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The purpose of the study is to identify the perceived successful practices that led to improved teacher recruitment, preparation and retention efforts within the nine universities of The Texas A&M University System brought about by the Regents' Initiative for Excellence in Education. The data for this study, gathered through interviews, document reviews and observation, revealed that the Regents' Initiative was considered by project directors to be a challenging but rewarding educational reform initiative. The lessons learned through the experience reflect the general findings common to the research literature on school-university partnerships. Research findings of this study revealed that the successful implementation of the Regents' Initiative involved strategies to overcome challenges and develop processes for recruiting, improving teacher preparation and teacher retention. Selecting the right person as the teacher recruiter was paramount to the successful attainment of A&M System university teacher recruitment goals. Operationalizing teacher recruiting included developing recruiting targets, organizing data management, tracking student recruits in the teacher preparation pipeline and periodically reporting progress to stakeholders. Quality improvement of teacher preparation involved recruiting higher achieving high school and community college students, setting higher standards for teacher candidate performance and aligning course curriculum within the college of education and with community college partners to the state standards. Institutional leadership was required to promote and build meaningful partnerships combining efforts to recruit, prepare and retain quality teachers in the profession. A&M System institutions developed a communications campaign to build legislative, institutional and public awareness and support of the Initiative. Institutional involvement was broadened by providing opportunities for interaction between arts and sciences faculty and college of education faculty through collaborative research grants, presentation conferences and symposia. Finally, the successes were celebrated with all stakeholders, and rewards were provided to those who made significant contributions to the effort.

Nowadays, more and more organizations put efforts on recruitment process in order to find the right employees. With the new technology development, the various recruitment sources yield. The differential effectiveness of the various sources through which outside applicants hear of employment opportunities at a particular organization needs further research to identify which sources yield stable, reliable, and high-performing employees (Taylor, 1988). In this study, we also adapt the concept of cognitive dissonance which has been never used in organizational issues to see its availability on organizational issues. In order to know how realistic job previews (RJPs) can be functioned effectively and when and in what forms the realistic job previews messages are processed most effectively by new comers during recruitment process, we need to extend the realistic job previews prior research and try to understand the factors that influence an realistic job preview message as well as how realistic job previews operate to influence socialization outcomes. Besides, how effective the new comers acquire the realistic job preview messages (information) is also an important issue that will be emphasized in this study. This study contributed to understand the current situation of realistic job previews which recruiters provide during recruitment procedure and the relationship between RJPs, cognitive dissonance and socialization outcomes. In this study, the sample was distributed to the new employees whose tenure was less than one year. The total distributed samples were 280 and returned samples were 237. We excluded 20 invalid responses and final samples were 217. One Way ANOVA and Linear Regression were used to analyse the relationship between variables in this study. The result can be summarized as follows: 1. As the result reported, most of applicants (66.8%) apply job through Internet. The result indicates that most of applicants today prefer web-based interface as they try to seek recruitment related information. Most applicants (85.7%) experience laboratory setting (e.g. interview) during recruitment process. Over half of new comers (56.2%) get realistic job information after they started the job. The result suggests that over half of applicants get whole realistic job preview after they accept the job offer. 2. As our result reported, greater use of medium, settings, and recruiters while realistic job previews are presented during recruitment process significantly influence new comers¡¦ cognitive dissonance, especially for wisdom of making employment decision and concern over selection procedure. The result indicates that the medium of written, will lead the strongest influence to new comers¡¦ cognitive dissonance during recruitment process. The position of recruiters who provide job information during recruitment process is reported to significantly influence wisdom of making employment decision and concern over selection procedure. The result of comparison between groups suggests that if line employees who are responsible to provide job information, the new comers will perceive a stronger influence on the degrees of cognitive dissonance comparing with the recruiters who are in other positions. 3. Great use of timing of realistic job previews presented during recruitment process is partially associated with new comers¡¦ socialization outcomes. 4. Realistic job preview information presented during recruitment process is negatively associated with new comers¡¦ cognitive dissonance, positively associated with organizational commitment and negatively associated with turnover intention after they get into an organization. 5. Cognitive dissonance except emotional, is negatively associated with organizational commitment and positively associated with turnover intention. 6. The mediating effect of cognitive dissonance between realistic job previews and socialization outcomes is noteworthy.

<p>Background: The way in which corporate managers interpret, reason and evaluate uncertainties and constant changes, and how they take advantage of their experiences and wisdom can make a big difference for the long term survival of their companies. The requirements for efficiency and flexibility have increased in many ways, especially concerning the workforce needed and its degree of competency. In Sweden, employee recruiting industry has grown concurrently with the changes in the Swedish economy. </p><p>Purpose: The purpose is to better understand the recruiting industry by performing a theoretical evaluation from a cognitive perspective. </p><p>Delimitation: We intended to study the cognitive characteristics of the Swedish recruitment industry. Our conclusions therefore cannot be considered a "theory" regarding any industry, foreign or domestic, butmust rather be seen as a further development or an idea of how to augment the understanding for a certain industry. </p><p>Result: The converged cognitive structure of the companies grows in dialogue and interaction with the surrounding world. An industry with a shared belief system consisting of clear patterns in argumentation and ways of thinking which outline the business concept, is established. It is difficult to determine how deep and constant the wisdom, or the collected knowledge, maturity and learning of experiences in the recruitment industry is because of its short period of existence.</p>

Thesis (M. Soc. Sc.)--University of Hong Kong, 1983.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1986.

published_or_final_version / Sports Science / Master / Master of Science in Sports Science

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

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Not available / text