n/a

Thesis (D.Min.)--Liberty Theological Seminary and Graduate School, 2007.

<p>AbstractInledningsvis beskrivs vad AT-tjänst i Sverige innehåller, samt grundläggandearbetsmiljömässiga omständigheter för AT-läkare. Bakgrunden tar upp teori om"den goda organisationen", motivation och stress, samt lagar och föreskrifter enligtSocialstyrelsen och Socialtjänstlagen. Syftet med uppsatsen är att belysa hur ATläkarnaser på sin arbetssituation i Stockholm, hur de formar sina yrkesroller ochhur de kan påverka sin situation. Sex studier från Sverige och andra länder tas uppgällande AT-läkare el. motsvarande, bl.a. gällande upplevd kompetens,receptförskrivande och känslan av att ge negativa besked. Intervjuer genomfördesmed åtta respondenter från SöS, DS och KS vilka spelades in och transkriberades.Dessa analyserades med hjälp av OpenCode. I resultatet framkommer tioparametrar; obehag, stress, behov, ansvar, kompetens, coping/agerande,jargong/kultur, bemötande/kommentarer, feedback samt handledning, vilka belysesmed citat från intervjuerna. Resultatet ger bland annat att respondenterna kännerobehag i situationer där de känner sig ensamma eller kommunikationen ärförsvårad, samt att ett ökat behov av handledning och ett mer individuelltbemötande finns. Stressupplevelser är vanliga liksom osäkerhet om den egnakompetensen. Önskemål om en mer valfri AT-tjänst framkommer.</p>

AbstractInledningsvis beskrivs vad AT-tjänst i Sverige innehåller, samt grundläggandearbetsmiljömässiga omständigheter för AT-läkare. Bakgrunden tar upp teori om"den goda organisationen", motivation och stress, samt lagar och föreskrifter enligtSocialstyrelsen och Socialtjänstlagen. Syftet med uppsatsen är att belysa hur ATläkarnaser på sin arbetssituation i Stockholm, hur de formar sina yrkesroller ochhur de kan påverka sin situation. Sex studier från Sverige och andra länder tas uppgällande AT-läkare el. motsvarande, bl.a. gällande upplevd kompetens,receptförskrivande och känslan av att ge negativa besked. Intervjuer genomfördesmed åtta respondenter från SöS, DS och KS vilka spelades in och transkriberades.Dessa analyserades med hjälp av OpenCode. I resultatet framkommer tioparametrar; obehag, stress, behov, ansvar, kompetens, coping/agerande,jargong/kultur, bemötande/kommentarer, feedback samt handledning, vilka belysesmed citat från intervjuerna. Resultatet ger bland annat att respondenterna kännerobehag i situationer där de känner sig ensamma eller kommunikationen ärförsvårad, samt att ett ökat behov av handledning och ett mer individuelltbemötande finns. Stressupplevelser är vanliga liksom osäkerhet om den egnakompetensen. Önskemål om en mer valfri AT-tjänst framkommer.

This research aims to probe into the influence of personalities and internship work condition toward technical and vocational students¡¦ willingness into tourism industry through questionnaires toward students who major in tourism so as to find out the following purposes: 1. The relations between demographic variations and technical and vocational students¡¦ willingness into tourism industry. 2. The relations between personalities and technical and vocational students¡¦ willingness into tourism industry. 3. The relations between work conditions (wage, working hours and working environment) and technical and vocational students¡¦ willingness into tourism industry. 4. The relations between interference of socialization experience and leadership and technical and vocational students¡¦ willingness into tourism industry. This research primarily working on questionnaire survey with eventually 79.56% valid responding rate by using spss 10.0 to analyze with mean, Cronbach¡¦ £\, descriptive statistics, correlation and multi-regression to verify assumptions. 1. Descriptive statistical analysis: (1) Work conditions: Regarding to students¡¦ response, the highest is work environment and the lowest is compensation. (2) Personality Trait: Regarding to students¡¦ response, the highest is Agreeableness and the lowest is Neuroticism. (3) Socialization: Regarding to students¡¦ response, the highest is work command and the lowest is goal and values. (4) Leadership: Students¡¦ response toward leadership tends to moderate (5) Willingness into tourism industry: Students¡¦ response toward leadership tends to moderate. 2.Correlation analysis¡G (1) Correlation analysis between demographic variations and willingness into tourism industry. 1. There¡¦s no correlation between gender and willingness into tourism industry 2. Positive correlation between major and willingness into tourism industry 3. Positive correlation between Dining Dept., Room Dept. and willingness into tourism industry. 4. Positive correlation between part-time experience and willingness into tourism Industry. (2) Correlation analysis between personality traits and willingness into tourism industry. 1. There¡¦s no correlation between personality trait of Openness and willingness into tourism industry 2. Positive correlation between personality trait of Conscientiousness, Extraversion, and Agreeableness and willingness into tourism industry 3. Negative correlation between personality trait of Neuroticism and willingness into tourism industry (3) Positive correlation between work conditions and willingness into tourism Industry. (4) Positive correlation between socialization and willingness into tourism industry. (5) Positive correlation between leadership and willingness into tourism industry. 3.Multi-regression analysis¡G (1)The interference of socialization between personality trait and willingness into tourism industry. Students with personality trait of Extraversion and Agreeableness could be reinforced willingness into tourism industry by socialization. (2)The interference of leadership between personality trait and willingness into tourism industry. Students with personality trait of Openness, Extraversion and neuroticism could be reinforced willingness into tourism industry by good interaction with supervisors. (3)There¡¦s no interference of socialization between work conditions and willingness into tourism industry. (4)There¡¦s no interference of leadership between work conditions and willingness into tourism industry.

This study examines educational leadership internship experiences at four public University System of Georgia universities. It is a qualitative multiple case study. The research presented contributes to the literature by providing information about leadership training through internship programs that was collected via interviews with program faculty and documentary analysis. Presentation of the data in this manner offers a comprehensive description of internship experiences at four universities within the state of Georgia. This description helps explain the linkages between classroom knowledge and its application as it relates to the internship experience. This study also utilizes cross-case analysis. Following the comprehensive presentation of each individual case, the four cases are considered together, and analyzed for similarities and differences. The purpose for analyzing the data in this manner is to provide both an in-depth analysis of each program and an understanding of the similarities and differences in internship experiences throughout the state of Georgia. The research presented in this inquiry contributes to the literature by providing information about internship programs through interviews with program faculty and data collected from the programs. The findings of this study could be of interest to university personnel as they examine and modify their criteria for designing internship experiences. Additionally, this investigation contributes to the literature by providing a comprehensive description of internship experiences at four universities. Through this study, the voices of the university personnel and information from the data collected provide insight into the overall experience of the educational leadership internship. Finally, this study provides insight into the correlation between classroom knowledge and the application of this knowledge within the field through internships.

Thesis (D. Min.)--Trinity Evangelical Divinity School, 1996. / Abstract. Includes bibliographical references (leaves 104-105).

Thesis (M.T.S.)--Catholic Theological Union at Chicago, 1991. / Vita. Includes bibliographical references (leaf [79]).

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

abstract: Background: The shortage of available dietetic internship (DI) positions for qualified applicants threatens the future of dietetics. Only about half of all applicants will obtain a slot. Additional internship positions are needed and can be offered only if more practitioners become preceptors. Objective: To examine the perceptions associated with the role of DI preceptor among nutrition and dietetic practitioners and identify barriers and motivators to becoming a DI preceptor in Arizona. Design: An online survey adapted from previous published instruments was administered between July and September 2011 to dietetic and nutrition professionals eligible to precept dietetic interns. Participants: RD, DTR, and school food service professionals on file with Arizona registries were invited to participate in the survey. A total of 675 subjects participated in the study. Statistical analyses performed: Chi-square analysis was used to assess differences between preceptors and non-preceptors for categorical variables. Independent t-tests were used to analyze differences between groups for continuous variables. Results: Respondents included 314 current or former preceptors and 361 non-preceptors with no significant differences in gender, age, or race between groups. Preceptors typically perceived the preceptor role more favorably than non-preceptors. Non-preceptors reported fewer benefits and more disadvantages to being a preceptor. Only 18% of non-preceptors knew how to become a mentor. Conclusions: Motivators for practitioners to become preceptors and continue in the role include personal benefits, dedication to the role and profession, and contributions to the workplace by interns. Barriers to mentoring interns include lack of compensation, increased workload, lack of support, lack of training, lack of resources, intern liability, and lack of knowledge of how to become a preceptor. Results of the study can be used to target barriers and emphasize benefits associated with the preceptor role to encourage participation in the preceptor process to make more internship positions available. / Dissertation/Thesis / M.S. Nutrition 2012