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The purpose of this study was to examine whether police officers perceive higher education to be important in improving their job performance and promotional opportunities, whether the perception of higher education varied by several independent variables, and the types of suggestions that officers might have for improving the college curriculum. Independent variables included gender, age, level of education, type of police agency, academic major, years of service as a police officer, and job duty. The dependent variable was scores on 3 dimensions: general attitude toward higher education, perceived utility of a criminal justice related degree, and career-related competencies. A 34- item survey was administered to police officers from five departments in Spring 2017. There was a 40.53% response rate with a total of 216 completed surveys. Descriptive statistics, independent-samples t tests, one way analysis of variance tests, and Pearson r coefficients revealed a mixed view of the perceived value of higher education. Officers who had completed bachelor's degrees and those officers employed by municipal agencies had a significantly more positive perception of higher education. No significant differences were found between the independent variables and the perceived value of a criminal justice related degree or the importance of career-related competencies. This study also found several common suggestions for improvement to the higher education curriculum, including more hands-on experience, instructors with experience as law enforcement officers, and improved writing and interpersonal communication skills.

<p>  </p> <p>This preliminary investigation examined the skills and abilities necessary for Chief Information Officers (CIOs) in hospitals to effectively promote the use of modern information technologies (IT) in the context of United States healthcare facilities. The research began by conducting a detailed analysis of the most recent trends in hospital information technology, establishing a solid basis. Following this, the researcher surveyed the level of expertise possessed by Chief Information Officers (CIOs) in US hospitals when it comes to leading technology-driven transformations. The research study utilized a mixed methods design, incorporating closed and open-ended questions to gather information on CIOs' competencies and practical expertise. By employing a blend of descriptive and inferential statistical methods and well-established theoretical frameworks, this study revealed insightful results that provide a deeper understanding of the specific skills and abilities CIOs need to incorporate contemporary technologies in hospital environments successfully. The findings have considerable importance in comprehending the essential skills of CIOs in American hospitals, offering crucial suggestions for further investigation in this domain.</p>

Studiens syfte är att förstå vad officeren värderar vid bedömning av sin underställda officers prestation i sin yrkesutövning.Studien är genomförd med en induktiv ansats och kvalitativ metod. Empirin har inhämtats genom respondentintervjuer med de officerare som har erfarenhet av att värdera sina underställda officerares prestation, kompanicheferna. Även plutoncheferna som blivit värderade har intervjuats som fokusgrupper.Resultatet av empirin visar att officeren värderar fyra konceptuella teman: 1) Vad en officer är eller bör vara 2) vad plutonchefen gör 3) externa faktorer och 4) chefens helhetsbild. Värderingen förmedlas till plutonchefen enligt de fastställda processer och styrmedel som organisationen har som en bedömning av dennes prestation.Detta kan förstås utifrån de grundläggande kriterier som utgör en profession. Tillsammans med officersprofessionens militära expertis som är sprunget ur det samhälleliga behovet av organisering och ledning av väpnad strid.Studiens övergripande slutsats är att officerens yrkesutövning utsätts för en särkoppling mellan officersprofessionens konfliktlogik, vilken omfattar organisering och ledning av väpnad strid, och samverkanslogik, som präglar fredstid, vardag och produktion av förband. Särkopplingen ses också i officerens övning som chef över sin pluton, som i grunden är en simulerad verklighet. Simuleringen medför att den verkliga konsekvensen av officerens fattade beslut aldrig blir känd. Det är således svårt att värdera en prestation i konfliktlogisk mening. Särkopplingen påverkar värderingen då officeren enbart blir värderad för sin förmåga i samverkanslogisk mening och inte den militära expertis som utgör konfliktlogiken. Detta kan medföra att officersprofessionen urvattnas och avprofessionaliseras.

The escalation of commitment to a particular course of action has, in the past eleven years, become an increasingly popular area for research in the psychological aspects of decision making. The major question posed by this line of research is: "Does an individual become so committed to a particular course of action that he/she can no longer analyze the situation objectively and, consequently, makes irrational decisions to continue investing when such activity is no longer advisable?" Staw (1981) states that the escalation phenomenon can occur when an individual becomes overly committed to a chosen course of action. He adds that the underlying assumption of this line of research is "that individuals may go beyond the passive distortion of adverse consequences in an effort to rationalize a behavioral error" (p. 579). In other words, if an individual is committed to a particular course of action, then he/she may commit a greater amount of resources, following negative feedback, in order to "turn the situation around" and in an attempt to eventually appear competent.

Implementation of the Sarbanes-Oxley Act and recovery in IT spending after the dot-com bust in 2002 have enhanced the Chief Information Officer's (CIO's) role and needed skills. The CIO significantly influences strategy implementation and firm performance through the management of IT resmyces. I posit that firms must appoint a CIO with an appropriate background (technical versus business) that is aligned with their strategic positioning (differentiation versus cost leadership) for IT resmyces to support the firm's strategy. I find that differentiators (cost leaders) are more likely to appoint a CIO with a technical (business) background. Notably, firms announcing aligned CIO appointments (technical CIOs for differentiators and business CIOs for cost leaders) have superior investor reactions. Second, I take the first step to understand the impact of CIO's education on determining their compensation. I find that CIO education characteristics are significant determinants of CIO compensation, addressing the ongoing debate regarding the desired CIO education. Furthermore, drawing on Agency theory, I separately examine salary and bonus due to their divergent roles in rewarding and incentivizing ability and effort. My findings suggest that CIO education characteristics strongly determine CIO salary whereas firm financial performance measures strongly determine CIO bonus, consistent with salary rewarding CIO ability and bonus incentivizing CIO effort. Third, I investigate the relationship between data breaches and Chief Information Officer (CIO) turnover. Executive turnover literature finds that CEOs and CFOs turnover when they fail to meet financial performance expectations. Unlike CEOs and CFOs, CIOs are directly responsible for IT performance and I argue that CIOs are more likely to turnover when they fail to meet their performance expectation as reflected by data breaches. Following previous work, I classify system breaches into system glitch, criminal attack, human error and other. I document that system glitches increase the likelihood of CIO turnover by two-fold. Furthermore, I find that the impact of system glitches on CIO turnover lasts for two years. / Business Administration/Accounting

Using the universe of individual asylum cases in the United States from 2000–2004 and a difference-in-differences research design, we test whether Sept. 11, 2001 decreased the likelihood that applicants from Muslim-majority countries were granted asylum. Our estimates suggest that the attacks resulted in a 3.2 percentage point decrease in the likelihood that applicants from Muslim-majority countries are granted asylum. The estimated effect is larger for applicants who share a country of origin with the Sept. 11, 2001 attackers. These effects do not differ across judge political affiliation. Our findings provide evidence that emotions affect the decisions of judges.

This dissertation emphasizes the importance of the human factor in the organizational change process. Change - the only constant - is inevitable for organizations and no change program can be achieved without the support and acceptance of organization members. In this context, this study identifies officer attitudes toward organizational change in the Turkish National Police (TNP) and the factors affecting those attitudes. The Officer Attitude Model created by the researcher includes six main factors (receptivity to change, readiness for change, trust in management, commitment to organization, communication of change, and training for change) and five background factors (gender, age, rank, level of education, and work experience) to explain officer attitudes toward change. In order to test this model, an officer attitude survey was administered in Turkey among TNP members and the results of the gathered data validated this model.

Den föreliggande studien undersöker om en omarbetad version av skalan Risk Perception Self (RPS) och Risk Perception Other (RPO) som Hunter (2002) vidareutvecklade från Imhoff och Levine (1981) för att mäta riskperception hos piloter, även mäter riskperception hos militär personal. Hunters skala bestod av (RPS=26, RPO=17) frågescenarier uppdelade i 2 perspektiv föreställande typiska risksituationer som piloter kan möta i sitt arbete. Skalan översattes till svenska och scenarierna anpassades till risksituationer av allmänmilitär karaktär som militärpersonal förstår och möter i sitt arbete. Den omarbetade skalan besvarades av 153 militärer, 20-66 år gamla, genomsnittsålder 32.5, 17% kvinnor. Deltagarnas erfarenhet av militär verksamhet varierade, Erfarna individer var soldater som hade genomgått grundläggande militär-, soldat- och befattningsutbildning (n=93). Noviser var soldater som hade nyligen påbörjat sin utbildning (n=60). Skalan hade god reliabilitet (Chronbach α för RPS=0.88, RPO=0,89) och Hunters skalas struktur kunde till stor del återfinnas i den omarbetade skalan. Den omarbetade riskperceptionsskalan användes därefter för att undersöka om studiedeltagarnas kunskap, erfarenhet, kön och ålder påverkar riskperceptionen och om den kontexten man befinner sig i när man besvarar frågorna påverkar deltagarnas riskuppfattning. Resultaten visade att Erfarna deltagare bedömer risker som mindre farliga. Kvinnor och äldre bedömer risker som farligare och personal tillhörande stridande förband bedömer risker som mindre farliga än personal vid stödjande förband. Dessa resultat är i huvudsak i linje med tidigare forskning vilket tyder på att den omarbetade skalan förmår att mäta riskperception bland militär personal. Generellt bedömde Noviser risker som farligare jämfört med Erfarna i underdimensionerna Självorsakade risker, Externa hot och Riskbenägna beslut oavsett vilken kontext de befann sig i när de fyllde i enkäten. / The present study investigated whether a revised version of the scale Risk Perception Self (RPS) and the Hazard Perception Other (RPO) that Hunter (2002) developed from Imhoff and Levine (1981) to measure the risk perception of pilots, also measures risk perception among military personnel. Hunters scale consisted of (RPS=26, RPO=17) scenarios divided in 2 perspectives depicting typical risk situations that pilots faced in their work. The scale was translated into Swedish and the scenarios adjusted to risk situations of general military nature as military personnel would understand and encounter in their work. The revised scale was answered by 153 servicemen, 20-66 years old, average age 32.5; 17% women. The participants' experience of military operations varied: Experienced individuals were soldiers who had undergone basic military training and specific military training (n = 93). Novices were soldiers who had recently started their training (n = 60). The scale had good reliability (Cronbach α = 0.88 for RPS, RPO = 0.89) and the factor-structure of Hunter’s scale replicated reasonably well in the revised scale. The revised risk perception scale was then used to investigate whether the study participants´ knowledge, experience, gender and age affected risk perception and if the respondents’ contexts affected the participants´ risk perception. The results showed that Experienced participants assessed risks as less dangerous. Women and older people assessed risks as more dangerous, and personnel associated with combat units assessed risks as less dangerous than personnel in supporting units. These results are generally in line with previous research and suggest that the revised scale is capable of measuring the risk perception among military personnel. An interesting result was that the context in which the participants answered the questionnaire also affected risk perception. Generally, Novices assessed risks as more dangerous than experienced in self-made hazards, external threats and risk-prone decisions regardless of what context they were in when they filled in the questionnaire.

Approved for public release; distribution is unlimited / Communication is an essential skill for every military officer. Their jobs are accomplished through communication as they motivate soldiers and sailors, who in turn physically accomplish the diverse missions of the military. Junior officers in the Navy and Marine Corps hold key and challenging positions in any ship or unit. While they rarely originate any major initiatives or missions, they almost always give the final order or direction. Therefore they must be able to accurately communicate both up and down the chain of command. While communicating comes easily to some junior officers, many struggle with it, and most have room for improvement. The USNA recognizes the important role that it can play in developing junior officer communication abilities. One of the Academy's strategic initiatives is Oral and Written Communications Excellence. The focus of this thesis is oral communications. This thesis will identify what type of oral communications are prevalent in the fleet, what the important communication skills are that a junior officer must master, and how the Naval Academy and other institutions can help develop these skills in the future leaders of the Navy and Marine Corps. / Lieutenant, United States Naval Reserve