Class of 2006 Abstract / Objectives: To gain insight into current trends in pharmacy employment directly after graduation in the areas of community, hospital, pharmacy practice residencies and to relate those findings to environmental factors within the field. Methods: An exit survey was distributed to fourth-year students at The University of Arizona College of Pharmacy (UACOP) in the spring prior to graduation during the years 1993 to 2005. Among other items, the survey inquired about each student’s initial job selection. Group I consisted of data from the graduates of 1993-1995, Group II contained graduates from 1996-2000, and Group III included data from students during the years 2001-2005. The groups were compared using the chi-square method. Results: Data were collected from a total of 688 graduating students over the thirteen year period. Groups were assigned based upon the year of graduation. The largest reported difference between the groups was the percentage of students pursuing community practice, increasing from 25% to 51.8% between the groups, respectively (p <0.0001). Additionally, a significant reduction in percentage of students pursuing residency training was also noted, decreasing between Group I (36.2%) and Group III (23.7%), with p = 0.006. There were no significant changes in the percentage of students taking hospital positions throughout the study duration. Conclusions: Over the last 13 years, the percentage of students from The University of Arizona College of Pharmacy that choose community pharmacy as their initial employment is increasing. The percentage of students starting out in hospital pharmacy has remained relatively stable, while the fraction of students choosing to pursue residency training is declining. This trend may be influenced by a variety of factors, including increased salaries in community pharmacy, more openings in the retail practice area, and increased competition for residency positions.

Thesis advisor: Christopher R. Glass / This executive dissertation assumes a sensemaking lens to investigate how Assistant and Associate Vice President (AVP)-level administrators in student affairs approach their supervisory roles within the current climate of higher education and employment. The study’s primary goal is to identify how leaders can prepare for changing employment trends and transitions to facilitate and support positive outcomes and satisfaction within their departments and for their staff. The COVID-19 pandemic cast an unforgiving spotlight on longstanding issues within employment in the student affairs profession, which ruptured under the pressures of the outbreak, socio-political upheaval, and massive demographic shifts. Though turnover trends have plagued the student affairs profession for years, COVID-19 demonstrated the inability of traditional human resource practices to meet the changing needs of employees and institutions. This study addresses the following research questions: 1) how do AVP-level student affairs administrators make sense of employment data and trends to inform their supervisory practice? and 2) how do AVP-level student affairs administrators make sense of their role (relationship + actions) in supporting staff members beyond university-wide HR efforts? To answer these questions, this dissertation employed a qualitative approach using semi-structured interviews. The main results of the study identified five themes, including issues of recruitment, retention, and resignation; shifts in worker norms; considerations of the identity of a supervisor; changing workforce trends; and institutional priorities. These themes notably revolved around the need for AVPs to navigate various forms of tension. These findings have substantial implications for enhancing supervisory approaches to support positive outcomes for student affairs professionals, supporting recommendations for new pathways to the profession, and creating space for proactive versus reactive approaches to employment trends. Ultimately, the goal is to support increased satisfaction and retention in the field of student affairs. The findings contribute to research by addressing trends in an increasingly multigenerational workforce, supervisory approaches in student affairs, and strategies for navigating societal and demographic shifts. / Thesis (EdD) — Boston College, 2024. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

The society is becoming more and more dependent on automated solutions. Automation in the transport and logistic sector is accelerating and highly automated trucks, with level four on the SAE scale, are expected to be commercial in the near future. Although it is a common notion that automation leaves humans idle and hence redundant, history proofs the contrary. Technology has always yielded more jobs than it has replaced, though it has resulted in a bigger need for workers to acquire new skills fast. With the development of highly automated trucks, the driver will have the possibility to shift focus from the road during automated driving and hence being able to do other activities. This thesis work has investigated which activities the truck drivers can perform, to create value for the hauliers. It has also investigated what kind of persons that will fit for the changed work tasks. A theoretical study was made where the changing truck industry and humanautomation interaction overall were investigated. Other professions subject to automation in general, and the aerospace and train industry in particular, were also studied in order to forecast how the automation of trucks can affect the role of the driver. An empirical study was made where ten hauliers, four drivers and two pilots were interviewed. Further, a focus group was conducted with six drivers and a survey was sent out to be answered by drivers. The identified value bringing activities were in brief; administrative work, time-saving activities, activities that enhance the drivers' well-being as well as activities of the drivers' own interests. Further, the insights resulted in four personas of potential future truck drivers, which all had different levels of work experience and worked for road carriers that differed in size, from small family business to large international companies. / Samhället blir mer och mer beroende av automatiska system och utvecklingen går snabbt. Inom transportsektorn har utvecklingen av lastbilar med avancerade automatiska funktioner accelererat och lastbilar med nivå fyra på den internationella SAE-skalan beräknas vara ute på marknaden inom en snar framtid. Trots den allmänna uppfattningen om att automatisering av vissa sysslor ersätter människan och lämnar henne sysslolös, så bevisar historien motsatsen. Ny teknik har alltid resulterat i mer jobb än det har ersatt, dock har det ställts högre krav på att människan skall införskaffa sig nya färdigheter snabbt. Genom utvecklingen av lastbilar med avancerade automatiska funktioner så kommer föraren kommer att ha möjligheten att skifta fokus ifrån vägen under automatiserad körning och kommer alltså kunna ägna sig åt annat än att köra. Detta examensarbete har undersökt värdeskapande aktiviteter för åkeriägare, som förare av fjärrbilar kan ägna sig åt under automatiserad körning. Det har också undersökt vilka personer som kommer passa för dem förändrade arbetsuppgifterna. En teoretisk studie genomfördes där den föränderliga lastbilsindustrin samt interaktionen mellan människa och automatisering undersöktes. Vidare undersöktes även andra yrken som påverkats av automatisering, då särskilt tåg- och flygindustrin, för att förutspå hur automatisering av lastbilar kan påverka förarens roll. En empirisk studie genomfördes där tio åkeriägare, fyra förare och två piloter intervjuades. Vidare hölls en fokusgrupp med sex lastbilsförare samt att en enkät skickades ut för att samla in ytterligare uppgifter ifrån lastbilsförare. De identifierade värdeskapande aktiviteterna är i korthet; administrativt arbete, tidssparande aktiviteter, aktiviteter som ökar förarnas välmående samt aktiviteter av förarnas egna intressen. Vidare så resulterade insikterna i fyra persona av potentiella framtida lastbilsförare, som alla hade olika mycket arbetserfarenhet samt arbetade för åkerier som varierade i storlek, ifrån mindre familjeföretag till större internationella företag