Thesis (M.A.)--University of Montana, 2007. / Title from title screen. Description based on contents viewed July 18, 2007. Includes bibliographical references (p. 80-88).

abstract: More than 450,000 people work in public and private correctional institutions in the United States, collectively supervising over 2.2 million jail and prison inmates. The nature of correctional officers' work exposes them to numerous stressors which can have harmful effects on their health and their job performance. Several studies have examined the significance of environmental factors on work outcomes among prison staff. Less attention has been paid to external stressors such as negative images of correctional officers held by the community and correctional officers' perception of their own occupational prestige. This is an important omission considering the negative stereotypes associated with correctional officers and the tendency for media and entertainment outlets to perpetuate these stereotypes. The aim of this dissertation is to examine how perceived occupational prestige among correctional officers influences job stress. Specifically, the perceived occupational prestige associated with family and friends, the general public, and the media are assessed. To do so, the study employs multivariate analyses of data from a survey of 641 correctional officers employed in one Western prison system to examine the impact of perceived occupational prestige on an attitudinal and health measure of job stress. First, correctional officers believe that friends and family hold the most positive opinions about their profession, while the media has the most negative. Second, perceived occupational prestige among correctional officers does not appear to be a significant stressor, except for perceived occupational prestige associated with the media when predicting health job stress. Finally, when possible mediating variables are assessed for officers that had tenure longer than nine years perceived occupational prestige associated with the media has a significant effect on attitudinal and health job stress. In addition, for officers who identified themselves as non-White perceived occupational prestige associated with family and friends is a significant predictor of attitudinal job stress and perceived occupational prestige associated with the general public is a significant predictor of health job stress. This study concludes with a summary of these findings as well as its key limitations, and offers insight into potential policy implications and avenues of future research. / Dissertation/Thesis / Doctoral Dissertation Criminology and Criminal Justice 2015

The languages of the world are constantly changing and slang intrudes the vocabulary of many people all over the world. But what is slang and where does it come from? Are there differences in the slang that men and women use? And what is the point of using slang? It seems that the slang that was used by previous generations has either gone out of use or has now become a part of accepted standard language; basically, the youth of today reject the slang that their parents used. This would indicate that it is not “cool” to use the same slang as one’s parents did and to avoid this, new slang is invented to replace old slang aiding the youth of today to be able to be shocking or amusing by speaking in a certain way. In this essay the focus lies on the slang of British English and this is investigated by an analysis of a contemporary film and a TV-show to see how common the use of slang is in these kinds of medias. The intention is also too see if slang differs according to gender and in what different areas slang is used. The film “Football factory” and the TV-show “Little Britain” were closely watched and all slang was noted down and categorized in terms of users and areas of use. To make this easier and to make sure not to lose any parts of the dialogues scripts were found on the internet and used as aids when analyzing. “Football factory” is a movie about British football hooligans which is a very male-dominated world. “Little Britain” is a TV-show consisting of many small sketches with very different characters of both genders but mostly played by male actors. The results were somewhat surprising as the expectation was to find some slang in the chosen material but the amount of slang use exceeded the expectations. Slang seems to besomething that people use in many different areas of use, such as, when talking about sex,drugs or other things that might be taboo. It seems that slang is a big part of the language thatboth men and women use. However, in the material used for this study, young men were theones who used slang the most.

Theoretical part of dissertation was focused to defined concept teacher and his social and economic position. These concepts were focused from professional literature and law of Czech Republic. Practical part then is turn on in first line on the research of teacher's job. Some of them refer to prestige of teacher, another generally teachers position, his intensity and complexity, another was devoted education system universally. The second part explores from qualitative research of some respondents their attitudes and opinions to teachers position. The target of thesis was compare of idea trainees with conclusion, where was found out from researches of teachers job and professional literature. The thesis come to the conclusion in teacher's prestige and together was alert to some phenomenon, where are charted but not appropriately resolved. KEYWORDS teacher, social and economic position of the teacher, salary, prestige

The goal of the thesis is valuation of the company Prestige Real s.r.o. The date of the valuation is 1.1.2016. The thesis consists of several parts. In the first part there is basic information about the company followed by strategic and financial analysis and evaluation of going concern principle. Subsequently, the financial plan for 2016 to 2020 is prepared, which serves as a foundation for final valuation. The valuation of the company is performed by two methods. The primary method is DCF entity method and the secondary is method using industry multiples.

This thesis is a qualitative study of Chinese professionals in Vancouver. Thirteen respondents were subjected to unstructured in-depth interviews guided by a questionaire schedule which seek to explore the respondents' experience of their ethnicity in their work environment and outside of it. The data gathered was interpreted in terms of status inconsistency theory. Status inconsistency theory looks at the locations of individuals in a set of status hierarchies, the relationship between these locations and its consequences. Objectively, Chinese ethnic status is inconsistent with professional status since the former is negatively evaluated in relation to most White ethnic groups while professional status is positively evaluated in relation to most other occupational statuses. The main body of the thesis deals with status inconsistency as it is translated into the subjective experiences of Chinese professionals. Ethnic status is inconsistent with professional status when it deprives Chinese professionals of the prestige available to professionals of positively evaluated ethnic groups; when Chinese professionals are treated according to their lower ethnic status rather than their higher professional status» and when Chinese professionals experience special difficulties in their work environment as a result of their ethnic status — such as difficulties in getting promotions and difficulties in communicating with superiors and colleagues. This thesis found that Chinese professionals respond to status inconsistency in various ways. The participation of Chinese professionals in ethnic organisations is particularly striking. This active involvement with one's own ethnic group appear to contradict another tendency of the respondents: the tendency to negatively evaluate their own ethnic group. In terms of status inconsistency theory, involvement in ethnic organisations dissolves the connection between professional status and ethnic status since within the ethnic group, ethnic status rankings does not apply. Occupational status is the more relevant criterion of rank within one's own ethnic group. Thus,Chinese professionals within their own ethnic group are regarded only in terms of their high professional status and thus enjoy high prestige. Negative evaluation of one's own ethnic group is, on the other hand, a confirmation of ethnic group rankings with an attempt to dissociate oneself from one's own negatively evaluated ethnic group by adopting the role of an outsider. This thesis is exploratory in nature. It aimed to find common problems and common responses. Its findings may be useful in generating hypotheses for future research. / Arts, Faculty of / Anthropology, Department of / Graduate

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Thesis advisor: Hans de Wit / Do employers prioritize the signal associated with the name of the university someone graduated from above an applicant’s skills in the employment process? Using a field experiment of the labor market, 2,400 fictitious applications were submitted to job openings in three countries: United States, United Kingdom, and Australia. The resumes belonged to fictitious citizens with full working rights, both female and male, that have attended universities of varying prestige in the United States, United Kingdom, and Australia respectively. Two skill-intensive sectors of the labor market were chosen: information and communication technology and accounting.  For each sector of the labor market, two resumes were designed. One resume had a high skills match with the generic requirements of entry level jobs in each sector. A second resume had a low skills match with the same requirements. For each country, one high-ranked university and one non-high-ranked university were selected to signal prestige. The name of the university the applicant graduated from and the sex of the applicant were randomly assigned on otherwise identical resumes. This study distinguished between the effects of human capital (Becker, 1975; Mincer, 1974; Schultz, 1959; 1961) and the signaling effect of university prestige in the labor market (Spence, 1973), while controlling for networking effects (Bayer, Ross, & Topa, 2005; Petersen, Saporta, & Seidel, 2000). The results suggest that human capital—as measured through the high and low skills match resumes—was statistically significant in predicting callbacks. Applications in the high skills match condition were 79% more likely to receive a callback than applications in the low skills match condition. The prestige condition and the interaction between university prestige and match were not statistically significant. This experiment detected no statistically significant differences in callback rates based on the sex of the applicant. These findings suggest that human capital, and not university prestige, predicts recruitment outcomes for applicants with a bachelor’s degree only. These results support a call for skill building and human capital consolidation at higher education institutions. / Thesis (PhD) — Boston College, 2019. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Thesis advisor: Carlo Rotella / This country currently finds itself in a backwards way. Since the late 1970s, our policy choices have led to a significant disparity between national economic productivity and individual workers’ pay. As GDP steadily grew between 1979 and 2020, wages remained largely stagnant and many Americans now find themselves incapable of keeping up with rising costs of living. Unlike most workers struggling in this precarious economy, college students graduating from elite universities are given the choice to embark on careers in financial and consulting sectors to achieve financial stability. That stability can only be achieved through only a handful of work-options, however, can feel restrictive to many college students, meaning this new America of limited opportunity is not felt exclusively by the working class and instead can be intuited at every class level. Over the course of one dissolute summer, I sought to better understand why many students, despite having the option to work lucrative jobs, feel pessimistic about working after graduation. / Thesis (BA) — Boston College, 2022. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Departmental Honors. / Discipline: English.

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