The relationship between teachers' participation in 4MAT learning style training and their perception of teacher efficacy was investigated three ways. Teachers who participated in 4MAT Fundamentals training were surveyed, observed, and interviewed. The Gusky and Passaro (1994) teacher efficacy scale was given to 120, K-12 teachers at 4MAT training sites. The survey was administered three times: before the workshop, immediately after the workshop and one month after the teachers had returned to their classrooms. The scale measured two teacher efficacy factors: (a) internal teacher efficacy -- perception of personal influence and impact on teaching and learning situations; and (b) external teacher efficacy -- perception of the influence and impact of elements that lie outside the classroom on teaching and learning situations. In addition, the teachers at one learning style training site were observed to determine how readily they adopted learning style terminology. Finally, six teachers were interviewed three times each to determine if factors found by Ashton (1984) to be associated with a high level of teacher efficacy were present. Perceptions of internal teacher efficacy increased significantly from pre- to post workshop administrations. After the teachers had been in the classroom for one month, internal teacher efficacy scores were lower than immediately after the workshop but still significantly higher than before the workshop. The training had no significant impact on external teacher efficacy scores. An interaction was found between teachers' level of previous knowledge and the reported gain in internal teacher efficacy. Those teachers with little previous knowledge of learning style theory and methodology showed higher levels of gain in internal teacher efficacy immediately after the workshop and on the one-month follow-up survey. The teachers' discourse during interviews and behavior during the workshops reflected all the elements Ashton outlined as associated with teacher efficacy: a belief in students' potential to learn and develop, awareness of the classroom as a social setting, and use of reflective behavior. These data also suggested that the maintenance of a high level of efficacy was influenced by the support of colleagues, modeling of instructional techniques, and validation of teachers' ideas concerning practice. It was also noted that teachers adapted 4MAT methodology idiosyncratically. These findings suggest that knowledge of learning style theory and practice can be valuable to teachers. It appears that examining the impact of learning style training on teachers' attitudes and behaviors may provide meaningful insights into why interest in learning style concepts continues despite an inconclusive research base. / Ph. D.

With the rise of social media, many social media users have concerns about their privacy and what they share online. Users must reveal certain pieces of information about themselves to benefit from the convenience of social media and the internet, such as allowing a website to access a specific location to find stores nearby. The problem arises when this data, particularly personal data, is misused. This dilemma of choosing which information to share is incredibly important as social media and the internet evolve. Taking control of one’s privacy may assist in determining which information to share and may reduce stress about potential issues about potential data misuse. Locus of Control attempts to explain the effects of reinforcement on behavior by dividing individuals into two groups: internals and externals. Examining this concept in the context of trust-related decision making may shed light on how users navigate trust online, and in turn how it influences account privacy. To address this need, the current study utilized the Trust Game along with a series of surveys to measure trust, social media account privacy, Locus of Control, and stress. Results indicated a lack of differences between internals and externals in terms of trust behavior, stress, and whether or not Instagram accounts were public. While no conclusions can be drawn about the relationship between these variables, research regarding how users navigate trust in online environments should be continued using improved methods.

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My aim is to design a research program that emphasizes inclusivity through empiricism rather than anecdotes and benevolent sexism. To accomplish this goal, I review and build on the work assessing the influence of fertility in the female consumer experience (FCE). Fertility, especially menstruation, has been used anecdotally for too long. This research was designed to address the gap in knowledge around the way in which women perceive advertisements. More specifically, the role fertility plays in the process women go through when assessing advertisements and offerings. Does a woman's desire to seek variety become reduced when she sees a rival endorsing the offering? If this is the case, then there is a need to find a mediating variable that can overcome this effect. Internal locus of control, the level a person feels they are in control of the outcomes in their lives, was selected as a starting point. Having a high internal LOC should buffer a person's perceptions of another as a threat. A cross-sectional design from a convenience sample of university students was used to address a series of five research questions: 1) Does fertility status influence locus of control, 2) Does fertility status influence rival assessment, 3) Does locus of control mediate rival assessment, 4) Does rival assessment influence advertisement assessment and purchase intent, and 5) Does external locus of control have more than a single factor? The results from the multiple one-way ANOVAs and linear regressions were not significant, but it was promising given the limitations of the study. Namely, the rate of unusable data combined with the rate of birth control use limited the final analyses to a sample of 62 cases. Additional considerations and future research directions are outlined in chapter 5.

Inledning: I yrkesrollen kommer de flesta psykoterapeuter regelmässigt i kontakt med missbrukare som försöker ta sig ur sitt beroende. Ofta refererar de som lyckas med detta till begreppet "En kraft starkare än vi själva" som de menar sig ha tagit hjälp av för att tillfriskna. Föreliggande arbete är ett försök att tränga djupare i denna fråga kring hur tillfrisknande missbrukare använder sig av detta begrepp. Frågeställningar: 1. Existerar en skillnad i attributionsstil vad det gäller den verksamma agensen för drogfrihet mellan deltagarna i olika behandlingsmo-deller/behandlingsmiljöer och hur ser den i så fall ut? 2. Har olika behandlingsmodeller olika sätt att skapa ett övergångsområde där at-tributionerna genereras? Metod: En kvalitativ forskningsmetod med en fenomenologisk ansats eftersom före-satsen är att beskriva och förstå informanternas livsvärld. I syfte att skapa empiri har tre fokusgruppstudier genomförts hos tre behandlingsorganisationer. Resultat: Studien visar på en skillnad i attributionsstilar mellan informanterna Iris, NA-Anonyma Narkomaner och Kuröns HVB. Det är också stor skillnad hur infor-manterna kan tillskapa ett övergångsområde där attributionerna genereras. Diskussion: De uppvisade skillnaderna mellan de olika informanterna i fråga om att skapa ett övergångsområde kan antas bestå i hur väl deltagarnas integration med be-handlingsorganisationens diskursiva praktik har uppnåtts. Vidare kan det antas att skapandet av ett integrerat övergångsområde kan bidra till upplevelsen av överlåtelse och bärande, vilka i föreliggande såväl som tidigare studier har visat sig ha betydelse för bibehållen nykterhet. Till yttermera visso framläggs hypotesen att en kunskap – hos behandlingsorganisation eller den enskilde psykoterapeuten – om klientens attribution-er kring gudsrepresentationen är till gagn för behandlingsresultaten.

This study investigated the possible differential effects of a series of soluble discrimination problems on internal versus external locus of control subjects. It was hypothesized that externals exposed to a series of discrimination problems would perform better on a test task than external controls, while internals exposed to the same problems would not perform better on the test task relative to their controls. As anticipated, the internals were not affected by the discrimination problems. However, contrary to expectations, the externals were not facilitated by exposure to the soluble problems. Since many external subjects failed to solve all of the soluble problems, a facilitative effect may depend upon the problems being solved.

Forty-nine Cache Valley residents, between the ages of 18 and 45, who volunteered to participate in an assertion training class were assigned to one of seven groups. Subjects were administered pre- and posttests and a two month follow-up evaluation. Measures included Rotter's Internal-External Locus of Control Scale, the Rathus Assertive Scale, and the Berger Self-Acceptance Scale. The results obtained indicate that self-acceptance and assertiveness changed as a result of assertion training and that these changes were maintained at follow-up. No difference between internals and externals was observed as a result of semi-structured assertion training.

The objective of this research study is to attempt to determine whether the realities or life-stories that successful' employees construct with input from both their cultures of origin (external culture) and the organisational (internal) culture impact on their state of motivation in the workplace. This mini-dissertation is approached from both a theoretical and practical point of view. Related theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were conducted with successful employees, also referred to as respondents, in the research and development division of a South African target industry in an effort to determine whether internal and/or external locus of control impacted on construction of reality and subsequently on work-related motivation. The results from a motivation questionnaire were also incorporated in the research study in order to try to determine whether it supported the findings from the narrative discussions. It can be concluded from this study that successful employees are mostly also motivated employees and that both their cultures of origin and the organisational culture impact on their construction of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's construction of reality definitely impacts on his3 motivation. It is also evident from this research study that these employees have an internal and/or external locus of control. It seemed insignificant whether the respondents were motivated by internal or external factors, but what distinguished them from the other employees were the finding that they were in fact motivated by some or other factor. This study confirmed that different motivational factors impact on different employees as a result of their uniquely constructed realities regarding work-related motivation and success. The challenge for organisations therefore lies in determining which specific, culturally determined internal and/or external factors motivate individual employees. This will enable them to instigate, sustain or increase the motivation of their employees. / Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.

The objective of this research study is to attempt to determine whether the realities or life-stories that successful' employees construct with input from both their cultures of origin (external culture) and the organisational (internal) culture impact on their state of motivation in the workplace. This mini-dissertation is approached from both a theoretical and practical point of view. Related theories and perspectives are explored in an attempt to arrive at an understanding of the philosophy pertaining to construction of reality and motivation in the workplace. Individual narrative discussions were conducted with successful employees, also referred to as respondents, in the research and development division of a South African target industry in an effort to determine whether internal and/or external locus of control impacted on construction of reality and subsequently on work-related motivation. The results from a motivation questionnaire were also incorporated in the research study in order to try to determine whether it supported the findings from the narrative discussions. It can be concluded from this study that successful employees are mostly also motivated employees and that both their cultures of origin and the organisational culture impact on their construction of reality regarding motivation in the workplace. Furthermore, this explanation revealed that an employee's construction of reality definitely impacts on his3 motivation. It is also evident from this research study that these employees have an internal and/or external locus of control. It seemed insignificant whether the respondents were motivated by internal or external factors, but what distinguished them from the other employees were the finding that they were in fact motivated by some or other factor. This study confirmed that different motivational factors impact on different employees as a result of their uniquely constructed realities regarding work-related motivation and success. The challenge for organisations therefore lies in determining which specific, culturally determined internal and/or external factors motivate individual employees. This will enable them to instigate, sustain or increase the motivation of their employees. / Thesis (M.A. (Sociology))--Potchefstroom University for Christian Higher Education, 2002.

In September 2018, it is yet again a parliamentary election in Sweden. A question often, if not always included in the agenda, is the question of the right to full-time employment. In 2016 several of Sweden's municipalities and county councils entered into their collective agreement that full time employment will now be the norm for a new employment (HÖK, 2016). In order to solve this issue, the municipalities can decide how schedules and times are to be laid down by their autonomy. In Örebro Municipality, where we conducted our study, they have chosen to work with "floating working hours". In this independent work, we want to explore nurse’s experiences with being employed with contracts for floating working hours. The purpose of this study is just that, to investigate how nurses experience the concept and the principles of working with floating working hours. Issues that are central to our work are what affect the experiences of this particular working module, how nurses perceive the requirements for flexibility, and if the employees ever reflect on what floating working hours mean. Previous research has proven to be a shortage in our case, but those studies that we did find show that work where employees lack the basic control can cause insecurities and stress. Our study is based on qualitative interviews with six nurses in the municipality of Örebro and shows that work with floating working hours creates a high level of stress on a personal level and that it is a factor in a long chain of reactions that goes beyond the business itself. The study also shows that in order to be able to enjoy floating working hours, one must possess a certain kinds of personality traits. / I september 2018 är det återigen riksdagsval i Sverige. En fråga som ofta, om inte alltid, finns med på agendan är frågan om rätten till en heltidsanställning. 2016 skrev flera av Sveriges kommuner och landsting in i sitt kollektivavtal att heltidstjänst ska bli den nya normen vid en nyanställning (HÖK, 2016). För att lösa denna fråga får kommunerna genom sitt självstyre bestämma hur scheman och tider ska läggas upp. I Örebro Kommun, där vi utfört vår studie har kommunen valt att använda sig av arbetsmodellen Flytande arbetstid. Syftet med detta självständiga arbete är att undersöka undersköterskor upplevelser i förhållande till att vara anställd med avtal om Flytande arbetstid. Frågor som är centrala i vårt arbete är vad som påverkar undersköterskornas upplevelser, hur de upplever kraven på flexibilitet samt om de någonsin reflekterar över vad Flytande arbetstid innebär. Tidigare forskning har visat sig vara en bristvara i vårt fall men det vi har hittat visar på att arbeten där medarbetarna saknar den grundläggande kontrollen kan medföra osäkerhet och stress. Vår studie är baserad på kvalitativa intervjuer med sex undersköterskor i Örebro kommun och den visar att arbete med Flytande arbetstid skapar en stor stress på individnivå samt att det är en faktor i en lång reaktionskedja som sträcker sig bortom verksamheten i sig. Studien visar också att för att kunna trivas med Flytande arbetstid måste man besitta en viss typ av personlighetsdrag.