As non-Catholic teachers are being hired into Catholic high schools, they are inducted into the school mission that participates in the Catholic Church’s mission for evangelization. The research on the non-Catholic teachers’ perspectives and experiences of this mission formation is underdeveloped. This study explores the process of Catholic school mission formation conducted by school leaders for non-Catholic teachers in the region of Southern California. Specifically, it examined the perception of non-Catholic teachers’ experience about their mission formation at the Catholic high schools. Simultaneously, it investigated the perception of school leaders in their practice of mission formation for non-Catholic teachers. Drawing upon the phenomenological school of thought, this study uses the method of narrative inquiry. Through semi-structured interviews of non-Catholic teachers and school leaders, this study collected data through their stories of mission formation in the Catholic high school system. The participants for this study were selected through purposeful and convenience sampling. According to the findings, the study demonstrates a relationship of the participants’ conceptual framework of evangelization and their self-understanding of participating in mission, as well as to how effective the school leadership supports them in school mission. Corresponding to Shields’ (2008) study, the study concludes that any induction program will have to admit the limits it can offer but consider the critical starting point: the story that brought them to the school. The findings also demonstrate an opportunity for school leaders to reconsider their practice.

No description available.

Abstract Addiction to drugs and alcohol is a widespread, and ever-growing problem in American society today. Individuals who undergo treatment for their addiction often find it difficult to gain employment due to employers' negative perceptions of addiction. Previous research has found that many employers have a stigma of those in addiction recovery. However, little research has been done to determine if these stigmas affect hiring decisions. Drug and alcohol misuse are prominent in the Appalachian area, which presents an issue for employers in the area who maintain a drug-free work place or who have a stigma of those in addiction recovery. The proposed study will assess employers’ attitudes towards applicants who have a history of substance misuse and/or are in treatment for substance misuse, with specific focus on self-reported likelihood of hiring an applicant who is in recovery. We hypothesize that employers will report a decreased likelihood of hiring individuals who are in recovery for substance misuse. Participants who are at least eighteen years of age and English-speaking will complete a survey on the REDCap web platform that includes a subset of questions from the Addiction Attitudes and Beliefs Scale (AABS). Items that will be used to assess employers’ attitudes were adapted from the Substance Use Stigma Mechanisms Scale (SU-SMS) and the Perceived Stigma Addiction Scale (PSAS). The proposed study is part of a larger study that is assessing attitudes and beliefs toward addiction among employers and within faith communities, as well as perceived stigmas experienced by those who are living with addiction or have a history of substance misuse, with particular emphasis on attitudes within the Appalachian Highlands community. Possible limitations of this proposed study include the lack of generalizability since employers in the Appalachian area may not be representative of the overall population. Another possible limitation is the use of self-report measures. Participants may not be willing to report accurately due to the sensitivity of the topic. If results of the proposed study support our hypothesis, further research should look at ways to reduce stigma and support employers in hiring those in addiction recovery. Existing research suggests that employment is vital for addiction treatment success and is associated with a decreased likelihood of relapse, making the need for the amelioration of this stigma imperative in dealing with the addiction crisis.

The purpose of this study was to show how hiring standards of evidence for graphic designers in Utah County compared with the national standards of evidence. The four major national standards of evidence for hiring graphic designers, identified by American Institute of Graphic Arts (AIGA) and Goldfarb, in order of importance are portfolio, recommendations, personality, and education. The data from this study revealed that Utah County employer's standards of evidence matched up closely to national standards of evidence, but the order of importance was slightly different because personality was ranked ahead of recommendations and education.

[pt] Este artigo estuda o impacto de um dos maiores programas de aprendizagem do mundo, o programa Jovem Aprendiz no Brasil, nas decisões de contratação das empresas. O programa teve como objetivo expandir as oportunida desde emprego para jovens, combinando incentivos fiscais e cotas de contratação para que as empresas contratem aprendizes. No entanto, esses incentivos não impedem que as empresas substituam contratos de não aprendizes por contratos de aprendizes. Para avaliar esses efeitos, utilizamos uma abordagem de diferenças em diferenças escalonadas, que aproveita um limite exógeno para a entrada no programa. Nossos resultados indicam que as empresas aumentam a contratação de aprendizes após ultrapassar o limite. No entanto, esse aumento é acompanhado por uma redução na entrada de trabalhadores entrantes que não são aprendizes, o que é consistente com a hipótese de substituição. / [en] This paper studies the impact of one of the largest apprenticeship programs in the world, the Jovem Aprendiz program in Brazil, on firms hiring decisions. The program aimed to expand job opportunities among young individuals by combining tax incentives and hiring quotas for firms to hire apprentices. However, these incentives do not prevent firms from substituting non-apprentice contracts for apprentice contracts. To assess these effects, we use a staggered differences-in-differences approach that leverages an exogenous threshold for entry into the program. Our results indicate that firms increase the hiring of apprentices after surpassing the threshold. However, this rise is accompanied by a decline in the entry of non-apprentices first-time workers, consistent with the substitution hypothesis.

No description available.

Studien avsåg att undersöka funktionsvarierades möjligheter att få en anställning på den svenska arbetsmarknaden baserat på arbetsgivares attityder till att anställa arbetssökande med funktionsvariation inom handel och kontor. Studien genomfördes som en enkätstudie och riktades till arbetsgivare där chefers och annan rekryterande personals attityd till att anställa arbetssökande utifrån tolv typer av funktionsvariationer undersöktes. I enkäten deltog 57 personer varav 30 från kontorsbranschen och 27 från handel. Resultaten indikerade att arbetsgivare generellt hade en negativ attityd till att anställa arbetssökande med funktionsvariationer. Störst sannolikhet att bli anställd hade arbetssökande med “hörselnedsättning” medan arbetssökande med “svåra besvär med dyslexi och/eller dyskalkyli” hade lägst sannolikhet att bli anställd. Studiens slutsats var att arbetssökande med funktionsvariationer hade sämre möjligheter att få en anställning jämfört med arbetssökande utan funktionsvariationer inom branscherna handel och kontor, när andra variabler som kön, ålder och utbildning inte kunde påverka arbetsgivarnas attityder. / The study aimed to investigate disabled persons opportunities to get a job in the Swedish labor market based on employers' attitudes to employing persons with disabilities in trade and offices. The study was a questionnaire study and was aimed towards employers’ attitudes to hiring persons based on twelve types of disabilities. The survey was attended by 57 people, of whom 30 came from the office industry and 27 from trade. Results showed that employers generally had a negative attitude towards hiring persons with disabilities. Persons with "hearing impairment" had the highest probability of being employed, while persons with "severe problems with dyslexia and/or dyscalculia" had the lowest probability of being employed. The conclusion of the study was that people with disabilities had inferior opportunities to persons without disabilities in the industries trade and offices, when other variables such as gender, age and education could not influence employers' attitudes.

This research seeks to grasp the effect that trust in algorithm word has on the decisions made by hiring managers when it comes to selecting candidates. Specifically, this research will focus on whether trust in algorithms affects how much emphasis hiring managers put on important traits such as Experience, Education, and Qualifications. Ultimately, the goal of this research is to assess whether algorithm formulas or traditional assessment methods are currently producing better hires for organizations. Understanding the impact of trust in algorithms will help determine which method is best for employers to use moving forward. Also, how managers cope with bias and what role they play during the hiring selection. The data collected from the experiment will help identify and analyze Artificial Intelligence's impact on hiring managers' decisions. The study will also use the data from the experiment to test the hypothesis. Ultimately, this will help us to determine if Artificial Intelligence can reduce bias in the recruitment process and provide employers with more accurate insights into applicants' abilities. This study is expected to lead to more efficient and effective use of Artificial Intelligence in recruitment while helping employers make more informed decisions. We hope this research will pave the way for a more equitable hiring process by reducing bias and providing an objective evaluation of applicants' abilities. By having such a variety of diversity in Industries, Race and Gender, this research is a piece of real world that every employer can replicate for their hiring or training employees. We look forward to seeing how AI can improve the recruitment process. By accurately assessing applicants and considering their abilities, employers can make informed decisions that benefit both applicants and employers. / Business Administration/Human Resource Management

This thesis examines how hiring managers promote inclusion in the cybersecurity sector. Conducted as a case study in a small to medium-sized multinational cybersecurity company, the research involved qualitative methods and semi-structured interviews. Findings reveal that hiring managers use strategies like unbiased recruitment, customized onboarding, team collaboration, trainings, and regular one-on-one meetings to foster inclusion. However, they face challenges such as a limited talent pool, budget constraints, cultural and language barriers, resistance to inclusion efforts, the impact of remote work, and a lack of formal tools and metrics. The study highlights the complex role of hiring managers in achieving workplace inclusion and suggests integrating sustainability and sustainable human resources practices to enhance inclusion efforts. Further research is recommended on the long-term effects of these initiatives, the intersectionality of identity groups, and the impact of emerging technologies and remote work on inclusion.

This dissertation explores the perceptions of different groups of people (subsystems) who affect and are affected by the phenomenon of day labourers in Tshwane. Three "day labourer sites" were identified. Businesses, residents, police, metro-police and the municipality directly connected to these sites were interviewed. Their perceptions were analysed using the systemic frame of reference. The data was processed to describe perceptual relational patterns between the day labourers and the different subsystems. The following themes amongst these relational patterns were identified and described: employment, law and order, contact between subsystems, sharing the environment / community and resources / facilities. These themes were described in relation to the Bill of Rights (Chapter 2 of the Constitution of the Republic of South Africa, 1996). This research aims to highlight some of the voices of the groups affecting and affected by the phenomenon of day labourers. / Social Work / M.A. (Mental Health)