A collective case study is the study of more than one case (Stake, 1995). One therapist supervisor and three therapist supervisees from a child and adolescent residential foster care facility were observed during their individual clinical supervision and interviewed post-supervision. Currently, the literature on clinical supervision seldom addresses the supervision of working professional counselors; particularly those who are child and adolescent counselors (CACs). Using a qualitative approach, two fundamental questions guided this inquiry: (a) what is the nature of clinical supervision involving a supervisor who provides clinical supervision to counselors in a child and adolescent residential foster care center that provides mental health treatment? and (b) within the clinical supervision experience, what issues involving children and adolescents does the supervisor explore?Participants provided detailed demographic information about their work and educational experience. During the post-supervision interviews participants recalled the content of the clinical supervision, discussed their thoughts and feelings about the supervision experience, explored how the supervision met their supervisory needs and expanded on their beliefs about the process of supervision in general. Constant comparative analyses, both within-case and cross-case, were conducted and themes emerged from the interviews. Various themes emerged that were associated with: administrative supervision, best practices, case specific discussion, developmental understanding, ethical dilemmas, the personal issues of the supervisor and supervisees, supervision practices, treatment modalities, treatment planning, and working with various systems. Within the clinical supervision of CACs in residential foster care the nature of supervision is related to discussing specific cases in the facility, the supervision practice as it is experienced within each supervisor supervisee relationship, and a general desire to explore the best approaches when working with the children and adolescents at the facility. Collectively the supervisor and supervisees explored issues related to children and adolescents specific to individual cases consistent with generic supervision. Implications for practice and research are also discussed.

Uppsatsen handlar om vilket syfte APU har i frisörutbildningen och om skolan skall erbjuda APU varje vecka, eller i längre sammanhängande perioder? Syftet med studien har varit att bland annat undersöka vilket APU-upplägg som i utbildningssyfte är mest relevant och varför. För att få kunskap och information om vad branschen, rektor, frisörlärare samt handledare tyckte, har jag intervjuat ett antal personer. Intervjuerna var kvalitativa och strukturerade för att få deskriptiva svar. För att kunna få en så detaljerad analys som möjligt använde jag en digital bandspelare. Intervjuerna tog 20 till 30 minuter vardera. I studien har det visat sig att de flesta var lyhörda för båda uppläggen, de hade också erfarenhet av båda uppläggen men när jag frågade hur informanterna önskade att upplägget kunde vara, kom ett enhälligt svar från rektor, handledare samt frisörlärare. I utbildningsperspektiv, för att även bygga upp en kundkrets, menar majoriteten, att APU kontinuerligt varje vecka är att föredra. Branschen däremot hade en annan uppfattning, menade att varje skola/rektor själv beslutar om vilket upplägg som gynnar dem. Beslutet behöver inte vara för evigt utan måste utvärderas med jämna mellanrum. / This essay is about what purpose the APU has been in hairdressing education and if school should offer APU every week or in longer consecutive periods? The purpose of this study was to examine which of the APU arrangement of the educational purpose is most relevant and why. To gain knowledge and information about what the industry, principal, hairdressing teachers and mentor thought, I have interviewed a number of people. The interviews were qualitative and structured to descriptive answers. In order to get into as much detail as possible, I used a digital tape recorder. The interviews took 20 to 30minutes each. The study showed that most were susceptible to both arrangements. They also had experience of both arrangements,  but when I asked how informants wished how APU should be used, a unanimous response came from the  principal , mentors  and hairdressing teachers. The educational perspective, to build a customer base, says the majority, that the APU continuously every week is preferred. The industry, however, had a different opinion, said that each school / principal decides on the arrangement that benefits them. The decision need not be forever, but it must be evaluated periodically.

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The aim of the thesis is to investigate how a number of pedagogical supervisors develope their supervisory competence. In order to meet this objective the following issues were important: What sort of learning takes place among the supervisors?  In what ways have different frameworks and conditions been important for guiding the talks? Can the patterns of conversation be discerned during the sessions and how do these patterns reflect their learning and skills? The thesis presents two studies of educational supervisors and tutor based learning which were carried out with about five years delay. The first study was conducted with twenty newly trained supervisors and a second follow-up study was conducted with ten of the same supervisors.  The analysis of the empirical material of study 1 shows, among others, in which direction the talks evolve during mentor sessions and to what extent they change character to deepen and lead the supervisors to develop new perspectives and ways of looking at their role.  The analysis of the empirical data in study 2 illuminate how each supervisor’s learning progresses by analyzing interviews, conversations and reflections. This study analyzes the supervisors’ levels of reflection, the traditions reflected in the supervisors’ way to lead session conversations, the conversation patterns that emerge and how the supervisors’ learning and supervisor competence developed.

Over the last five decades, there has been an increase in the number of immigrants coming to and settling in the United States (U.S.). Limited research has explored the job and workplace characteristics that contribute to work-family conflict among immigrant workers. To fill this gap in knowledge this study examines the relationship of job demands, social support and worker characteristics to work-family conflict among immigrant and native workers in the U.S. Using the 2002 National Study of Changing Workforce (NSCW), this exploratory study identifies the job demands, social support and socio-demographic factors related with time-based, and strain-based, work-family conflict among immigrant (n=157) and native workers (n=165). Four research questions were posited to examine the differences between the immigrant and native workers’ experiences of job demands, workplace social support, and work-family conflict; the relationship between job demands, workplace social support and time-based and strain-based work-family conflict; and the job demands, workplace social support and socio-demographic characteristics that predicted time-based, and strain-based work-family conflict. Independent sample t-tests, cross-tabulations, and stepwise multiple regressions via backward elimination method were used to address specific research questions. Findings indicate that only two job demands, work schedule and learning requirements, are significantly different between immigrant and native workers. Multivariate analysis suggests that among immigrant workers, workload pressure, total hours worked, and lack of co-worker social support are significantly associated with time-based, work-family conflict; being married, lack of supervisor social support, lack of learning requirements, increased work hours and workload pressure are associated with strain-based, work-family conflict. Among native workers childcare responsibilities, lower levels of income, a job with rotating or split shifts, high workload pressure, increased work hours, and lower learning requirements are associated with time-based work-family conflict. Being younger, having lower supervisor social support, lower learning requirements, higher workload pressure, working at rotating/split shift, and having work role ambiguity are significant predictors of strain-based, work-family conflict among native workers. Drawing on person-in-environment perspective, this study has implications for social work practice at individual, organizational, and policy levels, and also for work-life research among immigrant working populations.

Gold mining in South Africa has played a significant role in the economic development of the country over the past 120 years. The continued focus on productivity, recruitment and consolidation in the South African gold mining industry will result in a decline in production. Much of the decline can be attributed to natural attrition as the industry has moved from a mass employer of limited, contract, unskilled labour, to an employer of more permanent, mostly semi-skilled or skilled labour. The objective of this research was to investigate the reliability of measuring instruments of social support, role overload (qualitative and quantitative), job satisfaction and turnover intention for employees in the mining industry. Further objectives included empirically determining whether social support has a moderating effect on the relation between role overload and job satisfaction and turnover intention. A cross-sectional survey design was used. A random sample was taken from a South African mining company (N=250). Gender and age were included as control variables. Individuals on Paterson grading E band to C Upper (managers) were part of the sample. Five measuring instruments were administrated. Descriptive statistics and inferential statistics were used to analyse the data. The results obtained for the five scales proved the measuring instruments to be reliable. The results show that when an employee feels that his/her work is more than he/she can accomplish in the time available (quantitative role overload), the employee will most probably also feel that his/her work requires skills, abilities and knowledge beyond that of their own (qualitative role overload). It is also indicated that social support from the supervisor increases the employee's positive attitude or pleasurable emotional state towards his/her job or job experience (job satisfaction), as well as heightens the probability of social support from colleagues. Furthermore, the more positive the employee's attitude towards the job, the less the intention to stop working will be (turnover intention). This intention to stop working will also be less when social support from the supervisor is more and/or when the employee experiences less feelings that his/her work is more than he/she can accomplish in the time available. Turnover intention was predicted by social support from supervisor. Job satisfaction was predicted by role overload (quantitative) and social support from supervisor. By way of conclusion, recommendations for future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Syftet med studien var att undersöka relationen mellan commitment gentemot organisationen och chefs-commitment i en svensk kontext med hjälp av TCM Employee Commitment Survey. Metoden för att undersöka detta var en webbenkät som delades ut till sammanlagt 188 personer, med en svarsfrekvens på 35%. Respondenterna arbetade i tre olika organisationer inom offentlig sektor. I enkäten fick respondenterna ta ställning till påståenden rörande sin organisation och sin närmaste chef. Resultatet visade att ju lägre continuance commitment är gentemot närmaste chef, desto högre är affective commitment gentemot organisationen. Vidare visade resultatet att ju högre continuance commitment är gentemot närmaste chef, desto högre är continuance commitment gentemot organisationen. Dessutom visade resultatet att ju högre normative commitment gentemot närmaste chef är, desto högre är normative commitment gentemot organisationen. I motsats till tidigare studier fann vi ingen korrelation mellan affective commitment gentemot organisation och affective commitment gentemot närmaste chef. / The main purpose of this study was to examine the relationship between organizational commitment and supervisor commitment within a Swedish context using TCM Employee Commitment Survey. Measures were done via a questionnaire distributed to a total of 188 people, with a response rate of 35%. The respondents were employees from three different organizations within the public sector. They were asked to consider different statements regarding their organization, their supervisor and work-related identity. The results showed that if continuance commitment to supervisor is low, affective organizational commitment will be high. The results also showed that when continuance commitment to supervisor was high, continuance organizational commitment was also high. When normative supervisor commitment was high, so was normative organizational commitment. In contrast to previous studies, we found no correlation between affective organizational commitment and affective commitment to supervisor.

ABSTRACT A SURVEY ABOUT THE OPINIONS OF STUDENT PHYSICS TEACHERS, SUPERVISORS AND MENTORS ON PRACTICE TEACHING COURSE &Ccedil / etin Se&ccedil / kin, Nihan M.S., Department of Secondary Science and Mathematics Education Supervisor: Assist. Prof. Dr. Ali Eryilmaz August 2005, 136 pages The purpose of this survey is to describe the opinions of student physics teachers registered in the Practice Teaching Course, supervisors giving that course for physics education students in the Secondary Science and Maths Education Departments of Education Faculties in Turkey and the mentors of student physics teachers at co-ordinating schools on practice teaching course. After reviewing the related literature, three prallel questionnaires were developed depending on the formal directive of Ministry of National Education (MEB) and the handbook of Higher Education Council (Y&Ouml / K) about practice teaching. The research was conducted on 142 student physics teachers registered in the Practice Teaching Course in 2004- 2005 spring semester and 14 supervisors giving this course in 7 Secondary Science and Maths Education Departments of Education Faculties and 10 mentors in 7 co-ordinating schools in Turkey.. The analysis of data was made by using SPSS 10. According to the findings from the study, the formally stated responsibilities and procedures related with practice teaching in the directive do not overlap with the actual ones completely, participants do not carry out all their responsibilities as stated in the directive, physical conditions of co-ordinating schools are not adequate for teacher education, and insufficient number of supervisors in the faculties and lacking of co-ordination among the units in practice teaching cause many problems.

The Action Plan on Building a Capital Markets Union (‘CMU’) in the European Union (‘EU’) was launched by the European Commission in 2015. It aims to pursue a further development and integration of European capital markets by 2019. However, in the wake of the global financial crisis of 2007–09 and the Eurozone crisis, it is proven that appropriate governance is indispensible to underpin such integrated markets. Therefore, in order to establish a solid CMU, this thesis attempts to answer one crucial question: ‘whether investment conduct should be supervised centralisedly at the European level in the CMU’. This thesis, at first, explores the regulatory system of investment conduct in the EU to date, with particular emphasis given to the competence allocation between the EU and Member States (and between Member States). Two findings are important: first, even though the rules of investment conduct are harmonised to a large extent in the EU, supervisory issues still matter to investment intermediaries and their clients in cross-border transactions; and, second, the current supervisory system of investment conduct in the EU might bring significant costs in cross-border transactions, but this does not necessarily mean that the installation of a single supervisor in charge of investment conduct supervision is inevitable in the CMU. This thesis then examines the proposed single supervisor in detail, with an aim to find out the optimum institutional governance of investment conduct in the CMU. Based on the transaction cost approach, this thesis compares the proposed single supervisor and the current system from the perspectives of private law systems and administrative regulation respectively. From the perspective of private law governance, it is undeniable that many issues of private law in governing investment conduct are still unclear and complex in the EU, but the proposed single supervisor provides little help to these issues. By comparison, a non-mandatory pan-EU alternative dispute resolution (‘ADR’) for cross-border disputes of investment conduct might be a better option in reducing transaction costs in the CMU. From the perspective of administrative governance, the proposed single supervisor may also be difficult to pass the EU Treaty principles of subsidiarity and proportionality. This is because the total transaction costs of European capital markets will not decrease (but even increase) after the introduction of the proposed single supervisor. It is further argued that, other than the establishment of the proposed single supervisor, policymakers have to pay more attention on how to ensure the current network-based system functions effectively in the CMU. In the light of this, not only a negative answer of the research question is concluded, but also policy recommendations for designing the optimum governance of investment conduct in the CMU are given in this thesis.

O presente trabalho pretende demonstrar as transformações nas qualificações dos operadores de máquina com a introdução de novos equipamentos no processo produtivo em três empresas do setor metal-mecânico do estado do Rio Grande do Sul. Com o auxílio de uma metodologia de natureza qualitativa buscou-se, através de entrevistas semi-estruturadas, captar a percepção dos operadores de máquinas, supervisores e gerentes sobre as modificações ocorridas na qualificação dos operadores de máquina automatizada na produção. A partir da revisão da literatura buscou-se construir o roteiro das entrevistas, diferenciadas para cada cargo, buscando captar as percepções dos diferentes atores sobre tecnologia, trabalho e qualificação. Como resultado estabeleceu-se a qualificação necessária e desejada de um trabalhador que opera uma máquina automatizada.