<p> This study presents the specific problem surrounding the lack of empirical research for improving engagement and ongoing supervision between criminal justice practitioners and offenders. The purpose of this qualitative descriptive single-case study dissertation aimed to investigate job roles and social contact for improvement of engagement with special needs federal offenders in community corrections. This study used a descriptive framework comprised of, education, training, and leadership and management as a special interest. Face-to-face semi-structured interviews used a purposeful and snowball approach. The participants were 10 criminal justice practitioners, five Case Managers and five United States Probation Officers that provide transitional services to the federal offenders with special needs. Three themes emerged based on the participant&rsquo;s perceptions and experiences regarding job roles and social contacts with offenders. The themes were as follows: (a) managing offenders and professionalism, (b) influence of education and training, and (c) setting the tone and culture of the organization. The research discovered that a professional rapport is essential for engaging offenders. This study discovered the ramifications of communicating expectations of transitioning into society and its impact on recidivism. Further implications for leadership to consider based on this study is a need for a comprehensive approach for how to properly mange offenders with special needs. Recommendations for seeking appropriate means for offering professional development opportunities for all practitioners in community corrections is proposed to correctional leaders.</p>

<p> Healthcare today is constantly transforming as hospital systems are challenged to maximize productivity and value. Factors such as occupational stress, difficult working conditions, unresolved conflict, lack of leadership, and increased complexity of healthcare foster disruptive and uncivil behavior and directly impact work performance, patient safety, and the physical well-being of those providing or supporting the care given to patients. The objectives of this study were to: 1. assess the prevalence of incivility within a large metropolitan healthcare organization, 2. determine differences in the frequency of incivility within select occupational groups, and 3. examine the relation between incivility and productivity, organizational commitment, job satisfaction, and workplace stress. The study was a cross-sectional, correlation design, using survey methodology. Data were collected from employees working in one organization consisting of an acute care facility, outpatient centers, and ambulatory locations. The study population included direct and non-direct patient care job categories and physicians.</p>

<p> This study posits a new research model for Armenian American leadership. The study aims to fill the void in Armenian American leadership literature, while adding to the leadership studies of other ethnic and racial groups in the United States of America. Furthermore, this study aims at discovering the unique characteristics of Armenian American Leadership in relation to cultural acculturation and more specifically how Anglo-cultural influences in leadership may or may not enable a better understanding of diversity within the Armenian American community, along with the role of trend development. </p><p> This study examines similarities and differences of leadership styles by analyzing the data both from elected officials and none elected leaders of major Armenian organization in Glendale (who are not elected by registered voters of City of Glendale, but by members of their organization). Furthermore, the study examines the relationship between leadership style, and acculturation in Glendale among Armenian American elected leaders, and non-elected leaders. Specifically, the study aims to determine specific and unique leadership behaviors among respondents reflecting perceived leadership styles, and their commitment to a cause. Additionally, this study seeks leader identification of individual acculturation level as means of examining associations between acculturation, and leadership styles. </p><p> Correlational analyses were performed to compare the study's findings based on samples drawn from the Multifactor Leadership Questionnaire (MLQ) and Acculturation Rating Scale for Armenian Americans (ARSAA) developed by using the Acculturation Rating Scale for Mexican Americans (ARSMA-II), whereas, past similar scales have never used literature and data to justify the revision and adaptation of the scale from "Mexican" to "Armenian" but this study does. </p><p> The study aims to increase understanding of Glendale's Armenian American residents, and community leaders in terms of leadership perception, style, and relationship to the future and growth of the community. Additional exploration of the relationship between acculturation, and self-perceived leadership style, of Glendale's Armenian American elected leaders will add to the body of leadership literature pertaining to acculturation, as well as to Armenian American ethnic culture, self-identity, and overall influence within the culture. Lastly, the study will enable deeper understanding of history, dynamics, and characteristics of Armenian Americans in Glendale by penetrating the history of the community and leaders, all with an eye on present dynamics. It is anticipated that this study will lead to future studies of ethnic-specific leadership styles, especially those of the under-researched Armenian American community.</p>

<p> The purpose of this study was to explore the perceptions of public child welfare social workers focusing on the relatively new law The Fostering Connections to Success Act, otherwise known as AB-12. A questionnaire was designed to investigate research questions regarding workers perceptions on caseload, training, supervision, court, and ability to work with youth from 18 to 21 years old. The researcher distributed the questionnaire in two Los Angeles County Department of Children and Family Services regional offices where 38 respondents participated.</p><p> The study found the respondents reported positive attitudes regarding the AB-12 program and about their new role. Most respondents agreed that AB-12 was a much needed program and that it will increase life outcomes for youth. In addition, most workers reported that they were confident in their abilities to engage with the AB-12 population and agreed that they are confident in their abilities to meet the needs of nonminor dependents and find it rewarding. </p>

<p> This action research study examined the impact of participation in an appreciative inquiry (AI) intervention on social service workers' level of compassion fatigue. Five workers plus two of their managers took part in the study. A 6-hour AI intervention was held and participants completed pre- and post-tests of the Professional Quality of Life Scale to measure their compassion satisfaction, compassion fatigue, and burnout. A focus group also was held to gather qualitative data about the impact of the intervention. Results indicated that the intervention was highly valuable for strengthening working relationships, underscoring the positives in otherwise emotionally difficult work, and learning how to avoid or reduce compassion fatigue. Based on these findings, periodic AI interventions are advised to reduce social service workers' compassion fatigue by sharing their experiences and focusing on the positive. Future research should eliminate the limitations of the present study by expanding the sample and gathering multiple forms of data.</p>

<p> This study sought to uncover the attributes of successful bicultural leaders. Findings suggested that any one of four acculturation strategies chosen by bicultural leaders depended on the intensity of the dominant spouse's alliance to their Country of Origin, their identity self-construal and opportunities to create supportive in-groups that made the bicultural individual the center of in-group connectivity. Integrated biculturals exhibit a tendency to create networks, where over time they become "central connectors" affording them unique positions of influence, knowledge transfer and power. This study posits that Network Centrality is a Bicultural Competence, recognized by its users as a pivotal antecedent to their success strategies. Educators may benefit from study findings that include participant suggested content specifically targeting new foreign born immigrants to help advance their achievements based on the study's findings of best practices and attributes of successful bicultural leaders.</p>

<p> This study examined the effects of a mindfulness-based coaching intervention on perception and emotional regulation shifts related to workplace stressors (internal and external), quality of worklife, interpersonal relationships, and general sense of well-being of high-level executives (HLE) who indicated a desire to improve these areas of their worklife. </p><p> Participants in this study were six HLEs, responsible for managing the direction and change strategies of the organization or department under their charge, who supervise, manage others, and work in dynamic environments. Participants identified negative stress response and emotional regulation as well as being focused on the past and the future to be a challenge in their daily work lives. </p><p> Kabat-Zinn (2012) posited that mindfulness practice can provide the practitioner with a true embracing of a deeper sense of self and others, which can permeate life and transform the relationship to how one thinks, feels and works. Marlatt and Kristeller (1999) described mindfulness as "bringing one's complete attention to the present experience on a moment to moment basis" (p. 9). </p><p> The study included an 8-week mindfulness coaching intervention, pre and post questionnaires, semi-structured interviews. Mindfulness Based Stress Reduction (MBSR), HeartMath Mindful-Hearth Intelligence workbook, tools, exercises and practice were used within a coaching frame work. </p><p> A multiple case study design was used and a thematic analysis of the coaching intervention was conducted. The analysis detailed themes and patterns in shifts and changes in perception, emotional regulation around stress response, relationships, and general sense of well-being. </p><p> The study elucidated the impact of these interventions on HLEs. Several themes emerged as assets for participants during the intervention, specifically, work stress management, heightened awareness, and acceptance. Suggestion for further research would be to explore the hardiness of the process of acceptance in deepening the impact of the other central themes. An unanticipated result which was explored was the extent to which participants came to understand with kindness and curiosity the negative aspects of nondisclosure within their work culture. </p>

<p> Disasters are increasing in intensity and frequency throughout the world, causing public safety organizations to become more involved in disaster management. The purpose of this qualitative case study was to examine county emergency managers' perspectives of recruiting, training, and integrating volunteers for a disaster. Research has shown when disaster volunteers are not properly recruited, trained, and integrated into disaster planning they can negatively impact efforts to save lives and protect property. This qualitative case study is likely the first study to examine county emergency managers' perspectives of recruiting, training, and integrating volunteers for a disaster to save lives and protect property. This study used POSDCORB as the theoretical framework and the concepts of disaster management and volunteer management to answer the principal research question, "How do county emergency managers recruit, train, and integrate volunteers for a disaster?" This study also used one-on-one, face-to-face, semi-structured interviews to gather data about county emergency managers' perspectives on how they recruit, train, and integrate volunteers for a disaster. During the course of the study there were eight emergent themes: (a) planning for volunteers, (b) organizing volunteers, (c) staffing volunteers, (d) directing, (e) legal issues, (f) coordinating and integrating volunteers, (g) directing volunteers, and (h) training volunteers. </p>

Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2002.

The interaction of the personnel boundary in inter-firm relationship management is viewed as particularistic in China instead of universalistic as in many Western cultures. Specifically, guanxi networks, the Chinese system of inter-personal relationship, have strong strategic implications for business interactions. The practices of guanxi and the social norms associated with guanxi are complicated. On the one hand, guanxi practices can be traced back to Confucianism; on the other hand, guanxi???s significance has been changing in line with China???s economic reform. In this research, we have attempted to find what presently constitutes good guanxi in inter-firm relationship management against this dynamic backdrop. Additionally, from the transaction cost economies (TCE) perspective, we provide an analysis that guanxi-based business practices offer transaction cost advantages as an alternative to market-based practices. We argue that such advantages partially result from guanxi???s effect on the reduction of opportunist behaviors. Backed up by 97 questionnaire responses from firms in Shanghai and 15 semi-structured interviews, our study confirms that, in inter-firm relationships management, trust, affection and long-term orientation are features of close guanxi. To enhance guanxi quality, familiarization by self-disclosure and the presence of mutual benefits are also necessary, providing practical implications for business practitioners in China. Our study also indicates that guanxi business partners are expected to be obligational in business and flexible in contingencies. Opportunistic behaviors can be mitigated by adopting guanxi practices, supporting the TCE logic. In an absence of a rationalized legal system, guanxi may fill the gaps in the enforcement of the written contract.N