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The rapid growth in the use of wireless communication and portable devices in recent years has created a great potential for a variety of mobile work technology support. However, we still lack the theories to explore the nature of mobile work, examine the needs for mobile work support, and identify the appropriate mobile technologies for various kinds of mobile work. This study is an attempt to meet the challenge. A mobile task model is proposed in this study which includes four dimensions: task complexity, task interdependence, time criticality, and location sensitivity. New instruments are developed to measure the constructs of time criticality and location sensitivity. Six typical mobile work support functions are examined: mobile communication, mobile information searching, mobile transaction processing, location related service, mobile job dispatching and mobile office. In light of contingency theory and attitude/behavioral theory, a research model is proposed to identify the ideal fit between task characteristics and typical mobile work support functions. Based on empirical data from real mobile workers, the nature of mobile work and the differences in mobile work between mobile knowledge workers and field workers are analysed. New instruments for the time and location related constructs are validated through the empirical data. The differences in perceived usefulness of the typical mobile work support functions between mobile knowledge workers and field workers are presented, as well as those of the current usage and intention to use. Finally, the ideal fit is identified on the basis of the empirical data. This study contributes both to theory and practice. The establishment of a mobile task model, including the development of new instruments for time and location constructs, provides a foundation for future mobile business research. The identification of the ideal fit between task characteristics and mobile technology functions, based on contingency theory and attitude/behavioral theory, extends and enriches mobile business research. The results of the study can provide guidance and recommendations on how to strategically plan and implement suitable mobile applications, and to identify opportunities for the development of appropriate technological solutions for mobile work support. / Thesis / Doctor of Philosophy (PhD)

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In 2006, 19 states had some type of route to alternative principal certification. An additional five states had either proposed or were considering offering alternative routes to principal certification (Education Commission of the States, 2006). These numbers indicate a nation-wide development and are worthy of investigation. In states across the country that have implemented alternative certification routes, the gatekeepers usually are directors of human resources who recruit, screen, rank, and forward applications to the superintendent. As a result, even though local districts may receive a green light from the state to hire alternatively certified principals; that approval does not guarantee they will be hired. To gain insight into the willingness of directors of human resources to support hiring alternatively certified principals, a two-stage study was conducted. First, 12 purposefully selected directors of human resources nationwide were interviewed. Second, data collected from the interviews in union with a review of the literature on alternative certification was used to identify domains, themes, and items to develop web mail questionnaires consisting of Thurstone and Likert scale statements. The web mail questionnaires were emailed to 689 directors of human resources selected from the directory of the American Association of School Personnel Administrators (AASPA) on November 1, 2005. Principal components analysis was applied to reduce the number of overlapping variables. Multiple linear regression was the major statistical procedure used to determine relationships between the predictor variables and the willingness of directors of human resources to support hiring alternatively certified principals. Five of 20 predictor variables were found to be significant, with anticipated concerns by directors of human resources being the strongest predictor. Conditions of the individual (e.g., "right fit," leadership skills), being located in a primarily urban area, district experiencing a shortage in the quality of principals, and more willingness to support hiring alternatively certified assistant principals than principals were the other significant predictors. Candidates seeking employment in states that have alternate routes may experience a little resistance, but directors, on average, fell into the high neutral (more positive) position when it came to supporting hiring alternatively certified principals. / Ph. D.

Approaches to projects and development have undergone considerable change in the last decade with significant policy shifts on governance, gender, poverty eradication, and environmental issues. Most recently this has led to the adoption and promotion of the sustainable livelihood (SL) approach. The adoption of the SL approach presents challenges to development interventions including: the future of projects and programmes, and sector wide approaches (SWAPs) and direct budgetary support.This paper `A livelihoods-grounded audit of Agricultural Sector Programme Support (ASPS) ¿ Tanzania¿ is the seventh in the series of project working papers. / Department for International Development

No / In the UK, half a million people care for people with severe mental illnesses (Princess Royal Trust for Carers 2002). This article reviews the findings of a study of the views of 13 carers of people self-identified as having schizophrenia on the nature and extent of their role, and its effect on their lives and identities. According to these findings, carers experience stress and illness, and think that the support they receive from professionals is inadequate. As a result, they think that help and psychotherapeutic interventions, such as family therapy, should be more accessible.

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The global prevalence of autism spectrum disorder (ASD) presents significant challenges, particularly in low- and middle-income countries (LMIC) where there is a lack of trained professionals, limited access to evidence-based practices, and insufficient government support. This dissertation explores the potential of technology-based interventions to bridge the knowledge gap and improve the quality of services for children with ASD in LMIC. The first chapter provides an overview of the current landscape of educator preparatory programs and highlights the limitations of traditional clinical experiences in preparing special education teachers and related personnel. It introduces the Tele-Support Coaching Framework (TCF) as a promising approach to leveraging online platforms and practice-based coaching as means of providing valuable opportunities for applying knowledge in diverse learning environments. Chapter Two presents a systematic literature review investigating the factors influencing student academic achievement and professional development when online learning communities and educational technology are integrated into higher education courses. Despite an extensive search, only two international studies met the inclusion criteria, underscoring the need for more rigorous research in this area. The third chapter details an empirical study examining the impact of tele-support coaching on the knowledge of evidence-based practices (EBP) among international special education teachers (SET) and related personnel from five LMIC. The findings suggest tele-support coaching is effective in enhancing knowledge, regardless of participants’ prior exposure to online learning, and highlights the potential of technology-based interventions in improving service quality for children with ASD globally. The dissertation ends with a set of practical recommendations in chapter four based on the findings with an emphasis on the importance of establishing professional regulations, fostering cross-border collaboration, and promoting economic growth and job creation in LMICs. Overall, this dissertation contributes to the growing body of literature on the effectiveness of tele-support coaching in empowering international SET and related personnel with the goal of promoting equity to special education services worldwide.

In some cases, role stressors force members of the clergy to rely on social support to maintain themselves serving in ministry. In this study, the Job Demands and Resources (JD-R) model is applied to investigate the interaction between vocational demands (role stressors and occupational distress) and resources (social support) in predicting burnout and turnover intentions in Florida clergy. A cross-sectional survey design was used to assess the buffering role of social support systems in mitigating turnover intentions and the overall impact on clergy burnout. The findings suggest that role overload, role conflict, and occupational distress are significantly related to burnout, with occupational distress exhibiting the strongest correlation. Supervisor support was found to moderate the relationship between role overload and burnout. The study highlights the complex dynamics between work-related stressors, support systems, and occupational well-being in the context of religious leadership and emphasizes the need for further research with larger sample size to confirm and expand upon these findings.