區志強. / 論文(哲學碩士) -- 香港中文大學硏究院社會工作學部, 1997. / 參考文獻: leaves 141-147. / Ou Zhiqiang. / 摘要 --- p.I / 鸣谢 --- p.II / 目錄 --- p.III / 附錄目次 --- p.V / 序 --- p.VI / Chapter 第一章 --- 緒論 --- p.1 / Chapter 第一節 --- 澳門社會福利之發展 --- p.1 / Chapter 第二節 --- 硏究問題的性質 --- p.7 / Chapter 第三節 --- 硏究目的 --- p.10 / Chapter 第四節 --- 硏究的重要性和意義 --- p.12 / Chapter 第五節 --- 本論文之撰寫架構 --- p.15 / Chapter 第二章 --- 文獻探討 --- p.16 / Chapter 第一節 --- 澳門社會福利人力資源之文獻探討 --- p.16 / Chapter 第二節 --- 國際上對社會福利人力資源之文獻探討 --- p.19 / Chapter 第三章 --- 理論架構 --- p.43 / Chapter 第一節 --- 理論架構 --- p.44 / Chapter 第二節 --- 槪念界定 --- p.46 / Chapter 第四章 --- 硏究方法 --- p.47 / Chapter 第一節 --- 硏究性質 --- p.47 / Chapter 第二節 --- 研究對象 --- p.47 / Chapter 第三節 --- 資料捜集方法 --- p.48 / Chapter 第四節 --- 硏究程序 --- p.56 / Chapter 第五章 --- 硏究結果的描述 --- p.57 / Chapter 第一節 --- 澳門社會福利機構的現況 --- p.57 / Chapter 第二節 --- 澳門社會福利人力資源的現況 --- p.61 / Chapter 第三節 --- 澳門社會福利人力資源之表達性需求 --- p.82 / Chapter 第四節 --- 澳門社會福利人力資源之規範性需求 --- p.90 / Chapter 第五節 --- 澳門對受訓社工的供給 --- p.96 / Chapter 第六章 --- 硏究結果之分析與討論 --- p.98 / Chapter 第一節 --- 澳門社會福利發展之分析 --- p.98 / Chapter 第二節 --- 澳門社會福利人力資源之分析與討論 --- p.102 / Chapter 第三節 --- 澳門社會福利人力資源質素的分析與討論 --- p.108 / Chapter 第四節 --- 社會工作人力資源的受僱模式 --- p.110 / Chapter 第五節 --- 澳門社會福利人力資源的需求與供給之分析 --- p.113 / Chapter 第六節 --- 影響人力規劃的因素 --- p.121 / Chapter 第七節 --- 硏究問題的回應摘要 --- p.128 / Chapter 第七章 --- 結論和建議 --- p.132 / Chapter 第一節 --- 澳門社會福利人力資源之發展與困境 --- p.132 / Chapter 第二節 --- 對澳門社會福利人力資源規劃之建議 --- p.136 / 參考書目 --- p.141

Thesis (Ph.D.)--Texas Christian University, 2006. / Title from dissertation title page (viewed Sept. 6, 2006). Includes abstract. Includes bibliographical references.

Abstract not available

General aviation pilots continue to be over represented in aircraft accidents in comparison to their commercial counterparts. Of those general aviation aircraft accidents that occur, a large proportion has been attributed to poor aeronautical decision-making. Previous research suggests that a leading factor that precipitates poor decision-making is an unrealistic assessment of the risks. Contemporary aviation training programmes do not necessarily target risk management as a distinct skill. Rather, it is assumed that risk management skills are acquired through pilots’ interaction with the environment and through the acquisition of factual information relating to the statistical frequency of accidents and/or incidents. The primary aim of this thesis was to examine the utility of various training strategies to improve pilots’ risk management behaviour. Throughout this thesis, it was assumed that pilots’ risk management behaviour would be reflected in their performance during a variety of low-flying activities. Three experiments were conducted, the first of which examined the utility of three different training approaches, where pilots were either cognitively active (i.e., flying a simulated flight and receiving feedback in relation to performance) or cognitively inactive (i.e., reading a newsletter or watching a video) during training. The second experiment examined the impact of cognitive involvement and feedback on individual’s risk management behaviour, while the third examined the extent to which information acquired during a low-flying training flight would generalise to other tasks which differed in terms of cognitive load. The results provided support for a training programme that engaged the pilots cognitively during training. However, the extent to which the information acquired during training will generalise to other tasks appears to be contingent on a number of factors (i.e., memory, experience, and cognitive involvement). The results of this study are discussed in terms of both a theoretical and an applied perspective. / Doctor of Philosophy (PhD)

published_or_final_version / Social Work and Social Administration / Master / Master of Philosophy

Thesis (Ph. D.)--Oregon State University, 2010. / Printout. Includes bibliographical references (leaves 238-250). Also available on the World Wide Web.

Thesis (M.A.)--Marshall University, 2002. / Title from document title page. Document formatted into pages; contains viii, 38 p. Includes bibliographical references (p. 35-38).

MPH / Department of Public Health / See the attached abstract below

published_or_final_version / Business Administration / Master / Master of Business Administration

Empirical research exploring the complex phenomenon of job burnout is still considered to be in its infancy stage. One clearly established stream of research, though, has focused on the antecedents of the three job burnout components: emotional exhaustion, depersonalization, and personal accomplishment. In particular, situational characteristics have received a great deal of attention to date. Four situational factors: (1) role ambiguity, (2) role conflict, (3) quantitative role overload, and (4) organizational support were included in this analysis to test their significance as predictors of job burnout. Another set of antecedents that has received far less attention in job burnout research is personal dispositions. Individual differences, most notably personality traits, may help us understand why some employees experience burnout whereas others do not, even within the same work environment. Four personality characteristics: (1) self-esteem, (2) locus of control, (3) communal orientation, and (4) negative affectivity were included to test their significance as predictors of job burnout. An on-site, self-report survey instrument was used. A sample of 149 human service professionals employed at a large government social services department voluntarily participated in this research. The main data analysis techniques used to test the research hypotheses were canonical correlation analysis and hierarchical analysis of sets. While role ambiguity showed no significant associations with any of the three job burnout components, the remaining situational factors had at least one significant association. Among all the situational characteristics, quantitative role overload was the strongest situational predictor of emotional exhaustion and depersonalization, while organizational support was the strongest situational predictor of personal accomplishment. The personality predictor set as a whole showed a significant relationship with each of the job burnout components, providing strong proof that dispositional effects are important in predicting job burnout. Among all the personality characteristics, negative affectivity was the strongest personality predictor of emotional exhaustion and depersonalization, while communal orientation was the strongest personality predictor of personal accomplishment. Comparisons between the personality and situational predictor sets revealed that personality characteristics were the stronger predictor for all three of the job burnout components. No interactions among the situational and personality predictors proved significant.