of gender and age would be required. Respondents with low self-rated health reported significantly higher burnout and work-life imbalance compared to those with high self-rated health. The regression analysis demonstrated that the magnitude in which burnout mediates the relationship between work-life balance and self-rated health was 96%. These findings support previous studies that associate high levels of work-life imbalance or burnout with poor self-rated health or health outcomes. In this study, the shared variance between work-life balance and burnout also supports recent efforts to redefine the context and causes of burnout to include non-work factors. Based on our findings, the potential exists for the development of workplace health promotion strategies that address maintaining a balance between work and home as they may improve employee health and reduce burnout.