Globalization and international business increasingly require the services of skilled expatriates in overseas offices. Over the past 50 years, numerous studies have focused on various factors affecting expatriate adjustment, primarily through quantitative research, reaching no conclusions on what factors in cross-cultural training would guarantee expatriate success. Expatriate failure has high personal and organizational costs. The purpose of this study was to use the qualitative methodology of narrative inquiry to investigate the adjustment, transition, and repatriation experience as a holistic process. Two theoretical constructions, Bandura's social learning theory, applied to the learning process in an international assignment, and social identity theory, represented key factors in the expatriate experience. The overarching research question investigated the distinct factors that contributed to the overall success or failure of an expatriate. Narrative inquiry, and open-ended questions, allowed the participants to reveal their stories. Participants (N = 14) were selected using criterion and convenience sampling. Interviews were recorded, transcribed, and coded into themes using an iterative process. Results established weak organizational support in the preparation and repatriation stages. Participants considered their assignments a success and exhibited strong self-efficacy and internal locus of control. The need for successful expatriate performance will continue to increase with globalization; findings in this study can contribute to the training, support, and repatriation of employees. The potential for social change includes the improvement in global business functioning and international understanding.

Psychological evaluations administered by forensic psychologist in personal injury cases are surrounded by complex issues. Although empirically-based research has legitimized that psychological damages do exist in personal injury cases there is a missing link in the way forensic psychologists are conducting these evaluations. Prior researchers suggested that some personal injury evaluations had been dismissed or overlooked due to a lack of a standard of care. Addressing the current literature, this study examined how a diverse group of 14 licensed forensic psychologists, operating in different judicial jurisdictions (Daubert, Frye, and Independent) were conducting personal injury evaluations and their perspectives on the implementation of a standard of care. A qualitative thematic analysis design was used to gain a more in-depth understanding of this phenomenon. Systems theory was the conceptual framework that informed this study and guided the methodology employed. The identified themes were organized into steps reflected in an adapted version cube model. The study promotes positive social change by fostering confidence in the field of psychology and personal injury evaluations with regard to bolstering the overall credibility, reliability, and validity of the practice and processes involved. Further, positive change can occur through the development of framework that assists in leveling the practice by keeping evaluations flexible, but consistent; basing the decision regarding implementing a standard of care on the utility of the framework, along with future findings and developments in the field.

Thesis (Ph.D.)--Mississippi State University. Department of Counseling and Educational Psychology. / Title from title screen. Includes bibliographical references.

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The purpose of this project is to offer a functionally comprehensive application, Cognitive Rehab Solutions (CRS), that is designed for neuropsychologists to deliver restorative cognitive training in areas of attention and memory of persons with brain impairment.

Lean strategy deployment (LSD) provides a means to create lasting value at reduced cost; yet most LSD efforts fail to attain sustainable improvements. The current study sought to gain an understanding of how leaders in oral healthcare manufacturing setting in the northeastern region of the United States can apply self-efficacy and leadership commitment during an LSD. Using Bandura’s theory of self-efficacy this qualitative phenomenological study examined the lived experiences and perceptions of 15 mid-to-senior level managers, concerning the use of self-efficacy and leadership commitment during a lean strategy deployment (LSD). The key findings resulted in 10 emergent themes. The top 3 highly regarded themes that emerged from this study were: (1) committing to a lean strategy deployment, (2) communicating lessons learned/changes, and (3) bringing the best out of employees. LSDs are not easy to implement. Many companies attempt to carry out lean activities and many of these same companies fail to have successful results. To be effective, leaders should focus on creating sound practices and give more attention to the human behaviors and leadership characteristics needed to support eliminating barriers and creating a lean culture.

The current epidemic of overweight and obesity has been partly credited to a growing trend for snacking and sedentary work behaviors. The purpose of this quantitative, cross-sectional survey was to investigate whether the difference between snack food reinforcement during work and non-work hours and work food motives predicted BMI among U. S. office workers. This study was based on the theoretical framework of the individual differences theory, in the context of the behavioral choice theory and reinforcement theory. The independent variables were food reinforcement and food motives; the dependent variable was BMI. Descriptive, correlational, and exploratory analyses were used. The survey was administered to a sample of 100 adult male and female office workers using SurveyMonkey. The results of the study determined that there was a statistically significant difference in food reinforcement during work hours versus non-work hours; however, only change in intensity was a statistically significant predictor for the workers' BMI class scores (p < .05). Moreover, during work-hours, office workers were willing to exert more effort (pay more) to obtain these snack foods than during non-work hours. An increase in work intensity was associated with an increase in the odds of being obese, with an odds ratio of 1.050 (95% C.I. [1.016, 1.084]). Food motives were not associated with BMI class scores (p < .05). These analyses have provided support for the hypotheses that food reinforcement is greater during work hours among office workers. As a result, they have significant positive social change implications which include relative policy changes within companies, tailoring the workplace environment to meet individual needs, providing healthier snack food choices, and increasing prices on high energy-dense foods. The workplace environment can provide opportunities for dietary, physical and worksite environmental change as well as individual behavior changes. It is important to continue to investigate how the workplace food environment may influence energy intake and weight-related behaviors to create awareness among this population. The more individuals and organizations know about these environmental food-related behaviors, the more opportunity they may have to take action in mitigating risk for weight gain during work and non-work hours.