Evaluative stances are common in narrative and realized at all levels of linguistic structure. In film reviews, evaluation has been recognized as one of the most important stages alongside description (Taboada, 2011). Following Martin & White’s Appraisal Theory of Evaluation, the present comparative study focuses on two sub-systems of Appraisal, namely Appreciation and Engagement. The purpose of this paper is two-fold: a) to compare the way in which film critics use evaluative, axiological adjectives to evaluate two different film types and b) to study how professional film critics use of two types of engagement devices, namely epistemic and opinion devices, to position their own claims towards other potential viewpoints. The study is also influenced by two previous claims: Holbrook’s claim that, in contrast to consumers who seem to prefer American-made, commercial films, expert critics usually appreciate complex cinematography and culturally diverse films; and Carretero’s claim that in professional film reviews opinion devices are an almost absent feature, since these tend to be replaced by epistemic devices. To further explore these claims, this comparative, corpus- based study focuses on the frequency of evaluation adjectives and engagement devices used by expert film critics for the positive or negative evaluation of two different films: the 2020 box office hit “Bad Boys for Life” and the 2018 art film “Cold War”. The study used a mixed-method design, first subjecting the realizations of Appreciation and Engagement to a quantitative analysis and following this with a qualitative discussion of results. The results indicate: a) that in the case of both films positive evaluations clearly surpass negative evaluations; however, individual examples seem to express a mildly deprecatory attitude towards commercial cinematography and b) that although the number of epistemic devices in the reviews clearly surpasses that of opinion devices, the frequencies of opinion devices is greater than that observed by Carretero.

7 ABSTRACT RÁŽA, Filip. The Concept of Employee Appraisal System in the Organization. Prague, Faculty of Humanities, Charles Univesity, 2014. 130 pp. Master Degree Thesis. This thesis deals with the employee appraisal system in an organization providing social services. The topic is dealt with case study of specific organization with a focus on professional development. Using literature initially creating the theoretical framework of the topic of employee evaluation. Using methods of qualitative research strategy analyze their own data acquired for setting up the evaluation system in the organization. The outcome of this work is employee appraisal system in organization Civic Association Light Kadan. This system reflects the requirements of the organization's management and employees' needs and expectations from the employee appraisal system of the organization. The main aim of the proposed system is to support the professional development of employees and thus improve the quality of services provided by the organization. Key words: Employee Appraisal System, Professional Development of Employees, Social Services

This study investigates the image of a theme park by determining the relative importance of factors tourists rely on in their evaluations of a theme park and their assessments of that theme park in satisfying these motives. The analytical framework of the importance- performance technique is used in analyzing the data. The SantaPark in Rovaniemi, Finland serves as the study setting. Study results and their implications are discussed.

Självtranscendenta känslor har påvisats ha prosociala effekter, men ur ett kognitivt perspektiv är dessa känslor tämligeno utforskade. Här undersöks vilka slags bedömningar av situationer (så kallade appraisal) som utmärker de självtranscendenta känslorna förundran, medkänsla och tacksamhet. Femtiofyra individer mellan 25 och 78 år deltog. Deltagarna skattade varje känsla i ett frågeformulär vars påståenden var relaterade till sju olika appraisaldimensioner. Envägs beroende ANOVOR visade att skattningarna skilde sig åt mellan känslorna för sex av de sju appraisaldimensionerna. Medkänsla skilde sig mest frekvent från de andra känslorna,medan förundran och tacksamhet endast skilde sig från varandra avseende målrelevans. Förundran och tacksamhet, men inte medkänsla, präglades av behaglighet. Vems beteende som var orsak till händelsen varierade mellan känslorna, men alla känslor skattades i låg utsträckning som normöverträdande. Diskussionen tar upp att nuvarande appraisal-teorier har svårt att ringa in självtranscendenta känslor. För framtida forskning skulledet vara av värde att bredda och justera befintliga teorier.

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The financial markets have been in a state of chaos for a number of years. Some of the chaos was attributed to appraisers bending under unethical pressure exerted by lenders. The purpose of this study was to explore whether mode of instruction affected appraiser morality when participating in a Uniform Standards of Professional Appraisal Practice (USPAP) course, as measured by Rest's Defining Issues Test (DIT-2). The research question examined the difference between the effect on the morality schema of continuing appraisal students taking the 7-hour USPAP CE course online versus students taking the course in a face-to-face environment. The research consisted of administering the DIT-2 before the USPAP course as a baseline, and then again after the USPAP course to determine if there was a difference in moral outlook. Eight online and 11 face-to-face students completed pre and post DIT-2. MANCOVA determined that there was no significant difference in the post instruction DIT-2 scores between face-to-face and online instruction, controlling for pre instruction score. Further study is recommended with larger sample size and multiple online and face-to-face classes. The results of this research resulted in recommendations to create USPAP courses with ethics components (Appraise Your Ethics). Such courses can be online or face-to-face. The conclusions of this study could lead to enhancements in the design and delivery of the USPAP course, resulting in a positive social change of enhanced appraiser morality and a reduction in unethical behaviors.

Researchers have found that law enforcement officers often experience stress. The purpose of this quantitative study was to determine if the size of the law enforcement agency (small, medium, or large) had any significant influence on how police officers perceive stress in their profession from a cognitive appraisal perspective with regards to Administrative/Organizational Pressure, Physical/Psychological Threats, and Lack of Support. Members of law enforcement (N = 144) from Utah and New York were surveyed utilizing Spielberger et al.'s Police Stress Survey. Archival data were provided by the National Police Suicide Foundation. Stress index scores were calculated manually for each survey completed, and then 3 separate ANOVAs were conducted to test the hypothesis. The results showed that officers from medium-sized departments perceive greater amounts of stress than those in large or small departments in the area of administrative/organizational pressure, while officers from large police departments perceived greater amounts of stress than their counterparts in small and medium-sized agencies in the areas of physical/psychological threats and lack of support. This study has implications for positive social change: understanding the stressors that police officer's face each day can help forensic psychologists understand the methods necessary to repair the strained relationship between the community and members of law enforcement; understanding the stressors can also open a pathway for researchers to begin the process of developing more a productive dialogue between police officers, their departmental leaders, and the communities they protect, which should begin during the early phases of academy training.

Business and management researchers have shown that performance appraisals have continued to remain a standard component of the human resource management (HRM) function and play an integral role in contributing to employee performance and job satisfaction levels. Recent researchers indicated that employees have continued to hold negative views about the degree of fairness and accuracy of appraisals, thus rendering the process a mere routine and periodic ritual detrimental to organizational efficiency and growth. The purpose of this study was to add to what is a paucity of data on perceptions of fairness of employees and examine the employee perceptions of fairness in performance appraisals related to job satisfaction. The conceptual framework for this study was rooted in organizational justice and motivational theory. Research questions examined the perceptions of employees of performance appraisals on job satisfaction. Qualitative data were collected in this multiple case study using face-to-face interviews of 20 participants. Data were organized, coded, and analyzed for emergent themes and patterns that aligned with the research questions. Research findings showed that employee perceptions of performance appraisals are critical and remain an invaluable component of the human resource function to benefit management executives and should include basic knowledge and employee input in the appraisal design and process. Implications for possible positive social change may include enhanced insights, knowledge, and understanding of the perceptions of performance appraisals that may enhance management decisions through fair, just, and accurate employee appraisals that will positively translate to job satisfaction.

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