Thesis (Ph. D.)--State University of New York at Binghamton, 1985. / Includes bibliographical references (leaves 158-165).

Very few articles in the published research literature have considered the clinical supervision of school psychology and even fewer articles explore the administrative supervision of school psychologists. The purpose of this study is to describe the roles, and responsibilities, and challenges faced by district leaders who supervise school psychologists. Using a purposeful sample, participants met criteria for this study if they worked at the district level, supervised at least three school psychologists, and were responsible for hiring and firing school psychologists. Nineteen participants qualified for this study and completed a phone interview that included eight open-ended questions. Participants shared that they primarily had managerial and leadership roles during their busy and unpredictable work weeks. Participants also reported challenges directly and indirectly related to the national shortage of school psychologists, difficulties with large workloads, the need to advocate for the field of school psychology, and a lack of professional guidance and training in their role. Implications for practice include developing a professional organization or community of practice for administrative supervisors, establishing best practice guidelines, and providing a defined role for these leaders. By coming to know the roles and challenges that district administrators are facing, the field of school psychology can find ways to support administrative supervision endeavors.

The work is focused on human resource management of non-profit organizations. The aim is to describe the similarities and differences of HR management in various types of non-profit entities. In connection with this is the theory of the non-profit sector and human resource management in general discussed here. HR processes are discussed in detail. The empirical part deals with the comparison of different types of NGOs. At first, there are tested several hypotheses based on the differences between the organizations, small and medium-sized. However, primarily, they are divided according to their functions to the service, advocacy and community. The empirical part consists not only of quantitative questionnaire, but additionally also of interviews with a representative of each researched category. As the result there is a summary of differences between every single type of organizations and description of three specific cases of human resources management in NGOs.

The diploma thesis examines human resource management in Nemocnice Jindrichuv Hradec Hospital, Inc. In the beginning, I described how the hospital management and hospital owner. In the next section, I analyze personnel activities. At the end, I present the final evaluation, which includes the evaluation of the hospital management, individual personnel activities, and propose measures that will improve hospital management and leadership of human resources.

Diploma thesis is focused on the analysis of personnel management in the selected company. The aim of the thesis is to analyze the personnel management with focus on a recruitment of employees in the company BRISK Tábor a.s. situated in Tábor. Then the advantages of particular recruitment options are compared.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).

Thesis (Ph.D.)--University of Western Sydney, 2001. / Bibliography : leaves 256-283.

Thesis (D.B.A.)--University of Western Australia, 2006.

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).