This study focuses on the effects of part-time employment of high school students during the school year. While there are many benefits to be derived from part-time employment, many researchers have concluded that working intensely (over 20 hours per week) during the school year has deleterious academic, social, and psychological effects on high school students' achievement (Bachman & Schulenberg, 1983; Mortimer & Finch, 1986; Steinberg & Dornbusch, 1991; Wright, Cullen, & Williams, 2002). The study made reference to the theory of social embeddedness (Granovetter, 1985) and the primary orientation model (Warren, 2002) which suggested that high intensity work reduces time to focus on and become involved in other activities. There is also application to the ecological theory of human development (Bronfenbrenner, 1986) which stated that social contexts such as school, family, and work should all have connections to provide significant influences on adolescents’ development. In this study, it was hypothesized that intense work involvement would be related to less engagement in school and school activities. It was further hypothesized that intensity of work will be negatively related to family and peer relationships. The data for the study were obtained from three school divisions in southwest Virginia. A sample of N=1,402 high school students in grades 9-12 was used. Students completed the Work, School, and Social Experiences of High School Students Survey, which was adapted for the study. The data were analyzed using SPSS 14.0. The researcher employed descriptive and regression based analysis procedures to answer the research questions, and to determine the relationships among variables of interest. The results indicated that intense part-time employment by high school students has negative effects on grades, family relationships, and peer relationship and often contributes to increased stress in the lives of these students. Part-time employment affects all aspects of students' lives and is far nuanced and needs continued attention and supervision from parents, educators, and teachers. This research was supported by a 2005 Graduate Research Development Project grant from the Graduate Student Assembly at Virginia Polytechnic Institute and State University (Virginia Tech). / Ph. D.

This study is intended as a different kind of response to the longstanding issue of the woman as an effective contributor to the employment marketplace. The tradition of women at work has been fraught with argument and political polarities. Mother, homemaker, worker, administrator, artist, president suggest a continuum on which women become integral to social meanings, not as new entrants to men's world, but as contributors to the same tasks as professional peers. The introduction of a distinction between the qualitative and theoretical variables to the evaluation of professional functions, redirects and even reconstructs the very meaning of effectiveness in jobs. The addition of this distinction to previous ways of judging employees and employers opens the door to an expanded awareness of employees/employers to considerations which must yield greater efficiency, productivity, and job satisfaction than was heretofore possible.

published_or_final_version / Social Work / Master / Master of Social Work

No description available.

This study is concerned with the experience of a particular company which undertook to improve its selection program through the installation of a test battery. This involved special adaptations of techniques commonly employed in industrial situations.

Thesis advisor: Can Erbil / Violence against women and subsequent gender-based violence are issues that plague the world, harming women’s wellbeing as well as that of their families. Thirty-nine percent and twenty-one percent of Kenyan women have experienced physical and sexual violence, respectively, in their lifetimes. While there have been contested studies showing that employment can both increase and decrease the risk of suffering from violence, particularly in domestic settings, this study examines how a Kenyan woman’s experience of violence is likely to affect her level (formal or informal) of employment in the future. The results of this study indicate that emotional abuse, having a partner that drinks, educational attainment, living in a rural setting, and age are significant factors in a woman’s probability of working. Conditioned on working, experiencing controlling behaviors from a partner, educational attainment, justification of violence, ethnicity, income rank, partner’s occupation, and age at first marriage influence a woman’s probability of working informally. These results vary based on the type of employment studied, but can have wide-ranging consequences for the economic development of Kenya and empowerment of Kenyan women. / Thesis (BA) — Boston College, 2016. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Departmental Honors. / Discipline: Economics.

Thesis (M.S.V.S.)--Massachusetts Institute of Technology, Dept. of Architecture, 1981. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Includes bibliographical references (leaf 86). / The thesis work consists of : 1) A visual statement of 30-40 black and white photographs produced in 1980-1981 and presented in an exhibit at the Creative Photography Gallery , April 3-29, 1981. The statement consists of portraits of my family members and self-portraits. 2) A portfolio of ten black and white prints from the exhibit to be left in the Creative Photography Laboratory Archives. 3) A written documentation of my investigation and study of the particular genre of Mother/Photographers who have used their families as subject matter. 4) A slide/lecture on the subject of Mother/Photographers presented in conjunction with a panel discussion on Nurturance and Ambition, April 22, 1981 at the Creative Photography Laboratory. / by Judith Buckholdt Black. / M.S.V.S.

The paper-and-pencil integrity test, which is used in industry as an employee selection device, has been largely developed outside the mainstream of psychological testing. The result has been that some testing programs have inadequately standardized testing conditions and/or other safeguards to ensure valid test results. Studies have shown that response distortion, or faking, is a problem with all types of tests, integrity tests being no exception. A correlation between the construct underlying integrity testing, such as the personality trait of conscientiousness, has yet to be investigated. The primary purpose of the present study was to determine how response distortion on integrity tests is affected by the instructions given by test administrators. Also, the connection between integrity tests and conscientiousness is examined. Finally, comparisons were made between currently published integrity tests/scales. Two hundred and forty-nine college students participated in this study by completing the following three integrity tests and two personality test scales: The London House Personnel Selection Inventory (London House Press, Inc., 1980); The Tescor Survey (Bullard, 1992); The Reid Report (Reid, 1967); The Value Orthodoxy Scale from The Jackson Personality Inventory (Jackson, 1976), and the Work Orientation Scale from the California Personality Inventory (Gough, 1985). The three integrity tests offer a variety of validation studies in support of their scales. Also, all three test publishers participated in a pre-publication review of the 1991 APA Task Force Report on integrity testing (Goldberg, Grenier, Guion, Sechrest, & Wing). Results show that responses were affected by instructions given by the administrator. For example, the analysis shows that in a job application situation, an applicant who believes a prospective employer is using an integrity test to identify undesirable applicants will tend to distort his/her responses on a theft scale to appear more favorable. Also for the theft scales, instructions to deliberately give false responses in a socially desirable way did not differ from a standard job applicant instruction set. Instructions emphasizing the ability of the tests to identify high integrity employees also did not differ from the standard instruction set's results. Results also show that conscientiousness is correlated with integrity test scales. Finally, the integrity tests and personality scales studied here are significantly correlated. Implications of these findings are discussed.

Thesis (MPA) --University of Limpopo, 2006 / Introduction: Discrimination against people with disabilities is evident in the social and economic environment. The categories of disabilities that are mostly affected by discrimination are physical, visual, hearing and mental impairment. Aim: The study was aimed at evaluating the employment and integration strategies of persons with disabilities in the Limpopo Department of Agriculture. This was done by evaluating the recruitment and employment methods of persons with disabilities; investigating the level of participation of persons with disabilities in the departmental activities and by evaluating the accessibility of the work environment. Method: The study was a descriptive, quantitative survey design. It described the perceptions of top management and senior management officials on the integration and employment of persons with disabilities into the mainstream of government activities. It described the available integration strategies and policies in the department as well as the physically accessible structures and environment to persons with disabilities. Out of a total of 33 senior managers that were surveyed in this study, only 18 responded. Results: The study revealed negative attitudes and perceptions in the department towards people with disabilities. Persons with physical impairment seem to be the most easily employed at a higher rate than other categories such as the visually impaired and the deaf, this was mainly influenced by the accessibility of adverts. On the other hand, a significant measure appeared to be in place to redress the imbalances in terms of gender. Conclusion: There was a general agreement that the method of recruitment was discriminatory against visual and hearing-impaired people, and therefore Managers must spearhead transformation and equity in their respective branches/sub- branches.

Thesis (Ph.D.)--University of Canterbury, 2009. / Typescript (photocopy). Includes bibliographical references (p. 198-217). Also available via the World Wide Web.