Class of 2013 Abstract / Specific Aims: The purpose of this study is to identify a postoperative warfarin re-initiation protocol used most commonly by certified anticoagulation providers. Our main hypothesis is that certified Anticoagulation providers use a postoperative warfarin re-initiation strategy based upon clinical experience/knowledge as opposed to a guideline-based approach. Methods: The Anticoagulation Forum website will be used to select the anticoagulation providers to interview via telephone. The selection process will be as follows: an excel spreadsheet will be created separating every clinic listed on the website by region, then fifty anticoagulation providers will be randomly selected by utilizing a random number generator function in excel for each region. Anticoagulation providers are listed on the website by region, and then further broken down by states in that region. The intention of separating regions is to attain equal representation of anticoagulation providers across the United States that are listed on the Anticoagulation Forum website. Anticoagulation providers will be called during the months of July, August and September 2012. Any anticoagulation provider contacted that is not certified with the National Certification Board for Anticoagulation Providers (NCBAP) as well as services or clinics not listed on the Anticoagulation Forum website will be excluded. An application will be submitted to the University of Arizona Institutional Review Board (IRB) Human Subjects Protection Program for approval of this study. We plan to randomly call 50 anticoagulation providers from each region of the US listed on the Anticoagulation Forum website. Thus, total estimated sample size is approximately 300 providers. The primary dependent variable is the postoperative warfarin re-initiation protocol. Our demographic variables are as follows: # of years in anticoagulation practice, gender of the provider and their credentials. The data extraction form is comprised of 3 parts. Part 1 will focus on questions directly related to the anticoagulation service, part 2 is for describing the patient population served and part 3 will be related to the provider demographic characteristics. Data will be collected by utilizing a telephone interview questionnaire-based approach. Each certified anticoagulation provider randomly selected from the Anticoagulati Main Results: The information about warfarin re-initiation dose and protocol information are shown in Table 2. A majority of certified anticoagulation providers re-initiate warfarin at the same dose (64%) after temporary interruption compared to a relative warfarin dose (36%) following surgery/procedure. Likewise, more certified anticoagulation providers have a protocol in place (59%) compared to no protocol in place (41%). Conclusion: This study displayed strength when certified anticoagulation providers were able to be contacted and take the time to answer the questionnaire. Certified anticoagulation providers utilize a common warfarin re-initiation strategy. Most providers’ re-initiation warfarin at the same dose at which the patient was receiving prior to surgery. However, there are many other factors that may go into making the decision of which warfarin dose to use postoperatively.

The goal of thesis "Women in business" focuses on Czech women in business. The main objective is to look on the insides, find out what their motivation is, what influences them,which qualities are most important and if there are any barriers for them.

The purpose of this study was to examine how recruitment and selection processes are conducted at the Robben Island Museum and the challenges associated with it. Correct implementation of the recruitment and selection practices is crucial in order for the organisation to fill the right positions with the right people who are experienced and competent. In other words, organisations should strive for excellence in ensuring that there is conformity to legal prescripts whenever the recruitment and selection of employees commence. A qualitative research design was applied in order to achieve the primary aim of this study. Data collection techniques that were utilised to collect information comprised interviews and document analysis. A group of fourteen (14) purposively selected participants, namely seven operational staff members and seven managers were chosen for interviews. Data that was obtained was analysed through qualitative content analysis. The major findings of the study indicate that the Robben Island Museum recruits potential candidates through various means such as newspaper advertisements, employment agencies, headhunting, job posting and online recruitment. The study found that although qualifications are seen to be necessary during the recruitment and selection processes but do not seem to be seriously considered as part of the selection criteria. Essentially, the study identified some inconsistencies and failure to adhere to the recruitment and selection policy during recruitment and selection processes. Therefore, the processes of recruiting and selecting potential employment candidates should be undertaken in accordance with organisational policies and in a professional manner. / Public Administration and Management

This paper is an analysis of the interview questions and practices of seven middle school principals from a large suburban city in southeastern Virginia. Data were collected from actual audio taped teacher interviews conducted by the principals and from a postteacher interview questionnaire sent via E-mail from the researcher to each principal. This qualitative research was undertaken to serve as a benchmark for present practices used in the city and to determine if training in personnel selection is necessary for principals. Data collected were analyzed using descriptive statistics devised by the researcher and her dissertation committee members. Frequencies were used to present quantitative data. While all interview questions were labeled according to both content and category, the mean for interrater reliability was computed for category only and was found to be 0.94 overall, which was deemed acceptable by the researcher. Major study findings indicated that principals do use some components of a structured interview but lack the training to fully utilize this as a selection method. Most principals indicated that they had never received any formal training on conducting either a structured or unstructured interview. Demographic characteristics (i.e., experience as principal, age, race, and gender) showed no differences in types of questions asked or practices used. Interview questions were coded and grouped according to the following six categories: factual knowledge, cognitive ability, role play, problem-solving, synthesis, and professional opinion. Of the 844 questions asked by all principals, 365 (43%) were coded as factual knowledge and almost none required role play or synthesis. There was great variation in the time spent in each interview, ranging from 8 to 40 minutes. Analysis did not show significant differences in the questions asked of those hired compared to those not hired. Results of this study suggest that the school system needs to provide training to principals and evaluate their skills on an on-going basis to be sure that the best employees are being selected by principals. / Ed. D.

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The provision of psychotherapeutic services has undergone many changes in its history. Recently the field of therapy has seen an increased emphasis on providing services in briefer periods of time, which has resulted in greater investigation into the parameters that influence rapid therapeutic growth by clients. Despite this push for quick results, many service agencies continue to utilize initial intake interviews that focus exclusively on gathering diagnostic and demographic information. Therapeutic intervention is therefore reserved for some later time when the clients can be accommodated from the agency's waiting list. The present study investigated the influence of a standard intervention presented during the intake interview on reported psychological distress, therapeutic alliance, and dropouts from therapy. In addition, the relationship of self-efficacy to these dimensions was investigated. Eighty subjects who were clients at a university counseling center in the Rocky Mountain region of the United States were split into two groups. One group received the intervention while the other experienced a standard intake without the intervention. Results indicated that the experimental subjects decreased more in their reported levels of distress between the time of the intake interview and their first counseling session than did the control subjects. Similarly, the experimental subjects reported significantly greater feelings of alliance with their therapists than did the control subjects. The number of dropouts from therapy (defined as those who failed to show for the first counseling session) was similar for the groups. Finally, high versus low levels of self-efficacy did not further explain changes in psychological distress or group differences in therapeutic alliance, although level of self-efficacy was related to level of distress. The results of this study suggest that a client's initial contact with a service agency (i.e., the intake interview) can be utilized to initiate therapeutic gain. It is notable that the observed changes occurred regardless of presenting problems and diagnosis. It was speculated that the therapeutic effects could be enhanced further by expanding this approach to provide specific interventions to individual clients based on initial diagnostic impressions.

This thesis will discuss how museums and historic sites can use videos from the costuming community on YouTube to share their collections and interpretation to a larger audience. The tactics employed by these creators create engaging works that will bring in a younger audience to a museum or historic site. The process of making often employed by these creators is a methodology that facilitates the learning experience as well as creates embodied knowledge for the creator. This knowledge allows the creator to explain historic practices with nuance only available to makers. The process represented in this paper is a combination of interviewing YouTube creators, making a dress inspired by an extant garment, and the creation of a video series to share information about the 1910s garment worker’s strike through academic research and making. / English

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No description available.

Employers rely on judges or raters to accurately rate the potential or performance of candidates through interviews or assessment centre evaluations. As the judgment process places heavy demands on information processing, cognitive ability (of raters) is important to detect and interpret behavioural cues presented by those being rated. A consistent empirical finding is that intelligence is the strongest predictor of rating accuracy, but prior research has largely been based on linear models. However, researchers have yet to investigate whether these variables could be nonlinearly related. By studying nonlinear models in judgment and accuracy, we can not only deepen our understanding of the ‘good judge' in HRM, but we may further enhance methods to select and train raters in applied practice. This secondary research study re-analysed data from a prior published study to evaluate the relationship between rater intelligence and accuracy of interview ratings provided by 146 South African managers. The predictiveness of an ordinary least squares (OLS) linear regression model was compared to two nonlinear models (quadratic and cubic) to determine which statistical approach explained the most variance in rating accuracy scores. Findings provided further support of a linear relationship between intelligence and rating accuracy suggesting no quadratic or cubic interactions. Judges, therefore, produced more accurate ratings at higher levels of intelligence. Possible explanations of the findings include the sample size and task complexity. Study limitations and recommendations for future research are discussed in detail