Thesis (Ph. D.)--West Virginia University, 2006. / Title from document title page. Document formatted into pages; contains vii, 215 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 207-215).

Thesis (M. Div.)--Emmanuel School of Religion, Johnson City, Tennessee, 2001. / Vita. Includes bibliographical references (leaves 93-97).

Thesis (M. Hous. M.)--University of Hong Kong, 2007.

Thesis (M.A.)--Bowling Green State University, 2007. / Document formatted into pages; contains viii, 91 p. Includes bibliographical references.

Thesis (Ed. D)--College of Saint Mary -- Omaha, 2009. / A dissertation submitted by Theresa Delahoyde, MSN, RN to College of Saint Mary in partial fulfillment of the requirement for the degree of Doctor in Education with an emphasis on health professions education. This dissertation has been accepted for the faculty of College of Saint Mary by: Peggy Hawkins, PhD, RN, BC, CNE - chair ; Patricia Morin, PhD, RN - committee member ; Christine Hutchinson, JD - committee member. Includes bibliographical references.

Boston University. University Professors Program Senior theses. / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-02

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Due to the increase in dual-income families, work-family conflict has become a more prevalent phenomenon in today's society. Home healthcare workers have been previously identified as an employment group that is susceptible to high levels of burnout and low levels of job satisfaction, yet work-family conflict concerns have yet to be examined. Particularly because of the great deal of care being provided within a home, both at work and in life, this population is of particular interest for examining work-family conflict. The purpose of this study is to empirically investigate the relationships among work-family conflict, job satisfaction, affectivity, and burnout within a sample of rural, home healthcare employees. More specifically, four distinct models are proposed which include the following variables: positive and negative affectivity, number of hours providing care for others outside of work, number of hours worked per week, family-interference with work conflict, work-interference with family conflict, job satisfaction and three facets of burnout (personal accomplishment, depersonalization, and emotional exhaustion). While models predicting job satisfaction and emotional exhaustion accounted for the most variance, all four models provided information regarding the direct, indirect and mediating relationships of the aforementioned variables. More specifically, the findings suggest that the two types of work-family conflict uniquely mediate the proposed outcome variables highlighting the importance of examining work-family conflict from a more refined perspective. Exploratory group differences are also examined. This study contributes to a gap in the literature examining individuals' experiences of work-family conflict, job satisfaction, and burnout who are employed in a specific career field. Practical, research, and theoretical implications are discussed.

The Latino population is not accessing community mediation centers throughout Oregon. Mediation provides a safe space to resolve conflicts outside of the adjudicative processes and at a lower cost. Through interviews with program coordinators/directors of community mediation centers around Oregon, mediators with experience in bilingual mediation and Latino stakeholders, I explore the barriers that exist and methods to increase the participation of the Latino population in community mediation centers. The research asserts that mediation program practitioners have a desire to reach out to the Latino population but face enormous difficulty due to a lack of trust and, frequently, a lack of resources. The findings illustrate that energy and time focused on outreach and community building with the Latino population is necessary to increase trust, knowledge and willingness to participate in mediation. There is a need to train new mediators and to design programs to bring conflict resolution into diverse communities.

Deliberative democracy and conflict management models have been given increasing attention for their potential consistency and similarities, which is useful knowledge given the opened possibilities of interdisciplinary work. I argue that this debate ought to be broadened to include how conflict transformation and a pragmatic strand of deliberative democracy are aligned with regard to orientation to conflict. First, I offer an account of why conflict transformation’s key values should be seen as valuable for democratic theory to emulate. Second, I show how a pragmatic strand of deliberative democracy is consistent and similar with respect to those key values. Together, these build a framework which offers the ability for practitioners and theorists to pursue interdisciplinary work between two particular strands of deliberative democracy and conflict management which to date have not been given adequate attention.