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Denna kvalitativa studie syftar till att undersöka deltidsarbetande personalvetarstudenters upplevda tilltro till sin egen förmåga. I synnerhet, avser vi bringa kunskap om hur att arbeta parallellt med heltidsstudier bidrar till studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet som använts i studien samlades in genom åtta semistrukturerade intervjuer, där personalvetarstudenter som går sista året på programmet på Uppsala universitet intervjuades. Det teoretiska perspektiv som använts är Albert Banduras teori om tilltro till sin egen förmåga, eller engelskans Self efficacy. Begreppet används för att beskriva studenternas tilltro till sin egen förmåga att få anställning efter examen. Materialet undersöktes med hjälp av en tematisk analys där teman och underteman i respondenternas svar analyserades fram. Resultatet visar att respondenterna upplever att de erhållit viktiga kompetenser från deltidsarbetet vilket har ökat deras tilltro till sin egen förmåga att få anställning efter examen. Resultatet visar även att andra aspekter av deltidsarbetet har ökat tilltron, såsom att ha deltidsarbetet ”på pappret”, att ha nått framgångar i sitt arbete och kommit över motgångar samt erfarenheter av att söka jobb. Studenternas tilltro till sin egen förmåga att få anställning efter examen har även ökat till följd av en mer realistisk bild arbetsgivarens förväntningar, erfarenheter av diverse intervjusituationer och möjligheten att observera och interagera med andra programstudenter samt kollegor och chefer. Slutsatsen är att deltidsarbetet har en positiv inverkan på studenternas upplevda tilltro till sin egen förmåga att få anställning efter examen. / This qualitative paper aims to examine part-time working human resource student’s self-efficacy. In particular, this study aims to bring knowledge about how working part-time while studying full-time affects human resource student's self-efficacy toward getting full-time employment post graduation. The data used in this study was collected through semi-structured interviews, where eight human resource students in their last year of studies at Uppsala university were interviewed. The theory used in this paper is Albert Bandura's theory about self-efficacy. The concept of self-efficacy is here used as self-efficacy towards getting a full-time employment post graduation. The data was processed through a thematic analysis where themes and sub-themes were identified and analyzed. The results show that the participants believe that they have retained important skills from their part-time job which has increased their self-efficacy toward getting full-time employment post graduation. The results also show that other aspects of part-time work have increased their self-efficacy, such as having a part-time work on their resumé, having achieved success in their work and overcoming obstacles and experiences of job-searching. Students' self-efficacy towards getting a job after graduation has also increased as a result of a more realistic view of the employer's expectations, experiences of various interview situations and the opportunity to observe and interact with other human resource students as well as colleagues and managers. The conclusion is that part-time work has a positive impact on students’ perceived self-efficacy toward getting employment post graduation.

Hållbar konsumtion och produktion är viktiga delar i omställningen till ett klimatanpassat samhälle, där livsstilsförändringar kan spela en avgörande roll. Syftet med denna studie är att kvalitativt bedöma huruvida minskad arbetstid och inkomst kan ge effekter på personers miljöpåverkan från konsumtion, samt upplevda välbefinnande. För att uppnå detta utförs kvalitativa intervjuer med fem deltidsarbetande anställda på en svensk arbetsplats inom miljöfältet. Studien visar att de studerade personernas konsumtionsvanor i hög grad präglats av ett miljötänk, både innan och efter deltidsövergången, och vissa har sedan länge levt en sparsam livsstil. Minskad inkomst visade sig ha mindre betydelse för de studerade personernas konsumtionsval, men vissa hade minskat sitt sparande vilket kan tolkas som att konsumtion undviks i framtiden. Samtidigt har Covid-19 påverkat hela samhällets konsumtionsmönster, och studien pekar på att flera intervjupersoner förmodligen spenderar mindre pengar till följd av pandemin. Resultatet visar att minskad arbetstid och inkomst kan ge upphov till konsumtionsminskande effekter såsom ett minskat behov av att kompensera tidsbrist med konsumtion, samt ett mer rationellt och medvetet tänk kring privatekonomin. Det står också klart att en övergång till deltid, med motsvarande inkomstminskning, inte nödvändigtvis innebär att den totala inkomsten minskar i praktiken eftersom sidoinkomster och befordringar kan kompensera för inkomstförlusten. Tidsanvändningen är central för intervjupersonernas konsumtionsval. Mycket av deras tid läggs på aktiviteter med låg miljöbelastning, såsom utbildning, ideellt arbete, motion, vila och sociala relationer. Hur tid spenderas är också det mest centrala för hur intervjupersonernas upplevda välbefinnande påverkas, eftersom inkomstminskningen har en nästintill obefintlig negativ påverkan på dem. Mer tid till återhämtning, familj, vänner, vardagsbestyr och fritidsaktiviteter gynnar deras upplevda välbefinnande. Samtliga intervjuade upplever därtill en bättre balans mellan jobb och fritid, även om deltiden för med sig begränsningar i arbetet och fortsatta utmaningar med att anpassa arbetsbördan till den minskade arbetstiden. En arbetstidsminskning kan således leda till att personers miljöavtryck från konsumtion reduceras samtidigt som välbefinnandet ökar, men det kräver att ny fritid spenderas på rätt aktiviteter och att konsumtion minskar och/eller blir mindre miljöbelastande. Om tid i större mån skulle värderas högre än pengar genom minskad arbetstid och inkomst, skulle det kunna ändra konsumtionsnormen, minska konsumtion och produktion på samhällsnivå och därmed dess miljöpåverkan. / Sustainable consumption and production are important elements in the transition into a climate-adapted society, where lifestyle changes could play a crucial role. The purpose of this study is to qualitatively assess whether reduced working hours and income can have effects on people's environmental impact from consumption, as well as perceived well-being. To achieve this, qualitative interviews are conducted with five part-time employees at a Swedish workplace in the environmental field. The study shows that the interviewees’ consumption habits were largely characterized by environmental thinking, both before and after the part- time transition, and some already live a sufficient lifestyle. Reduced income proved to be less important for the interviewees' choice of consumption, however, some had reduced their savings, which can be interpreted as avoiding consumption in the future. At the same time, Covid-19 has affected the consumption patterns of society as a whole, and the study suggests that several interviewees probably spend less money as a consequence of the pandemic. The results show that reduced working hours and income can give rise to consumption-reducing effects such as a reduced need to compensate for lack of time with consumption, as well as more rationality and awareness regarding personal finances. It is also clear that a transition to part-time work, with a corresponding decrease in income, does not necessarily mean that total income decreases in practice, as side incomes and promotions can compensate for the loss of income. The use of time is central to the interviewees' consumption choices. A lot of their time is spent on activities with a low environmental impact, such as education, voluntary work, exercise, rest, and social relationships. How time is spent is also the most important factor in how the interviewees’ perceived well-being is affected, as the reduction in income has an almost non-existent negative impact on them. More time for recovery, family, friends, daily chores, and leisure activities benefit their perceived well-being. In addition, all interviewees experience a better work-life balance, even if part-time work entails limitations in work and continued challenges in adapting the workload to the reduced working hours. Hence, a reduction in working hours might lead to a reduction in people's environmental footprint from consumption while increasing well-being, given that the new leisure time is spent on the right activities and that consumption decreases and/or becomes less environmentally damaging. If time to a greater extent were to be valued over money through reduced working hours and income, it could change the consumption norm and reduce consumption and production at a societal level and thus, its environmental impact.

Traditional crash frequency prediction models cannot capture the temporal effects of traffic characteristics due to the high level of data aggregation. Also, this approach is less suitable to address the crash risk for active traffic management strategies that typically operate for short-time intervals. Hence, this research proposes short-term crash prediction models for traffic management strategies such as Variable Speed Limit (VSL)/Variable Advisory Speed (VAS), and Part-time Shoulder Use (PTSU). By using high-resolution traffic detectors and VSL/VAS operational data, short-term Safety Performance Functions (SPFs) are estimated at weekday hourly and peak period aggregation levels. The results indicate that the short-term SPFs could capture various crash contributing factors and safety aspects of VSL/VAS more effectively than the traditional highly aggregated Average Annual Daily Traffic (AADT)-based approach. The study also investigates the safety effectiveness of VSL/VAS for different types and severity levels of traffic crashes. The results specify that the VSL/VAS system is effective in reducing rear-end crashes in the Multivariate Poisson Lognormal (MVPLN) crash type model as well as Property Damage Only (PDO) and C (non-incapacitating) crashes in the MVPLN crash severity model. Recommendations include deploying the VSL/VAS system combined with other traffic management strategies, strong enforcement policies, and drivers' compliance to increase the effectiveness of this strategy. Further, this research estimates the Random Parameters Negative Binomial-Lindley (RPNB-L) model for PTSU sections and provides valuable insights on potential crash contributing factors related to PTSU operation, design elements, and high-risk areas. Last, the study proposes a novel integrated crash prediction approach for freeway sections with combined traffic management strategies. By incorporating historical safety conditions from SPFs, real-time crash prediction performance could be improved as a part of proactive traffic management systems. The findings could assist transportation agencies, policymakers, and practitioners in taking appropriate countermeasures for preventing and reducing crash occurrence by incorporating safety aspects while implementing traffic management strategies on freeways.

Yes / This article presents midwives' views and experiences of flexible working and work-life balance. Both flexible working and work-life balance are important contemporary agendas within midwifery and can have both positive and negative consequences for midwives. Full-time midwives and those without caring commitments feel disadvantaged by flexible working and work-life balance policies as they have to fit when they work around part-time midwives and are increasingly expected to cover extra work. They feel their work-life balance is marginalised and this is fuelling discontent and resentment among midwives and leading to divisions between full and part-time staff that reinforce flexibility stigma. Although flexible working and work-life balance are important for recruiting and retaining midwives they are part of the ongoing tensions and challenges for midwives and the midwifery profession. Keywords flexibility stigma, flexible working, full-time work, marginalisation, midwives, National Health Service,

This study aims to examine how students who are studying social work are experiencing the combination of full time studies and a part-time job in a human service organization. Furthermore, the aim of this study is also to examine how these students consider legitimacy and the rule of law in relation to their part-time job. To answer this study, we put the focus on students who are studying their sixth or seventh semester in social work at Linnaeus University in Sweden where some students are combining full time studies with a part-time job in a human service organization. In total, nine students with this combination where interviewed in this study, all with different part-time jobs. The outcomes of this study show that students who are studying social work and working part-time are working for different reasons. Some of them say that they work for extra money, and some of them would like to get work experience. The students in this study think that this combination goes well and that they can relate practice from work into their theory in school and vise versa. Some of the students in this study have not thought about legitimacy in relation to their work, which we think is interesting. However, all of the students had thought about the rule of law in relation to their work. What is interesting to us is that we also learned that the students think that they can implement good work even though they have not thought about legitimacy that much.

本研究主要目的在於探討激勵保健因素與公立高職兼職行政教師組織承諾之關係。採用文獻分析與問卷調查方式進行。 在文獻分析方面，首先針對激勵保健因素及組織承諾相關文獻進行蒐集、探討與分析。進而建立研究架構。 再以教育部94年度所公佈之92所公立高職兼職行政工作教師為研究對象，以激勵保健因素與公立高職兼任行政教師組織承諾關係之研究問卷為工具。以抽樣方式進行調查。 發出問卷644份，回收問卷635份，有效問卷609份，問卷可用率為94.6%。問卷回收後，使用描述性統計分析、單因子變異分析、皮爾森積差相關、逐步多元迴歸等方式進行資料分析，茲就研究結果加以討論。 本研究得到以下結論： 一、 公立高職兼職行政教師激勵保健因素呈現中等感受度。 二、 公立高職兼職行政教師激勵因素以「工作本身」感受度較高，「學習成長」感受度較低。 三、 公立高職兼職行政教師保健因素以「工作環境」感受度較高，「行政考核」感受度較低。 四、 公立高職兼職行政教師呈現良好組織承諾。 五、 公立高職兼職行政教師在組織承諾上以「努力意願」感受度較高，「續任兼職傾向」感受度較低。 六、 二十年以上服務年資兼職行政工作教師有較高的整體激勵保健因素知覺。 七、 擔任「主任」之兼職行政工作教師有較高激勵保健因素知覺。 八、 50歲以上兼職行政工作教師有較高的組織承諾。 九、 男性、已婚、高年齡、高職務、高服務年資、非商工或工商職校者，有較高的續任兼職傾向與組織承諾。 十、 擔任主任之兼職行政工作教師有較高「組織承諾」。 十一、 兼職行政工作教師對激勵保健因素之知覺愈高則會有愈高的組織承諾。 十二、 激勵保健因素能有效預測兼職行政工作教師之組織承諾，其中又以「保健因素」最具預測力。 十三、激勵保健理論使用於公立高職兼職行政工作教師，部分符合。 依據以上結論，本研究提出下列建議 一、 對學校單位建議 （一）增加進修管道，培養行政人才 （二）建立健全考核制度，拔擢優秀兼職行政工作教師 （三）簡化行政程序，增加工作人力，均衡工作之質量 （四）建立優質工作環境，提升兼職行政工作教師組織承諾 （五）確立學校發展方向，提升兼職行政工作教師組織承諾 （六）積極培訓資淺兼職行政工作教師，強化行政工作發展 （七）重視年長及資深兼職行政工作教師，建立行政工作傳承 二、 對兼職行政工作教師建議 （一） 積極參與學習，追求個人與組織成長 （二） 適時表達意見，協助學校建立完善之行政考核制度 （三） 針對重視之激勵因素分層面，持續續探索工作之樂趣 （四） 適時自我調適，持續服務之熱忱 / The purpose of the paper was mainly to investigate into the relationship between the motivation-hygiene factor and the organizational commitment of part-time administrative teachers in the public vocational high school. We adopt the literature analyses and the questionnaire ways. The first step of this study was to collect the relevant backgrounds with regard to the motivation-hygiene factors and the organizational commitments. The relevant literatures were proceeded the investigation, the discussion and the analysis and then these data were established the framework. Secondly, the Ministry of Education in 2005 year investigates the part-time administrative teachers of public vocational high school, and the questionnaire of the motivation-hygiene factor and the organizational commitment become the research instrument and they were used. The questionnaire uses the sampling module in Taiwan. We issue the 644 questionnaires, and we retrieve 635 copies. However, the 609 copies are valid questionnaires among the 635 copies. Therefore, the data validation rate was 94.6﹪. Finally, we use the statistics methods, including descriptive analysis, one-way Anova, Parsons product-moment correlation and multiple stepwise regressions to analyze the collected data. The study obtains the conclusions as follows. （a） The part-time administrative teachers in public vocational high school possessed the perception of the middle degree in the motivation-hygiene factor. （b） Among three motivation factors, the part-time administrative teachers in public vocational high school possessed higher perception in “work” and they possessed lower perception in “growth and learning”. （c） Among three hygiene factors, the part-time administrative teachers in the public vocational high school possessed higher perception in “work environment” and they possessed lower perception in “administration and personnel examination”. （d） The part-time administrative teachers in the public vocational high school reached higher than mid-level perception in organizational commitment. （e） Among the three factors of the organizational commitment, the part-time administrative teachers in the public vocational high school possessed higher perception about the willingness and the effort, and they possessed lower perception about remaining position. （f） If the part-time administrative teachers in the public vocational high school exceed 20 years, they possessed higher perception in the motivation-hygiene factor. （g） Teacher who is serving as managers possessed higher perception in the motivation factors. （h） The part-time administrative teachers over 50 years old possessed higher perception about the organizational commitment. （i） A man, the married, high years, high position, high seniority, commercial & industrial vocational high school and industrial & commercial vocational high school possessed lower the remaining position about the organizational commitment. （j） The managers of the part-time administrative teachers possessed higher perception about the organizational commitment. （k） Supposing the perception of the motivation-hygiene factor is more and more high, the part-time administrative teachers also possessed higher the organizational commitment. （l） The motivation-hygiene factor efficaciously predicted the organizational commitment of the part-time administrative teachers. For instance, the hygiene factor possessed higher prediction. （m） The motivation-hygiene theory conformed to the part-time administrative teachers in public vocational high school. According to the above-mentioned conclusion, this study proposes the following results: To the school: （a） It should increase the way of the further education and cultivate the administrative personnel （b） It constructs better testing system and the school take care of the excellent part-time administrative teachers. （c） It simplifies the administration systems and enhances human resources thus balancing its quality and quantity. （d）It constructs better working environment to enhance the organizational commitment of the part-time administrative teachers. （e） It establishes developing direction to enhance the organizational commitment of the part-time administrative teachers. （f） It actively cultivates the young part-time administrative teachers to strengthen working development. （g） It should pay attention to the senior part-time administrative teachers to construct the administrative continuance. To the part-time administrative teachers: （a） They should actively participate in learning and to chase the growth from the individual to the organization. （b） They suitably express the opinion, thus they help the school to establish the administrative testing system. （c） They aim at the motivating factors highlighted to explore working funs. （d） They are suitably the self- adjustment, and to continue the enthusiastic service.

「部分工時工作」被視為是平衡婦女工作-家庭的策略之一。我國政府亦有意透過提倡部分工時工作來提升女性勞動參與率。在此一政策思維下，需更進一步探討，影響我國婦女選擇部分工時工作的因素為何？再者，部分工時工作是否能夠真正「促進」婦女就業？抑或是形成婦女就業的「陷阱」？ Hakim的偏好理論認為，現今婦女已經可以依據個人的自由意願選擇工作；且選擇從事部分工時工作的婦女，其偏好扮演家中照顧者的角色，對工作並無投入的熱忱。本研究發現，Hakim所稱的“home-centered”婦女，依據其所擁有的社會環境資源不同，會影響其執行個人偏好的能力，而使其工作-家庭傾向呈現異質性。且“home-centered”婦女大多並不認同傳統的家務角色，性別分工通常是在環境限制因素與父權體制下所形成。 我國現有的部分工時工作，大多缺乏工時彈性與勞動條件的平等待遇。在婦女教育程度普遍提升下，低就業品質的部分工時工作，不但無法滿足我國婦女的工作需求，亦可能使婦女落入低度就業的情形。政府應移除部分工時制度中的性別觀念，尊重勞工「個人」的工作與家庭需求，避免在性別迷思中，使部分工時工作成為女性就業的「陷阱」。 / “Part-time Job” has been seen as a solution for women to find a balance between their work and family. Government also wants to increase the labor participant rate of women by promoting them with part-time jobs. However, we need to figure out that what factors cause women to choose part-time job, and does part-time job really “improve” women’s employment or becomes an employment “trap” for them? Hakim’s “Preference Theory” refers that women could choose their works as their wills nowadays, and who choose part-time jobs prefer to play the role of “home” and lack of passion for work. This research finds out that women who Hakim called “home-centered” have heterogeneity with their work-home orientations. The ability to execute one’s preference depends on one’s possession of social resources, and “home-centered” do not identify themselves with the traditional “home role” for women. The gender division usually formed under the limitation in society and patriarchy. Most part of part-time jobs in Taiwan are inflexible in working hours and unequal labor standards. With the trend that women with higher education, the low employment quality of part-time jobs could not fulfill their expectations for work or they would get into underemployment situation. Government should remove the gender concept in promoting part-time work and consider the “personal” work-family needs to avoid part-time job becoming an employment trap for women under the myth of gender.

The Native American characters in Love Medicine and The Absolutely True Diary of a Part-Time Indian experience prejudice from other Native Americans and suffer from internalized norms and values. This study examines whether or not the prejudice the fictional characters in Love Medicine and The Absolutely True Diary of a Part-Time Indianexperience and express as Native Americans unite them as a community or not. It also investigateshow they view white society andif the Native American characters have prejudice against the members of their own tribal community. The analysis is partially based on postcolonial theory and focuses on terms such as internalisation, acculturation and prejudice. The thesis found that the communitiesare united on the premises that they conform to the Native American norms but any deviation from these norms has the potential to divide them.

Adjunct faculty teach over 50% of courses in U.S. higher education but little is known about them as educators. Strong evidence has been found in the K-12 literature demonstrating the link between teachers’ beliefs, instructional practices, and subsequent student outcomes. Teaching self-efficacy, beliefs in one’s capabilities to perform specific tasks in a particular context, is an important contributor to motivation and performance (Tschannen-Moran et al., 1998). This research advances teaching and learning literature in higher education and provides insight into an understudied population of educators by exploring adjunct faculty’s teaching self-efficacy and factors that influence those beliefs. In this mixed methods study, an explanatory sequential design was used to explore teaching-self efficacy among adjunct faculty at a Mid-Atlantic community college. Adjunct faculty were surveyed using the College Teaching Self-Efficacy Scale (Prieto Navarro, 2006). Data were selected from the surveys for further explanation in subsequent interviews. Quantitative and qualitative data were merged to form an overall interpretation of teaching self-efficacy and factors that influenced those beliefs. Teaching self-efficacy was highest in creating a positive learning environment, followed by overall teaching self-efficacy, and then instructional skills. Assessing student learning was rated lowest. Adjunct faculty with fewer than five years teaching experience had lower self-efficacy scores than those teaching for six or more years. Mastery experiences and feedback from students and full-time faculty mentors emerged as the most influential sources of teaching self-efficacy. Student evaluations and attending Convocation were positively correlated with scores in overall teaching self-efficacy, instructional skills, and creating a positive learning environment. Adjunct faculty identified working to accommodate the needs of a diverse range of learners as the most significant challenge to teaching self-efficacy followed by challenges related to working conditions including inadequate pay and job insecurity. Key recommendations for promoting adjunct faculty’s teaching self-efficacy beliefs include increasing opportunities for interaction with departmental colleagues to share best practices and teaching resources, and offering trainings at flexible times and in creative formats on instructional skills, assessment practices, and learning theories. Improving onboarding processes, recognizing different needs of adjunct faculty based on experience, and reassessing pay and employment structures are also needed.