Church-Rosser groups and growing context-sensitive groups

A finitely generated group is called a Church-Rosser group (growing context-sensitive group) if it admits a finitely generated presentation for which the word problem is a Church-Rosser (growing context-sensitive) language. Although the Church-Rosser languages are incomparable to the context-free languages under set inclusion, they strictly contain the class of deterministic context-free languages. As each context-free group language is actually deterministic context-free, it follows that all context-free groups are Church-Rosser groups. As the free abelian group of rank 2 is a non-context-free Church-Rosser group, this inclusion is proper. On the other hand, we show that there are co-context-free groups that are not growing context-sensitive. Also some closure and non-closure properties are established for the classes of Church-Rosser and growing context-sensitive groups. More generally, we also establish some new characterizations and closure properties for the classes of Church-Rosser and growing context-sensitive languages.

Professionalisation of management on German universities: the research liaison officers

Occupations of higher education institutions such as public relations offices, research liaison offices etc. are increasing. A study related to research liaison officers was conducted in Germany to identify activity profiles and qualifications. Results show no standardised education or training, but only learning by doing. From the viewpoint of professionalisation theories a reasonable professionalisation can only be achieved through an organisation of the various occupations in the field of med-level university management as a whole. Proposals for professionalisation were made, such as more systematic education and improved integration into the organisation of HEIs. Staff development is needed as well as more jobs.

Identifying the component structure of job satisfaction by principal components analysis among extension officers in North West Province, South Africa

The component structure of a 34-item scale measuring different aspects of job satisfaction was investigated among extension officers in North West Province, South Africa. A simple random sampling technique was used to select 40 extension officers from which data were collected. A structured questionnaire consisting of 34 job satisfaction and 10 personal characteristic items was administered to the extension officers. Items on job satisfaction were measured at interval level and analyzedwith Principal ComponentAnalysis. Most of the respondents (82.5%) weremales, between 40 to 45 years, 85% were married and 87.5% had a diploma as their educational qualification. Furthermore, 54% of the households size between 4 to 6 persons, whereas 75% were Christians. The majority of the extension officers lived in their job area (82.5), while 80% covered at least 3 communities and 3 farmer groups. In terms of number of farmers covered, only 40% of the extension officers covered more than 500 farmers and 45% travelled more than 40 km to reach their farmers. From the job satisfaction items 9 components were extracted to show areas for job satisfaction among extension officers. These were in-service training, research policies, communicating recommended practices, financial support for self and family, quality of technical help, opportunity to advance education, management and control of operations, rewarding system and sanctions. The results have several implications for motivating extension officers for high job performance especially with large number of clients and small number of extension agents.