Thesis (D. Min.)--Trinity International University, 2005. / Abstract. Includes bibliographical references (leaves 218-226).

Organizations benefit from the use of training and performance assessments. Self-assessment is a way for trainees to monitor their progress throughout training and on the job. The literature indicates that ambiguity and skill level are factors that impact the accuracy of self-assessments. Previously, the effect of the interaction of ambiguity and skill level on self-assessment accuracy had not been investigated. The present study assessed the effect of skill level and item ambiguity on the accuracy of self-assessments made by Lieutenants and Captains in the U. S. Army. The results indicated that increased skill level resulted in increased accuracy of self-assessments while ambiguity had no effect. Counter to the hypothesis, as items became more ambiguous, both Captains and Lieutenants self-assessed more accurately. Implications and limitations are discussed, along with recommendations for future research.

Following the principle as caring PID (People In Need) actively, respecting the needs of PID and assisting PID who are elders, orphans and low income households with self-sufficiency, Social Assistance Program aims to ensure that their living standards are above the poverty line. However, officers (Li-clerks) and undertakers of social assistance section are indispensable to applications for social assistance because, in most cases, these public servants must be active to assist PID. The purpose of this study is to analyze how officers and undertakers of social assistance program perceive the Public Assistance Act and related social assistance laws and how they use discretionary behaviors on social assistance when facing applicants for low income households and encountering the problems which arise from the process of enforcements of social assistance policy. This study also intends to analyze how applicants for social assistance perceive the qualification check and whether or not the social assistance programs function effectively under the regulations of social assistance qualification system. Besides, this study chooses Chijin District in Kaohsiung city, where people receive relatively scarcer resources, to be the object of study and does in-depth interviews with officers, undertakers of social assistance programs and applicants for the qualification of low income households. Findings and suggestions come last. The main findings of this study are as follows, 1.The functional roles that officers and undertakers of social assistance section are supposed to do should be established. 2.Due to the qualification check under paper review, the assistance programs are unpractical. 3.The structure of administrative bureaucracy limits the access to social assistance services. 4.The regulations cannot regulate a changing society; the resilient discretional behavior can complement the ineffectiveness of regulations instead. 5.The social assistance resources from civil society could instantly assist PID, which could relieve the ineffectiveness of the qualification review system. 6.Assistances with subsidy in cash ignore the needs of each case. The following is the suggestions of this study, 1.Creating incentives as many as possible for PID being independent will help PID away from poverty. 2.The integration of governmental resources for social assistance and civil social assistance is important. 3.The regulation of social assistance should leave some spaces for appropriate discretion behaviors.

The purpose of this study was to determine the perceived leadership practices of chief student affairs officers in the United States in order to establish an understanding of current leadership practices and to assist chief student affairs officers in empowering their organizations to higher levels of excellence and in achieving greater influence in their institutions. Additionally, the researcher examined the relationship between the leadership practices of chief student affairs officers and the leaders in Kouzes and Posner‘s database in order to offer a comparison with a cross-section of this leadership population. Information on the chief student affairs officers‘ leadership practices was obtained from the self-assessments of 338 chief student affairs officers (using the Leadership Practices Inventory-Self) and from the assessments of 168 observers of the chief student affairs officers (using the Leadership Practices Inventory-Observer) in five key areas: (1) Challenging the Process; (2) Inspiring a Shared Vision; (3) Enabling Others to Act; (4) Modeling the Way; and (5) Encouraging the Heart. Participants rated each of the 30 statements on the Leadership Practices Inventory from one through ten to indicate how frequently the chief student affairs officers engaged in the described behavior. By using the Leadership Practices Inventory, the researcher provides empirical data concerning the perceived leadership behavior of chief student affairs officers in the United States. An analysis of the data revealed that chief student affairs officers perceive themselves as strong and effective leaders. The observers of the chief student affairs officers confirm this finding. A statistical analysis of the data demonstrated the existence of significant predictors related to level of education and type of institution for each of the five leadership practices as identified by Kouzes and Posner and confirmed in this study. However, the practical significance was found to be minimal. Additionally, the constructs for leadership practice differed somewhat from those of Kouzes and Posner. Also, the chief student affairs officers‘ self-described leadership ratings, when compared to those in the Leadership Practices Inventory database, tended to be in the high range (ranging from the 63rd percentile to the 77th percentile).

This study is designed to investigate the development of managerial activities and competency of chief executive officers ( CEO ) or superintendents in major healthcare organizations. We used activity competency model ( ACM ) to perceive the importance of managerial activities, skills and knowledge required for them. A survey was designed based on ACM for data collection which includes twenty managerial activities and fourteen competency required to effectively perform these activities. Through personal interviews and questionnaire, the data were collected from ten CEO or superintendents for analysis. The results from this study implicate the setting organizational vision and mission, crisis management, positive ethical work and inspiring or supporting subordinates as the most important managerial activities; analysis and problem solving, leadership, communication and coordination and system thinking as the most important competency. These results can be served as guideline for recruiting and training the chief executive officers of healthcare organizations.

A Practical Study on Commanding Behavior and Power Bases of Female Naval Officers¡XSamples taken from female officers serving on warships of the R.O.C. Navy Abstract In recent years, due to the popularity of education and the variation of traditional concepts, employment opportunities are wide open to women. In other words, it has become the main stream to welcome ¡§woman power¡¨ into all walks of life. There is no exception for the Ministry of National Defense (MND). In the past, professional officers were all males. Military academies admitted only male students. A few years ago, the MND, adjusting to the world trend, made major academies open to female students in order to cultivate female officers who would be serving in the military. In 1994, for the first time, the following academies admitted female students: the Military Academy, the Naval Academy, the National Management College and the Chung-cheng College of Science & Engineering. Now, female officers have been an important part of the military personnel. Since modern politics, society and technology have become more and more complicated, how to successfully lead is a branch of art and science. The commanding modes of female military officers have formed a newly-rising research field and need to be studied continuously. The essence of leadership is derived from influence, which means ¡§power¡¨ in the broad sense. This study is based on two theories. One is the theory of transformational leadership and transactional leadership advocated by Bass in 1985. The other is the power bases advocated by French & Raven in 1959. This study is focusing on the commanding behavior and power bases of female naval officers serving on warships. Through the study with logical analyses and practical experiments, it is hoped that female Naval officers can clearly understand how they practise their leadership and power. Furthermore, the study can help them establish their own successful and unique commanding styles. Questionnaires and interviews were done with female officers who had been serving in the Navy for one or two years. There are three important points found as follows: (1) Regarding the factors of the transformational leadership and transactional leadership, no significant difference is shown between male and female Naval officers. Officers of both sexes use both types of leadership although female officers have a slight preference for transformational leadership. (2) In practising power bases, officers of both sexes are almost the same although female officers have a little tendency to use reference power and expert power. (3) The relation between commanding behavior and power bases of female naval officers is significantly positive. Key words: transformational leaderhsip & transactional leadership, power bases, Female officers

Thesis (D. Min.)--Bethel Seminary, St. Paul, MN, 2008. / Abstract. Includes bibliographical references (leaves 258-268).

Thesis (Ph. D.)--University of Washington, 2001. / Vita. Includes bibliographical references (leaves 84-89).

This thesis examines the evolution of the junior officer positions of the Roman army in the period 91BC – AD14, and the motivations, background, and status of their holders. Two introductory chapters consider the nature of the available evidence and the way in which the agendas and survival patterns of our sources have influenced modern perceptions. There follow three chapters of diachronic analysis, each analysing the number of officer positions available, the roles and functions of the junior officers, and the status of the junior officer positions in the periods 91 – 50BC, 49 – 31BC, and 30BC – AD14, and finally three thematic chapters examining professionalism and other motivations for service, the perception of service as a junior officer, and the role of the municipal elite within the junior officer corps. In addressing these issues, the thesis challenges the modern view that the junior officer corps suffered a dramatic decline in status at the start of the first century BC through unwillingness to serve on the part of the Roman social elite. Instead, emphasis is placed on the important changes which occurred within the junior officer corps during the period 49 – 31BC, when the increasing demands for both manpower and loyalty among the warring commanders had a significant impact on both the junior officer positions and the men who held them, and which also led to innovation in the organisation of auxiliary forces. The reforms of Augustus that followed, and the junior officer corps of the earliest years of the Principate are also discussed, in particular the notable military innovations of the Augustan period and the role of the Italian and provincial equestrian ordo. Furthermore, this thesis analyses the development of professionalism within the junior officer corps and the perceptions of service as a junior officer as expressed in literature as well as in epigraphic and iconographic commemoration. The thesis concludes with a series of appendices which list all attested junior officers of the period, as well as those considered junior officers by modern authorities, with discussion of those officers whose careers or dating might be considered controversial.

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