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Actions by both private sector organizations and legislators in recent years have highlighted the importance of the audit committee of the board of directors of corporations in the financial reporting process. For example, the Sarbanes Oxley Act of 2002 has multiple sections that deal with the composition and functioning of audit committees. My dissertation examines multiple issues related to the composition of audit committees. In the first two parts of my dissertation, I examine the stock market reactions to disclosures of audit committee appointments and departures in the 8-Ks filed with the SEC during 2008 and 2009. I find that there is a positive stock market reaction to the appointment of audit committee directors who are financial experts. The second essay investigates the cumulative abnormal return to departure of audit committee directors. I find that when an accounting expert leaves the audit committee, the market reaction is significantly negative. These results are consistent with regulators’ concerns related to having directors with audit, accounting and other financial expertise on corporate audit committees. The third essay of my dissertation examines the changes in audit committee composition in the last decade. I find that while the increase in audit committee size is relatively modest, there has been a significant increase in the number of audit committee experts and the frequency of audit committee meetings over the past decade; interestingly, such increase in the number of meetings has persisted even after the media focus on the auditing profession, in the immediate aftermath of the Enron and Andersen failures, have waned. My results show that audit committee composition and its role continues to evolve with regulatory and other corporate governance related changes.

Subjects, 432 convenience store cashiers, were divided into long-tenure and short-tenure groups. Chi-square analysis of application blank information for a weighting sample drawn from both groups revealed two items which significantly (p < .05) differentiated between the long tenure and short-tenure groups: number of previous jobs and full-time/part-time preference. Response weights were computed for these two items and used to calculate composite scores for the remaining holdout sample. A significant reduction in turnover would have occurred at the highest composite score level, if used as a hiring cut off. Results were tempered by several considerations, including a high percentage of false negatives and an insignificant linear relationship between composite scores and tenure.

To examine evidence-based interventions for nurses to use when supporting cancer survivors self-manage their symptoms. Part I: A systematic review to determine the effect of shared medical appointments (SMAs) on patients with a physical chronic illness (excluding diabetes mellitus), their healthcare providers and the healthcare system. Nine randomized controlled trials were included; one focused on breast cancer survivors. This trial was feasible and showed no difference in outcomes compared to usual care. Part II: A descriptive study to adapt and evaluate the acceptability of an evidence-informed symptom practice guide (SPG) for use by nurses for the assessment, triage, and management of patients experiencing dyspnea due to cancer treatment-related cardiotoxicity. Guided by the CAN-IMPLEMENT© methodology, evidence from seven guidelines on heart failure was added to the original SPG. Eleven participants indicated the adapted SPG was comprehensive and easy to follow, and would be helpful for handling symptom calls from patients.

M. Ed. / The aim of this research study was to provide teachers and managers in the field of education with strategies for beginning to use cooperative learning or improving the current use of this important instructional tool. It will help teachers and managers to understand conceptually what cooperative learning is and what makes it work. Such understanding must precede practical experience using cooperative learning day in day out in classrooms. The need for this combination of conceptual knowledge and practical experience is what makes teaching the complex activity that is and why it takes many years to master. Cooperative learning and the management thereof by headmasters and heads of departments helps raise the achievement of all students, including those who are gifted or academically handicapped. Secondly, it helps teachers build positive relationships among students, which is the heart of creating a learning community that values diversity. Thirdly, it gives students the experience they need for healthy social, psychological and cognitive development. Cooperative learning's ability to work three fronts at the same time places it above all other instructional methods with cooperative learning, and the effective management thereof teachers become engineer who structure and facilitate team learning efforts rather than workers who simply pour knowledge into pupils work stations. The major findings are recommended in the field of education. Literature review indicated among other aspects that collaborate and competence were essential for school effectiveness.

Many school districts and alternative certification programs use standardized interviews such as the TeacherInsight developed by the Gallup Organization. The TeacherInsight is a Web-based interview consisting of multiple choice and Likert-style items that produces a score between 0 and 100. The Gallup Organization claims that it helps hire the best teachers. The study analyzed the relationships between the TeacherInsight scores and the eight Professional Development Appraisal System (PDAS) domain scores for 527 teachers. The TeacherInsight scores produced a statistically significant correlation with only one of the eight PDAS domain scores. However, even that correlation (r = 0.14) was weak. All eight PDAS domain scores were only able to account for an additional 1.9% of the variance of TeacherInsight scores, above and beyond what was explained by the teachers' age, gender, years of experience, and highest degree earned. Another finding was that 47.4% of the teachers hired had TeacherInsight scores below the district recommended cutoff score of 67. The findings do not support the ability of the TeacherInsight to identify more effective teachers, based on Professional Development Appraisal System scores. The findings also cast doubt on the extent of consideration that principals in this district give the TeacherInsight scores during the selection process. Recommendations for future studies are provided.

It is established in this research project that recognition of competence does not begin when a person takes on employment. For reasons alluded to in this project, it begins when a candidate is selected for initial teacher education and training. However, recognition of competence is a model that applies different methods or modes of recognition. These methods have been identified, their differences are indicated and the variations used according to the level of competence are clarified as well. Recognition of competence represents a new way of managing human resources in education. It is a model which emerges from paradigm shifts and the need for quality service in education. This model includes mechanisms of managing quality and standards such as the South African Qualifications Authority, National Qualifications Framework, National Standards Bodies, Standard Generating Bodies and Education and Training Qualifications Authority. The researcher identified key areas of success in the present and erstwhile recognition systems. However, it was found that these systems were inadequate for the retention of teachers. In a bid to search for solutions, the research unravelled recognition systems used in the private sector. Literature study revealed, in this regard, that there are inadequacies as well. The system in the private sector was severely affected by policies of the past dispensation. Nevertheless, it seems recognition of competence is well on its early stages in the education sector. Consequently, there is an emphasis on competencies to advance South Africa in world markets. The challenge of raising standards so as to make South Africa competitive . begins with empowerment and capacity building. Empowerment and capacity . building are complementary approaches in recognition of competence. These approaches recognise the inadequacies and disparities of the past. It is from this consideration that the fundamentals of recognition of competence are refocused on levelling the playing fields. In each case, the approaches are evaluated by pointing out the advantages and disadvantages. In order to establish the basis from literature review, the researcher used empirical research. Consequently, the theories on recognition of competence, empowerment and capacity building were complemented and verified by unravelling the real situation. Interviews and surveys were conducted. The findings reveal that there are a myriad of challenges and problems that still plague education. The researcher suggested guidelines to overcome the challenges and problems. Finally, whilst it is acknowledged that there are some good initiatives from the Department of Education, much is still to be done with regard to recognition of competence. The researcher made conclusions, recommendations on how to navigate our way out of these problems, and pointed out areas that need further research. / Thesis (PhD (Education Management))--University of Pretoria, 2007. / Education Management and Policy Studies / unrestricted

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Subjects were 38 computer programers employed in a national food-retailing corporation. A job analysis provided a basis for criteria development and served to guide the selection of predictors. Ratings of each programmer's job performance by his immediate supervisor, and scores on such tests as the Computer Programer Aptitude Battery (CPAB), clerical tests, and supervisory judgment test were obtained. Relationships between tests and criteria were examined to find the best test combination for predicting programming performance. Statistical treatment of data included a principal components analysis of the criteria and a multiple linear regression analysis. A weighted combination of the CPAB Reasoning, a test of clerical ability, and supervisory judgment test was found to be highly correlated with performance (R = .60).

The Creation of employment Abstract (in English) The topic of this dissertation is the creation of employment. Employment is undoubtedly by far the most important, and in practice, the most widely used employment relationship. Therefore, the topic of employment creation is still current, socially important and piques the interest not only of the professional but also of the general public. Employment is the basic and also the most common employment relationship (labour relationship). It is the means through which the employer hires manpower for the execution of particular tasks, and for the employee, it is then a source of income to provide for his needs. Thus, an employment relationship represents a contractual and binding relationship in which one participant (employee) undertakes to perform paid work for the other participant (employer). The main goal of this dissertation is a detailed analysis of the Characteristics of issues related to employment in an effort to determine whether the legislation on employment meets the current needs of this legal issue. In addition it analyzes shortcomings and formulates amendments or proposals de lege ferenda. The structure of this dissertation also corresponds to the above stated goal. This dissertation characterizes the position of labor law in the legal system and...