The study investigated the predictive validity of the California Psychological Inventory (CPI) as a tool for sales selection. Two analyses were conducted. Study 1 consisted of 20 male home improvement representatives. The average net and gross closing ratios for a six month period were used as the criteria. The results indicted that none of the CPI scales differentiated between poor and good performers when correlated with the secondary criterion of gross closing ratios. These findings were contrary to a previous concurrent validity study. Study 2 investigated month to month retention/separation for 61 home improvement representatives, to determine if the CPI differentiated between short and long term success. Phi coefficients showed no statistical significance between retention/separation and the CPI profile score over time.

This dissertation identifies and rank orders key factors that motivate and influence Campus Crusade for Christ Staff members, during their college experience, to accept the calling of God and enter vocational Christian service. By investigating these factors, this study can aid in developing laborers for the harvest. The research consisted of administering the research instrument with one hundred and eighty-five research participants. The instrument provided both demographic and motivational factor data for analysis. The targeted population for this study was the new staff of Campus Crusade for Christ in the summer of 2004. The analysis and findings of the data relate to four motivational factors: Theological, Relational, Mentoring, and Ministry experiences. The first research question measured six theological motivational factors: the lostness of man, eternal perspective, lordship of Christ, stewardship of life, the great commission, and spiritual calling. The findings of the study indicated the eternal perspective factor as the most influential theological factor. A casual observation from the research also found that of the four motivational factors, (e.g., Theological, Relational, Mentoring, and Ministry experiences) the Theological motivational factors were ranked the most important. The second research question tested the influence of six relational factors: current church, small group, other peers, parental, mentor, and professional minister. The mentor relationship was found to be the most influential relational factor. Along with the relational factors, the third research questioned measured the type of mentoring and the influence of mentoring on the participants. The intensive staff mentoring category was found to be the most influential category of mentoring. The last motivational factor measured in the study involved eleven different ministry experiences. The findings found that the ministry experiences were the second most influential category of motivational factors. It was concluded that the ministry experiences had a cumulative impact on the participants as the experience was often accomplished in a relational atmosphere. The current study indicates that numerous factors motivate one to accept the call of God and enter Vocational Christian Service. / This item is only available to students and faculty of the Southern Baptist Theological Seminary. If you are not associated with SBTS, this dissertation may be purchased from <a href="http://disexpress.umi.com/dxweb">http://disexpress.umi.com/dxweb</a> or downloaded through ProQuest's Dissertation and Theses database if your institution subscribes to that service.

武舉常科創自武曌（則天），長安二年（702）始設。歷後各朝，除元代不開武科，宋、金、明三代偶有停罷，武科相沿一千二百年，幾與文科相埒。職是之故，近世中國之造士與選士，於文科、儒學、儒經、文廟一系之外，另有武科、武學、武經、武廟一系。兩系雖各有輕重，然並駕駢行千餘載，交互制衡，以保政治之平穩暢達。 / 入關伊始，清廷即詔令因襲前明舊制，開設文武科考。自順治二年（1645）開科鄉試，至光緒二十七年（1901）正式廢除，清代武科持續運作二百五十餘年，幾與王朝相伴始終。清代武科之主要層級同於文科，皆始於童試，繼而鄉試、會試，終於殿試。各級武考中式者，亦相應得授武生員、武舉人、武進士出身。武科各級考試，均分別外場、內場進行，以外場試武藝，內場試文藝。錄取權衡時外場重於內場，外場技藝之中，馬、步箭及開弓又重於舞刀、掇石。 / 清代武科之制度設計及考試內容，延續中國歷代選士「文武合一」之一貫理想，然現實中卻文武殊途。清代武科之設計與運作，既體現旗民之別，八旗內部又有滿蒙與漢軍之別、京旗與駐防之別。武科之正面影響遠不及文科，然文武科考皆為常規掄才途徑，兩者所揭櫫清代政局大勢與掄才需求之變化，實際異曲同工。通過文武兩途考選，清代科考人才之宏觀佈局，呈現南方文風熾盛、北方技勇突出之特徵。武進士之初始授職，以皇宮侍衛及地方營、衛守備為主，然武科選途清初即病壅滯，實授遷轉甚難。 / 清廷之復武科，宣稱旨在遴選「干城之才」，以為「腹心之寄」。然武科內場考試，自乾隆朝廢止《四書》，嘉慶朝盡廢論、策之試，改為默寫《武經》，日漸形同虛設。武科士子之文化素養，亦日益下降。武科外場所試技藝，係屬展示表演，而非對抗實戰。而且，自乾隆間改試鳥槍之議被禁，外場各項冷兵器技藝考核陳陳相因，與實際戰局日漸疏離。職是之故，清代中期以降，武科越益頹化為授予功名之儀式與恩榮，而非掄才要徑、晉身要途。武進士初始授職之品級，雖遠較文進士為高，然武科出身之仕途前景與政治影響遠不及文科。更有甚者，武科內、外場不僅弊情嚴重，不少武科士子更危害一方，成為地方社會亂源，大悖設科初衷。 / 清代武科出身雖有功勳卓著、官居高位者，然究屬鳳毛麟角，且集中於清代初中期。整體而論，這套幾乎橫貫全國、縱跨全清之掄才制度，得材甚少。其對帝國整體軍事力量，亦鮮少實質促進。然武科之存續，仍有平衡文武、調劑滿漢之功用，清廷既可藉此驅策雙方、維持動態均勢，又可以之宣示恩典威權、籠絡地方。因此，清代武科雖然實效不彰，卻又相沿不輟。必至清末內憂外患之鉅變衝擊，始與文科相繼停廢。復因武科之影響遠不及文科，故廢除武科所致近代中國社會之震盪，亦不可與停廢文科同日而語。 / Established by Empress Wu in 702, the imperial military examination system lasted, albeit having been suspended in the entire Yuan dynasty and in part of the Song, Jin and Ming dynasties occasionally, for 1200 years, which was nearly as long as the period of existence of the imperial civil examination system. In effect, the military examination system, associated with military schools, military classics and military temples, functioned as a mechanism parallel to the civil examination and its related institutions (i.e., Confucian schools, Confucian classics and Confucian temples) for cultivating and recruiting talents in late imperial China. Although the two systems exerted influence in different degrees on the Chinese empire, they co-existed and managed to keep a balance between them for more than a millennium so as to contribute to the stable and smooth governance of traditional China. / The Manchu court, immediately after entering Beijing, decreed to resume the civil and military examinations by adopting the former Ming institutions. Since its restoration in 1645, the military examination system ran consecutively for more than 250 years until it was eventually abolished in 1901. The vertical levels of the military examination, which were the same as those for its civil counterpart, included Tongshi (examination for junior students), Xiangshi (provincial examination), Huishi (metropolitan examination), and Dianshi (palace examination). Candidates who passed examinations at different levels were conferred the corresponding status of Wushengyuan (military government students), Wujuren (military provincial graduates) and Wujinshi (military metropolitan graduates). At each level, the military examination consisted of the outer session for tests of martial arts and physical strengths and the inner session on military classics and literary abilities. As for selection criteria, the outer session often carried greater weight. Among the examination items for the outer session, mounted archery, standing archery and bow-drawing were more important than long-handled sword-brandishing and stone-lifting. / To integrate literary and martial competence, the long-standing ideal of talent-recruitment in traditional China, was also materialized in the Qing military examination. In reality, however, the civil and military tracks diverged remarkably from each other. The design and implementation of the military examination system evinced a clear distinction between banner people and commoners. Even within the Eight Banners, there were different arrangements for Manchus, Mongols and Han military bannermen, and for capital banners and provincial garrison banners as well. In terms of positive influence, the military examination system could not compare with the civil one. However, the vicissitudes of both the civil and military examination systems, as components of the mechanism for the recruitment of talents, reflected almost similarly the changes in political development and the correspondent needs for helps from social elites in Qing times. Under these two systems, the macro-spatial distribution of talented candidates in the Qing demonstrated that those from the south were versed in literary skills, whilst those from the north were excellent in martial arts. The initial position for a newly admitted military Jinshi was usually the imperial guard or mid-ranking officer in the local Green Standard Army. But the career prospects of the military degree holders started to dim as early as the beginning of the dynasty. The situation became increasingly difficult afterwards when promising appointments with promotion prospects were hard to come by. / The Qing court constantly claimed that the restoration of military examination aimed at nurturing able military talents to serve as reliable defenders of the empire. Yet after Emperor Qianlong cancelled the test on The Four Books and Emperor Jiaqing further replaced discourse essay composition with short paragraph writing of the military classics from memory, the inner session of the examination was gradually turned into something in name only. The result was an increasing decline of the overall literary level of the candidates. More problematically, the test of martial skills in the outer session of the examination was more on individual demonstrative performance than actual confrontational combat. And since Emperor Qianlong had banned the inclusion of musket as an item of examination in the outer session, the use of traditional cold weapons and relevant skills were tested repeatedly without substantial reform, making the examination further and further irrelevant to actual warfare. Thus after the mid-Qing era, the military examination degenerated gradually into something ceremonial and honour-endowing, rather than a key mechanism of talent recruitment. Despite the superior rankings of initial appointments, the subsequent career prospects and political influences of the military Jinshi were far less favorable than those of their literary peers. What further worsened the situation was the phenomenon that, apart from severe malpractice and corruption in the examination, many military degree holders even committed infamous deeds and thus became the source of unrests in local society, starkly betraying the original intention of the institution of imperial examination. / Cases of military degree holders who performed meritoriously in military and political realms did exist. They were nevertheless rare and mainly appeared during the first half of the dynasty. A holistic evaluation of the military examination system, which was operated spatially all over the empire and temporally nearly throughout the entire dynasty, nurtured few serviceable military talents. It could therefore hardly make significant contribution to the empire’s overall military strengths. Paradoxically, the military examination system did continue to function as an institution to balance the civil and military sectors, and Manchus and the Han, in terms of interest and power. In adopting it, the Manchu court could manipulate both sides and keep a dynamic balance between them, meanwhile bestowing favours on, declaring authority over, and winning the support of society. Therefore, the military examination system remained in operation although it did not work effectively as a due talent-recruiting institution. It was officially abrogated, shortly before the abolition of its civil counterpart, in the very late period of the Qing under the impact of a series of social upheavals and tremendous political changes, amid external military threats. As the influence of the military examination system could nowhere match that of the civil examination system, the abolition of the latter seemed to have brought a much bigger shock to Chinese society in transition to the modern era. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / Detailed summary in vernacular field only. / 李林. / Thesis (Ph.D.) Chinese University of Hong Kong, 2014. / Includes bibliographical references (leaves 345-360). / Abstracts also in English. / Li Lin.

Objetivos: este estudo busca propor um modelo de sistema de agendamento para serviços ambulatoriais, tendo como foco os prestadores de serviços de medicina diagnóstica com diversidade de portfólio de serviços agendados. Método: a pesquisa foi conduzida na forma de simulação, tendo como unidade de análise um laboratório de medicina diagnóstica de grande porte. Utilizando modelagem quantitativa, os cenários do caso analisado foram reproduzidos para aplicação de modelos de sistemas de agendamento buscados na literatura. Resultados: tendo como critérios a compatibilidade com os objetivos da pesquisa e o contexto do caso analisado, foram selecionados modelos de sistemas de agendamento com potencial de aplicação. Adotando indicadores de custos identificados na revisão teórica, o modelo de maior potencial foi avaliado, tendo como referência modelos considerados tradicionais para fins comparativos. Os resultados apontam para desempenho superior do modelo proposto na grande maioria dos cenários analisados. Conclusões: a flexibilidade do modelo proposto, no sentido de abranger uma extensa gama de cenários, aliada a desempenho superior e uma baixa complexidade de implantação, o configuram como uma interessante alternativa para aplicação prática. / Objectives: This study aims to propose an appointment system model for outpatient services, focusing on diagnostic medicine providers with diverse portfolio of scheduled services. Method: this research was conducted in the form of a simulation in which the analysis unit was a large diagnostic medicine laboratory. Using quantitative modeling, the scenarios of the case analyzed were reproduced for application of appointment systems found in the literature. Results: in line with the research objectives and the context of the case analyzed, appointment system models with potential for application were selected. Adopting cost-based performance indicators identified in the literature review, the model with the highest potential was evaluated by reference to traditional models for comparative purposes. The results showed superior performance of the proposed model in most scenarios analyzed. Conclusions: The flexibility of the model, in order to cover a wide range of scenarios, combined with superior performance and low implementation complexity, make it an interesting alternative for practical application.

Retention in care is pivotal to preventing an AIDS diagnosis among people living with HIV. Poor adherence to scheduled primary care appointments is associated with negative health outcomes among HIV patients. The present study examined the impact of an automated appointment reminder system on primary medical care and behavioral health appointment attendance at an urban HIV clinic. The study employed data from appointments at NO/AIDS Task Force between January 15, 2012 and April 15, 2013. Appointments categorized as “attended” or “no show” during the study period were analyzed and findings suggested utilization of an automated appointment reminder system was associated with increased attendance to primary care and psychiatric appointments. Additional factors studied and found to be predictors of poor primary care and behavioral health appointment attendance were younger age and African American race. These findings suggest other urban HIV clinics should consider utilizing automated appointment reminder systems if their patient population has suitable phone access as it is an effective way to improve appointment adherence. / acase@tulane.edu

A Study on the Feasibility of the Official Appointment of Sub-ward (Li) Chiefs ¡X A Case of Kaohsiung City The purpose of this study was to propose the results of the empirical investigation utilizing the SWOT analysis of the official appointment of sub-ward (Li) chiefs, which revealed the high feasibility of the official appointment. The data germane to this study were disposed through documentary analysis research along with questionnaire survey research and observation research. The subjects of this exploration were categorized into two major groups. One is the public surveyed by telephone resulting in 1017 successful samples; the other is the local officials surveyed by questionnaires including 463 sub-ward (Li) chiefs with a return rate of 74.3% (310), and 271 sub-ward (Li) clerks with a high return rate of 88.2% (239). The results of the survey reveal high credibility which can be seen in chapter three. The results of official appointment were depicted as follows: 1. The advantages of the official appointment: (a) downsizing the administrative organizations, simplifying the administrative procedures, and increasing the effectiveness; (b) slimming down the manpower and cutting down the spending; (c) improving the relationships between the sub-ward (Li) administrative organizations and the community development associations; (d) reducing the expenditures for election and rectifying the vicious election practices; and ; (e) promoting the administrative efficiency without violating democracy. 2. The disadvantages of the official appointment: (a) violating the principles of democracy; (b) violating the principles of local self-governing; (c) increasing the workload after merging the positions of sub-ward (Li) chiefs and clerks; (d) diminishing sub-ward (Li) chiefs¡¦ enthusiasm towards their work; and (e) lowering the functions of community development associations. 3. The reflection of the official appointment: (a) enhancing the local harmony; (b) incurring criticism from the self-benefiting of without-pay elected sub-ward (Li) chiefs¡¦; (c) requesting the government to examine the overlapping functions of sub-ward (Li) chiefs and clerks; and (d) the official appointment of township chiefs becomes the best paradigm of that of sub-ward (Li) chiefs. 4. The threat of the official appointment: (a) accumulating resentment; (b) damaging people¡¦s rights by failing to precisely respond to local situations. Finally, the findings and recommendations of this study were as follows: 1. The author suggests that the government should be more determined to reasonably adjust the boroughs for sub-ward (Li) and village chiefs¡¦ ¡§equal pay for equal work;¡¨ meanwhile, as the number of boroughs decreases, the resistance for official appointment could be reduced and the workload of appointed sub-ward (Li) chiefs would be more even as well. 2. Not only does the official appointment of township chiefs promote administrative efficiency and economizes enormous expenditures, but whose successful experience in reform can be the example for the reform of sub-ward (Li) and village offices. 3. It is believed that appointed sub-ward (Li) chiefs will perform better than elected sub-ward (Li) chiefs. Although there are no existing rules about disciplining elected sub-ward (Li) chiefs, appointed sub-ward (Li) chiefs will be subjected to administrative disciplinary measures or even removed from positions for not fulfilling their duty. Hence, it would be easier to carry out the official appointment of sub-ward (Li) chiefs if borough offices can strengthen sub-ward (Li) chiefs¡¦ functions of reflecting people¡¦s opinions before the cancellation of the sub-ward (Li) chief elections. Key Word¡GSub-ward (Li) Chiefs ¡Bthe Official Appointment of Sub-ward (Li) Chiefs ¡BKaohsiung City ¡Bsurvey research

published_or_final_version / Public Administration / Master / Master of Social Sciences

published_or_final_version / Public Administration / Master / Master of Public Administration

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No description available.