In the New Testament different pictures of a Christian woman are presented, not only thepicture of someone who is nursing and caring, but also the picture of someone who is learningand being educated.Women are put into systems of gender which form them, and throughout the years the pictureof women has been that they primarily should be caring and nursing, not learning.Both of these pictures exist within the Swedish Missionary Society, a society that has not hadany constitution to comply with until 1964, which meant that each person could make his owninterpretation of the Bible and its texts.This essay examines how fifty-year-old women are pictured within the Swedish MissionarySociety 1945-1970, assuming that women who want to serve Jesus have to be prepared togive up their traditional role of nursing and caring, and focus on learning instead.The research method is qualitative, and the written sources are from a regional Christianweekly publication. The essay does not present an unambiguous picture of fifty-year-oldnonconformist women, but the results show that they are not being related to children, that themajority has a higher education than elementary school, and that many of them are addressedto as “Mrs”.

Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1992. / Source: Masters Abstracts International, Volume: 45-06, page: 2939. Typescript. Includes bibliographical references (leaves 101-103).

Thesis (M.A. (Population and Reproductive Health Research))--Mahidol University, 2007. / LICL has E-Thesis 0028 ; please contact computer services.

Thesis (M.P.H.)--Georgia State University, 2008. / Title from file title page. Russell Toal, committee chair; Dominique Musselman, Ike Okosun, committee members. Description based on contents viewed July 7, 2009. Includes bibliographical references (p. 49-54).

Thesis (Ph. D.)--Oregon State University, 1995. / Typescript (photocopy). Includes bibliographical references (leaves 58-66). Also available on the World Wide Web.

The relationship between personality and work engagement and work engagement and demographic variables is investigated. The Riso-Hudson Enneagram Type Indicator (RHETI) was used to measure personality and the Utrecht Work Engagement Scale (UWES) was used to measure work engagement. In contrast to the literature findings, no significant relations were found between personality and work engagement. An increased sample size per personality type or triad may yield different results. Furthermore, the RHETI operationalising of personality differs from previous research. Gender and job tenure were related to work engagement whilst ethnicity, marital status, job level and age were not. In general, results from this sample recognise that work engagement is stimulated by more than personality type, acknowledging influences of job resources, gender and job tenure. Personality is stable across situations whilst work engagement may fluctuate across employment situations. Relevant recommendations to the organisation and for future research in this regard are highlighted. / Industrial and Organisational Psychology / M.A. (Industrial & Organisational Psychology)

abstract: Seizure disorders are a widespread health concern (England, Liverman, Schultz, & Strawbridge, 2012). Past research shows that a good quality marital relationship can have numerous health benefits (Homish & Leonard, 2008); however, there is little evidence to show that individuals suffering from seizures are receiving any of these marital benefits. Instead, most research suggests that individuals with a seizure disorder are significantly less likely to marry, have more marital conflict, and report the seizures as a main reason for divorce (Chen, et al., 2013). The current study included 67 individuals who self-reported that they suffered from a seizure disorder. These individuals took part in an online survey that included questions about their experience with seizures, their strategies for managing emotions, and their relationship (marital) status. It was hypothesized that individuals who were married would report fewer emotion regulation difficulties and be less impacted by their seizures than those who were unmarried. The results of this study showed that: 1) married and unmarried individuals did not differ in reported emotion regulation difficulties; 2) contrary to predictions, married individuals were more impacted by their seizures than unmarried individuals; 3) greater emotion regulation difficulties (specifically difficulty accepting emotions and difficulty carrying out goal-directed behavior when upset) were associated with a greater perceived impact of seizures on one’s life; and 4) marriage moderated the relationship between emotion regulation difficulties and impact of seizures, such that difficulty accepting emotions predicted a greater impact of seizures on one’s life for married but not unmarried individuals. This was not the case for another facet of emotion regulation measured, namely difficulties engaging in goal-directed behavior when upset. An important conclusion from this study is that a failure to accept emotions may be more likely to contribute to seizure impact among married than unmarried individuals. Promoting acceptance of emotions, perhaps in the context of one’s marital relationship as well as in general, may be beneficial for individuals suffering from a seizure disorder. / Dissertation/Thesis / Masters Thesis Psychology 2015

The purposes of this study are a) to explore the construct of "marital commitment" in order to achieve a more clear definition of it; b) to identify the component factors involved in the construct; and c) to design and develop an instrument for assessing the construct.

Magister Philosophiae - MPhil / The present study was conceived to examine the trend and factors affecting fertility in Nigeria and Guinea. Fertility has declined by about nineteen percent in Nigeria between 1982 and 1999. In the same period it has declined by five percent in Guinea. The decline is observed in data from censuses and surveys. Studies have reported that fertility transition is in progress in most Sub-Sahara African countries (Bongaarts 2008; Guttmacher 2008), Nigeria (Feyisetan and Bankole 2002) and Guinea (measuredhs 2007). Studies and surveys done in some regions and among ethnic groups suggest that fertility is declining in Nigeria (Caldwell et al. 1992) and Guinea (measuredhs 2007). However, these studies and surveys are devoid of national representativeness as they are localized in specific regions or selected ethnic groups. Thus, they cannot be used as a national reference. The trend of the total fertility rate (TFR) from the three consecutive Demographic and Health Surveys in Nigeria did not show any meaningful decrease over time. In the same vein, no evidence of fertility decline was observed in Guinea from the Demographic and Health Surveys. The claim that fertility is declining in these two countries which assures the funding organizations that Family Planning programs are successful is beyond the scope of the present study. Based on Demographic and Health Surveys the claim that fertility is decreasing in Nigeria may be misleading, whereas in Guinea fertility has shown stability. This suggests that while the factors affecting fertility may be similar, their impacts differ from country to country. / South Africa

Masters in Public Administration - MPA / Organisations of every industry are changing continuously. A pervasive response to this experience is some form of downsizing. Chew and Horwitz (2002) state due to globalisation, organisations have increasingly adopted cost/ competitive measures to increase performance. Organisations inevitably seek to survive these pressures by downsizing. According to Tzafrir, Mona- Negrin, Havel and Rom Nagy (2006), downsizing is known to be defined as a company trying to increase its competitiveness, efficiency and productivity by decreasing the number of workers in the organisation. Drummond (2000) states that there is extra pressure put onto the remaining workers for productivity after the layoff process. It must be acknowledged that managers should be seen as both an employee and a supervisor. Managers therefore have to implement the change when the process occurs and deals with the reactions of him/herself and that of the subordinates (Wiesenfeld, Brockner, Petzall, Wolf & Bailey, 2001). To gain a competitive advantage, organisations must pay attention to their managers who are responsible for driving organisation’s processes and outcomes. Rana, Garg and Rastogi (2011) state that organisations need to attend to factors that influence managers’ performance and job satisfaction, such as perception of organisational justice. Managers’ perception of organisational justice is imperative, as subordinates mimic the behaviours and attitude of their managers (Wiesenfeld et al., 2001). The aim of this study is to investigate what impact the downsizing process had on the perception of organizational justice of survivor middle managers. The differences between middle managers’ age, gender, year of service or tenure, marital status and education level were taken into account. The study was conducted in different departments of a large Automotive Retail organisation where downsizing has taken place. A biographical questionnaire and a questionnaire designed to measure perceptions of organisational justice after downsizing (Niehoff and Moorman Organisational Justice Questionnaire), was administered to gather the data. The sample of one hundred and forty-four respondents consisted of male and female middle managers. Convenience sampling was utilised to select the sample. Statistical analyses involved both descriptive and inferential statistics. ANOVA and T-Test were the tools that were used to analyse the data. Findings indicates that there was a statistical significant difference in middle managers’ perception of organisational justice based on gender, age, tenure, marital status and education level in the Automotive Industry.