<p> The purpose of this study was to examine efficacious instructional strategies that the New England Community College (NECC) nursing program could implement in the curricula to improve National Council Licensure Examination Registered Nurse (NCLEX-RN) first-time pass rates. Effective strategies from students and nursing program faculty had used were investigated. Such strategies support student nurses in their efforts to succeed on the first administration of the exit examination. The rationale for this study and resulting project was that they could improve NCLEX-RN first-time pass rates and positively impact the local hiring of qualified nurses. Guided by Knowles's adult learning theory, key results of the study and resulting project were developed from effective instructional strategies discovered from former NECC students. The central research question focused on identifying which teaching-learning strategies in the NECC nursing curricula improved students' critical thinking skills and problem solving skills. A qualitative case study design was employed with a purposeful sample of 15 former NECC nursing program graduates. Participant focus groups and annual program/accreditation documents were used to collect data to address how student nurses learn best in order to be successful on the exit examination. The project was the creation of a 3-day seminar in the first semester curriculum that focuses on effective licensure preparation instructional strategies to establish and maintain high NCLEX-RN pass rates. Implications for positive social change include, but are not limited to, improving students' problem solving skills and application of critical thinking strategies in order to positively impact the lives of the patients whom they will serve.</p>

<p> This phenomenological case study of finding meaning explored the developmental nature of Pepperdine University&rsquo;s Doctor of Education in Organization Change (EDOC) program through graduates, who as students, found deep, visceral, and life changing meaning. The primary request of participants, identified as co-inquirers, was to: describe in as much detail as possible how meaning was found through their participation in the EDOC program. Detailed storied descriptions from 10 graduates were gathered through interviews. Anecdotes were gathered by email from other graduates concerning the meaning found, relational experiences, and vivid program experiences. In my analysis of data, I explicated the structure (the relationship among the most invariant constituents of the phenomenon) and meaning (implications) from their lived experience. Though particulars differed, the interview data revealed a structure surrounding each of the ten co-inquirers as being (a) self-aware learners who joined the program with assumptions concerning the challenging nature of the learning experience; (b) a socially constructed environment that facilitates the formation of relational sets and community engagement; (c) deep and rich dialogic relationships among participants within the learning community; (d) co-constructed learning through collaboration with faculty and fellow students; (e) abundant free-space in learning enabling the transcendence of boundaries to personal growth; (f) an immensely helping and caring environment; (g) significant opportunities to challenge and broaden worldviews through program experiences; and (h) consistent validation of progress toward personal, educational and life goals. In coming to understand the phenomenon for finding meaning, I used descriptive phenomenology and given my presence as a student in the program being studied, I offered my own observations. I framed propositions from the study&rsquo;s findings for progressive educators and organization development professions. Meaning found led to life changes such as improved personal and professional effectiveness, a deeper sense of self and self-worth, a clearer view of the world, and an ability to enact what had been taken from the experience; a significant educational outcome in addition to cognitive competencies, field knowledge and application. Those who have experienced the program came away with a deeper sense of purpose and far reaching capabilities to serve.</p>

<p> As a relatively new field of psychology, positive psychology generates momentum to enlighten a reciprocating view of human nature, to look at human potential as opposed to human shortfalls. In the course of building the field and theoretical foundations, courses and programs in adult learning environments have been established to educate students. Quantitative measures of formative and summative evaluation evaluate one type of learning. Given the idea stemming from Aristotle philosophies that noted education as part of meaning in life (as cited in Curren, 2010), the established theoretical view that meaning itself is created by an individual and sets a path for a more flourishing life. Thus, by creating meaning from integrating established knowledge and new knowledge, the transformation processes takes place. For the reason that these types of transformations cannot be quantifiably measured, a collective case study was used to support the theoretical foundations for the presented research. The presented research paper reflects the critical element of data collection and interpretation. The research study details the qualitative dissertation exploration of the research question: How do educators teaching Positive Psychology in the adult learning environment describe students&rsquo; personal transformations in response to the curriculum? The specific research investigation was to explore the perceptions of the presiding educators and to realize their portrayals of the learning transformations in the positive Psychology adult learning environment. After addressing inclusive criteria for a bounded unit, data were collected from seven presiding educators of the adult learning positive psychology environment. Additionally, the participant wrote reflective narratives to deepen and widen the perspective of the study. The interviews consisted of conversational open-ended questions, and the narrative was a free-writing exercise to purposely unburden participants from parameters. From the data collected, a code list was generated and then categorized into themes through a constant comparison of similar of codes from within and between individual participant cases. The themes represented generated patterns across data that created a description the phenomenon associated with the research question. As a result of the findings, implications of usefulness and recommendations for further studies were discussed.</p>

No description available.

<p> This qualitative case study examined the everyday life activities of 16 young people living in NiNi status in Mexico City. The term NiNi comes from the Spanish words Ni estudia, Ni trabaja [neither study, nor work]. The purpose of the study was to better understand their everyday life experience, their meaning-making and learning processes, and their impediments to their development. The conceptual framework is grounded in the perspective of performance of the CHAT tradition that examines the processes that are constitutive of who these individuals are and who they are becoming (Holzman, 2009). The researcher analyzed the everyday life activities of 16 individuals in NiNi status and 12 working adults to conduct a historical comparison.</p><p> The study identified five main findings associated to the research questions. First, young people in NiNI status perform a variety of activities, mainly non-remunerated, such as household chores, taking care of children, performing arts and sports, and temporary work in low-level and informal jobs. Second, meaning-making processes reveal that they feel trapped in "a system of not progressing". They live in a continuous paradox of not having resources to do what they want to do. The negative labels that society puts on them makes them feel inferior and excluded. Third, young people learn by creative imitation when they create zones of proximal development in collaboration with their networks. Fourth, the lack of opportunities at school and work creates a movement away from institutions that reinforces the informality in the Mexican labor market. Fifth, the main impediment to their learning and development is their isolation that does not allow them to learn from more expert people's key skills to foster their economic independence and future integration as productive members of society.</p><p> A major contribution of this study is to bring the perspectives of these young people to balance the negative views that society has about people living in NiNi status. Their voices reveal the need for greater opportunities and support to "level the playing field" and to overcome cultural and historical limitations faced by these young people. The current worldview wrongly positions the "problem" at the individual level and not at the group or societal level. </p>

<p> Have you ever had someone stereotype or prejudge you because of your age? Have any of these stereotypes held you back in your career? These experiences are not uncommon and there are numerous publications that promote stereotypes and ascribe certain characteristics to different generations. These labels and stereotypes are often found in the workplace and may impact how an individual navigates his or her career. To address these questions, this dissertation examined generational differences in the workplace using the perspectives of three generations of employees on succession planning and career mobility. The goal of this study was two-fold, a) to provide data driven research that moves beyond descriptive, broad or anecdotal research published in magazines and popular books; and b) to understand and describe the perspectives of Generation Y, Generation X and Baby Boomers on succession planning (career mobility), using a Basic Interpretive Design methodology.</p><p> This study was conducted through the lens of the lens of social identity theory and talent management principles in order to addresses generational differences and succession planning and was based on an understanding of organizations as multi-national companies with many businesses and site locations. The findings support human resource practitioners and organizational leaders plan succession and further develop employees by understanding the revelations and expectations of each generation.</p><p> The format of this dissertation is as follows: Chapter 1 outlines the structure of the study and provides key foundational background to situate this research study. Chapter 2 provides a more detailed review of the literature, including peer-reviewed research publications on generational concepts and theory, talent management and succession planning. Chapter 3 details the methodology, which includes the means and approach through which data was collected in this study. Lastly, Chapters 4 and 5 present the findings of the study in addition to applications of the research and recommendations for leaders and HR practitioners.</p>

<p> Many professionals became childcare directors with little or no experience, training, supervision skills, or knowledge that supported teachers. Without those necessary skills that assisted childcare directors in providing a supportive environment, there was a greater chance for teachers to leave their positions, affecting the quality of care provided. The purpose of this qualitative case study was to explore perceptions childcare directors had regarding the effectiveness of transformational leadership skills taught in Strengths-Based Coaching^&reg; training as well as identify the challenges they faced integrating the transformational leadership skills within their center. There were three sources of data collected in the study: (1) individual interviews with 12 directors; (2) focus groups with 22 teachers who worked with the 12 directors since 2008; and (3) focus groups of eight Professional Development Specialists that consulted or coached the directors at their centers since 2008. Prior to implementing the study, a pilot study was conducted. Although 33 directors were initially identified, the final population for the pilot study was 27 directors; however, only three directors from Kansas City, Missouri, and one from St. Louis, Missouri agreed to participate. Interview questions were adjusted for clarity after the completion of the pilot study. Answers to the research questions were obtained by triangulating data gathered during interviews and focus groups. Findings showed transformational leadership skills taught in Strengths-Based Coaching^&reg; were effective due to better relationships and communication between staff and directors. Results indicated lack of time to practice and needing additional employees were issues that hindered directors from implementing leadership skills learned in Strengths-Based Coaching^&reg; to its fullest potential. Recommendations for educational practice included: Strengths-Based Coaching^&reg; training be expanded to other directors, offer a refresher course, provide additional resources, such as a coach, newsletter with coaching tips, and quarterly meetings for directors. Recommendations for further research included: gather additional qualitative data to measure support provided by directors, extend the population and conduct a cross-comparison analysis, collect quantitative data at different increments after the training, and conduct a longitudinal study to determine the effectiveness of transformational leadership on the organizational climate within childcare centers.</p>

<p> Students in developmental education face three types of barriers: institutional, situational, and affective. Current interventions focus on addressing institutional barriers; however, continuing low success and retention rates indicate a need for additional measures. Bandura's theory of academic self-efficacy provides a way to address the affective barriers faced by this student population. This study examines the impact of a series of three five-minute student success videos, based on the social modeling aspect of self-efficacy theory and developed using the Dick and Carey instructional design model, on the academic self-efficacy, retention, and success of developmental education students. A quasi-experimental research design was used to examine the effectiveness of the social modeling intervention. </p><p> Results from this study indicate that an intervention designed using academic self-efficacy as an underlying theory and the Dick and Carey model of instructional design as a creation and implementation guide did not have a significant impact on the academic self-efficacy of students enrolled in developmental education courses. Moreover, the intervention did not have an impact on success and retention rates. Additional analysis indicates that academic self-efficacy was not a significant predictor of either student success or retention. Further research regarding the link between academic self-efficacy and student success and retention at the developmental level is necessary. </p>

<p> Using Wylie's (2004) Model of Non-Traditional Student Attrition as the theoretical framework, results of the analysis revealed student- and nursing-program-related factors that facilitate or hinder successful completion of the program. Barriers of completion included (a) amount and difficulty of course requirements, (b) difficult test rubrics, (c) ineffective instructors, (d) full-time teaching, (e) difficulty in balancing work, family, and school responsibilities, (f) language barriers, and (g) separation of work and school environment. Results of the study further showed that resolution of students' personal obstacles hindering program completion included (a) time and financial management, (b) establishing good relationships with instructors, and (c) use of student support services. While there is a plethora of extensive studies that have developed theories to explain students' early departure from nursing programs, there are only limited studies conducted with respect to nurse programs' retention or attrition in terms of the factors that lead to success in nursing programs. This current study investigated the lived experiences of students currently enrolled in an Associate Degree in Nursing (ADN) program as well as those who have dropped out of the program at a Midwest community college. Data were collected from 13 participants who participated in the semi-structured interview and were analyzed through a modified Moustakas (1994) van Kaam method. Results can be utilized by educational institutions to create ways to eliminate these barriers. Colleges might be more willing to provide additional student support during enrollment if the external factors that help students achieve success could be identified.</p>

<p> This phenomenological research study examines the individual experiences of midcareer corporate managers (practitioners) with professional identity change, while undergoing work role transition to become college or university professors (scholars). Using a conceptual framework of culture, work role, and professional identity, this study focused on a group of twelve men and women who made an intentional decision to leave an objectively defined management role to enter a different subjectively defined teaching role. </p><p> The findings generated four conclusions. First, change in identity and work-role transition manifests with different affective responses in men and women. Second, cognitive decision making and intentionality are different for men and women in work role transitions. Third, career transitions are easier when autonomous decision making, continuing education opportunities, experimentation with provisional selves, and equal levels of social status, are present. Fourth, career transitions are more difficult when loss of social status and financial stability, liminality, and identity conflict or lack of career anchor, are observed. </p><p> Due to recent economic conditions related to the recession of 2008, and attendant fall-out related to the current career landscape, <i>Mid-life Career Changers from Industry to Academia</i> was the focus of a Professional Development Workshop during both the 73rd and 74th annual meetings of the Academy of Management (AoM). Because of growing interest in the topic, it has been included on the agenda of the AoM 75th annual meeting scheduled for Vancouver, Canada in 2015.</p>