Sexual revictimization of college women is a relatively new area of study within the field of victimology. Although the link between childhood sexual assault (CSA) and adult revictimization has been examined, many aspects of why college-aged females are revictimized have gained little attention. This Master’s thesis will explore the current literature as well as analyze the possible link between risky behaviors, individual characteristics, and sexual revictimization. Using Jacquelyn W. White and Paige Hall Smith’s (2004) data, A Longitudinal Perspective on Physical and Sexual Intimate Partner Violence Against Women, bivariate analyses were conducted regarding the revictimization of college women. The findings suggest a few differences between single victims and revictims. The findings also suggested that nonvictims and revictims were found to have multiple differences across variables. Suggestions for future research will be discussed.

Employees across the world experience change in the workplace due to a fast-fluctuating environment in which organisations operate. According to Maumo and Kinnunen (1999) a transformation has taken place in the industrialised world of work over the last few decades. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and implies that rationalising of jobs are inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs, seek alternative employment (intention to quit) and relocate, all of which are likely to fuel job insecurity (Hartley, Jacobson, Klandermans & Van Vuuren, 1991; Iyo & Brotheridge, 2004). The unemployment rate in South Africa is one of the highest in the world with 36% of its citizens being unemployed in 1999 (Kingdon & Knight, 2001). What's more is that, according to the Quarterly Labour Force Survey, 4.1 million people in South Africa were classified as unemployed in 2009. Frequent reorganisation and statements regarding flexibi lity are signals that one's job security is not secure. Even vague signals of downsizing or change may encourage employees to have intention to quit (Iyo & Brotheridge, 2004). When organisations start to downsize, some people may expect to become unemployed. Sverke, Hellgren and Naswall (2002) state that organisational change is an antecedent to job security. Mauna and Kunnunen (1999) agrees that objective circumstances of an insecure job situation can be defined as the experience of job insecurity, while according to De Witte (1999) the growing emphasis on more flexible employment contracts also intensify feelings of job insecurity. Job insecurity has been found to predict stronger intention to quit within the organisation (Ashford, Lee & Bobko, 1989). This means that a flexible, multiskilled, knowledgeable, interchangeable and adaptable workforce are exposed to new management techniques as well as altered labour relations/human resource policies and activities, which in turn influence employers' obligations, employees' obligations, the state of the psychological contract, job insecurity and employees' intention to quit (Ekkerd, 2005). The primary objective of this research is to investigate the relationship between the psychological contract, individual characteristics, job insecurity and the intention to quit of security employees (N=217) in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations and the state of the psychological contract), an "individual characteristics" questionnaire, a job insecurity questionnaire and an intention to quit questionnaire. The research method for each of the two articles consists of a brief literature review and an empirical study. Factor analyses, as well as Cronbach alpha coefficients were computed to assess the reliability. Validity of the different product moment correlation coefficients, and regression analysis was used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations scale, employee obligations scale and the state of the psychological contract scale), the individual characteristics questionnaire, job insecurity scale and the employee's intention to quit scale. A practically significant correlation was found with a small effect between the state of the psychological contract, employer obligations and employee obligations. Results demonstrate a significant relationship between the psychological contract, type of contract, gender and tenure. No significant relationship was found between the psychological contract and age and qualification of the employees. Multiple regression analysis indicates that employee obligations predicted negative intention to quit. Job insecurity predicted positive intention to quit. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / MCom. Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

Employees across the world experience change in the workplace due to a fast-fluctuating environment in which organisations operate. According to Maumo and Kinnunen (1999) a transformation has taken place in the industrialised world of work over the last few decades. Downsizing, right-sizing or restructuring have become familiar terms in difficult economic conditions and implies that rationalising of jobs are inevitable. Organisations attempt to reduce costs, which in turn places pressure on employees to modify their jobs, seek alternative employment (intention to quit) and relocate, all of which are likely to fuel job insecurity (Hartley, Jacobson, Klandermans & Van Vuuren, 1991; Iyo & Brotheridge, 2004). The unemployment rate in South Africa is one of the highest in the world with 36% of its citizens being unemployed in 1999 (Kingdon & Knight, 2001). What's more is that, according to the Quarterly Labour Force Survey, 4.1 million people in South Africa were classified as unemployed in 2009. Frequent reorganisation and statements regarding flexibi lity are signals that one's job security is not secure. Even vague signals of downsizing or change may encourage employees to have intention to quit (Iyo & Brotheridge, 2004). When organisations start to downsize, some people may expect to become unemployed. Sverke, Hellgren and Naswall (2002) state that organisational change is an antecedent to job security. Mauna and Kunnunen (1999) agrees that objective circumstances of an insecure job situation can be defined as the experience of job insecurity, while according to De Witte (1999) the growing emphasis on more flexible employment contracts also intensify feelings of job insecurity. Job insecurity has been found to predict stronger intention to quit within the organisation (Ashford, Lee & Bobko, 1989). This means that a flexible, multiskilled, knowledgeable, interchangeable and adaptable workforce are exposed to new management techniques as well as altered labour relations/human resource policies and activities, which in turn influence employers' obligations, employees' obligations, the state of the psychological contract, job insecurity and employees' intention to quit (Ekkerd, 2005). The primary objective of this research is to investigate the relationship between the psychological contract, individual characteristics, job insecurity and the intention to quit of security employees (N=217) in the Vaal Triangle. A cross-sectional survey design was used. Constructs were measured by means of the psychological contract (employer obligations, employee obligations and the state of the psychological contract), an "individual characteristics" questionnaire, a job insecurity questionnaire and an intention to quit questionnaire. The research method for each of the two articles consists of a brief literature review and an empirical study. Factor analyses, as well as Cronbach alpha coefficients were computed to assess the reliability. Validity of the different product moment correlation coefficients, and regression analysis was used to examine the relationship between the constructs employed in this research. Significant differences are found between various individual characteristics and the scores of the psychological contract (employer obligations scale, employee obligations scale and the state of the psychological contract scale), the individual characteristics questionnaire, job insecurity scale and the employee's intention to quit scale. A practically significant correlation was found with a small effect between the state of the psychological contract, employer obligations and employee obligations. Results demonstrate a significant relationship between the psychological contract, type of contract, gender and tenure. No significant relationship was found between the psychological contract and age and qualification of the employees. Multiple regression analysis indicates that employee obligations predicted negative intention to quit. Job insecurity predicted positive intention to quit. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / MCom. Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

Power and influence in the democratic process is a controversial area. In an effort to contribute to this is the purpose of this study is to investigate the influence that public officials have in the political process and if theories connected to influence can be observed in officials’ statements. We also examined if it differs between two political areas (environment and school). The choice of these two areas is based on the fact that these differ in nature when it comes to technical complexity. The study examines four public administrative officials, two administrators that work in the environmental area and two from the school area. We used semi-structured interviews in which the public officials subjective experience of influence were discussed. The study showed that the public officials in general have the opportunity to influence the political process through key factors such as their expertise, participating in networks and trough certain personal characteristics. We also saw that the public officials differ between the two areas concerning some of these key factors.

The purpose of this paper is to investigate how individuals with different characteristics make their choice-decisions when consuming STIGA table tennis blades, which are combinations of various attributes, such as price, control, attack, etc. It is expected that the general trend of choice behavior on this special commodity can be, at least to some extent, revealed. Data were collected using questionnaires sent to registered members of a table tennis club in China. The questionnaires included information and questions about individuals’ monthly income levels, ages, technique styles, etc. A multinomial logit model was then applied to analyze factors determining Chinese consumers’ choice behavior on STIGA table tennis blades. The results indicated that the main element influencing Chinese consumers’ choice of STIGA ping-pong blades was the technique style and other variables did not seem to influence the choice of table tennis blades. These results might be explained by the limited sample size as well as unmeasured and immeasurable factors. Thus, a more extensive research is needed to be conducted in the future.

The paper examines effects of individual characteristics, household characteristics and impact of having a child in a household on usage of formal savings services in Malawi. The result of the paper suggests that individuals with certain characteristics do increase their chance of having at least one formal savings account and total amount in the saving account. Typically, males and household head have positive correlation. In addition, having a stable income occupation increases individuals’ usage of formal savings services. Lastly, there is negative effect on formal savings account if an individual has a child under 3 in the household. Data used in this paper is collected through field experiment in over 320 villages in Malawi.

<p> This study aims to examine the relationship between individual characteristics and response to community mental health facilities. Four sets of factors are considered: demographic characteristics, socio-economic characteristics, locational characteristics and individuals' sets of beliefs. Only the last factor, beliefs, which includes attitudes toward mental illness and religious beliefs, exhibits strong and consistent relationships to attitudes toward community mental health facilities. Weaker relationships are observed with the demographic and socio-economic variables. </p> <p> The results of the study provide implications for both the development of theory and planning policy. Theoretically, the link between community characteristics and reactions to facilities is established. From the empirical evidence, tangible policy considerations to aid the effective location of facilities are suggested. These concern zoning legislation as well as methods of identifying potential "acceptor" and "rejector" -neighbourhoods. Finally, directions for further research are suggested. </p> / Thesis / Bachelor of Arts (BA)

Att använda magkänslan som bedömningsunderlag i rekryteringsprocesser anses förlegat och forskning indikerar på att det leder till diskriminering och felrekryteringar. Istället föreslås att rekryteringen ska vara kompetensbaserad och därmed generera ökad mångfald. Syftet med studien var att studera vad rekryterare anser är viktigast vid valet av nya medarbetare samt vad rekryterarens magkänsla har för inverkan vid valet av nya kandidater. Tolv rekryterares uppfattningar har analyserats med en kvalitativ innehållsanalys. Resultatet visar på att olika bedömningsunderlag används och det finns en skillnad mellan branscher. I vissa branscher utförs personlighets- och intelligenstester medan det i andra branscher föredras närvaro eller att passa in i arbetsgruppen. Magkänslan spelar in i alla rekryteringsprocesser och kan både leda till diskriminering och en god matchning mellan person och tjänst, mycket beroende på rekryterarens erfarenhet i yrket. Bedömningen blir dock mer objektiv ju fler bedömningsunderlag som används. / Using gut instinct as assessment base in recruitment processes are considered outdated and research indicates that it results in discrimination and recruiting the wrong candidates. Instead competency-based recruitment should be used, to increase diversity. The aim was to study what recruiters consider are most important when choosing employees as well as what impact their gut instinct has in the selection. The perception of twelve recruiters has been analysed with qualitative content analysis. Results shows that different assessment bases are used and there’s a difference between industries. In some industries, personality and intelligence tests are used while other industries prefer presence or a fit into the team. Gut instinct has an impact on all recruitment processes and can lead to both discrimination and a good match between the person and the service, highly dependent on the recruiter’s experience in the profession. The assessment is more objective the more assessment bases used.

A Educação a Distância traz novas formas de aprender e atender às exigências por qualificação profissional. Seguindo esta tendência, a oferta de cursos de graduação a distância cresce rapidamente no Brasil e levanta questões para discussão sobre a qualidade e efetividade dessa modalidade de ensino. Nesse sentido, avaliar ações educacionais a distância e identificar preditores de resultados imediatos e efeitos de longo prazo, por meio de relatos empíricos, podem trazer contribuições significativas para suprir lacunas de pesquisa e contribuir para a prática, aprimorando todas as etapas da ação educacional. Dessa forma, a presente pesquisa tem como objetivo identificar variáveis preditoras de aprendizagem relacionadas às características individuais (autoeficácia, motivação para aprender e frequência nos recursos da web). Para tanto, foi avaliado um curso de Pedagogia a distância ofertado desde 2009 por uma instituição de ensino de natureza privada. Os instrumentos Escala de Autoeficácia e Escala de Motivação para aprender foram adaptados para o contexto da EAD e passaram por validação semântica e por juízes antes de serem utilizados. A coleta de dados foi realizada por meio da internet e presencialmente, sendo respeitados os aspectos éticos envolvidos. Foram realizadas análises fatoriais exploratórias e confirmatórias para verificar evidências de validade dos instrumentos de medida, que se mostraram válidos e confiáveis. A análise de regressão múltipla padrão foi realizada para investigar o relacionamento entre as variáveis. As variáveis frequência nos recursos da web e motivação para aprender se comportaram como preditoras de aprendizagem. Os resultados evidenciam a importância da interação entre pares e tutores na modalidade de ensino a distância e contribui para aprimorar os cursos, desde o planejamento das atividades até a avaliação. Mais pesquisas são necessárias para sistematizar os conhecimentos sobre aprendizagem na EAD e a qualidade dos cursos de graduação a distância / Distance Education brings new ways to learn and meet the requirements for professional qualification. Following this trend, the offer of undergraduate distance courses is growing rapidly in Brazil and raises questions to discuss the quality and effectiveness of this modality of education. In this sense, evaluating educational actions at a distance and identifying predictors of immediate results and long-term effects, through empirical reports, can bring significant contributions to fill research gaps and contribute to practice, improving all stages of educational action. Thus, the present research aims to identify predictive variables of learning related to the individual characteristics (self efficacy, motivation to learn and frequency in the web resources). For that, a distance course Pedagogy offered since 2009 by a private educational institution was evaluated. The Self-efficacy Scale and Motivation to learn Scale instruments were adapted to the context of EAD and underwent semantic validation and judges before being used. Data collection was done through the internet and in person, respecting the ethical aspects involved. Exploratory and confirmatory factorial analyzes were carried out to verify evidence of validity of the measuring instruments, which proved to be valid and reliable. Standard multiple regression analysis was performed to investigate the relationship between variables. The variables frequency in the web resources and motivation to learn behaved as predictors of learning. The results show the importance of the interaction between peers and tutors in the distance learning modality and contributes to improving the courses, from the planning of activities to the evaluation. More research is needed to systematize learning knowledge in Distance Learning and the quality of distance learning courses

付記する学位プログラム名: デザイン学大学院連携プログラム / 京都大学 / 新制・課程博士 / 博士(工学) / 甲第24607号 / 工博第5113号 / 新制||工||1978(附属図書館) / 京都大学大学院工学研究科機械理工学専攻 / (主査)教授 椹木 哲夫, 教授 小森 雅晴, 教授 泉井 一浩 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DFAM