Medical interpreter services will be essential for developing and implementing culturally relevant interventions and treatment for limited English proficiency (LEP) populations. This study sought to identify the possible risks or protective factors that may be associated with vicarious traumatization (VT) or vicarious posttraumatic growth among medical interpreters in behavioral health settings. A 2-step cluster analysis was conducted yielding 2 distinct groupings of medical interpreters (Subtype 1, n = 73; Subtype 2, n = 101). The most important predictor determining the 2 subtypes was whether the participant had a personal history of trauma. In addition, there were significant differences between the 2 subtypes among the following variables: Trauma and Attachment Belief Scale T-scores of VT; years as a medical interpreter; years as a behavioral health medical interpreter; level of education as it relates to interpreting; personal history of trauma; personal or family history similar to any of the trauma survivors served in the past year; specific mental health training; sought personal therapy related to exposure to traumatic material from work environment; current relationship status; race; and whether spoken, sign, or both spoken and sign language interpretation was provided. The results of this quantitative study further support the constructivist self-development theory where VT is the result of the accumulated effects of repeated exposure to trauma material in combination with the person of the provider. Understanding these risk and protective factors will continue to support the provision of effective treatment of LEP individuals in behavioral health settings and the ongoing professional development of behavioral health medical interpreters.

The post-9/11 security environment is one that confronts the United States, and specifically the U.S. Army, with complex problems that require development of leaders with improved knowledge, skills, and attributes to meet the challenges of defending the nation. The problem confronting the U.S. Army is that Army leaders lack a learning environment or methodology that enables effective self-development throughout their career. Research suggests that PLNs (PLNs) and a connectivist approach may address that problem, but these have been limited to civilian educational environments. This qualitative case study explored the use of PLNs with a connectivist approach for leader self-development in Army organizations. The case in this study was that of a cohort of 22 officers in a U.S. Army unit. Each officer developed a PLN and then employed a connectivist approach to connect, curate, create, and share knowledge. Data were collected using semistructured interviews and analyzed with a focus on themes that could inform future decisions by Army senior leadership on the self-development of leaders, and that could enable decisions that will reduce loss of life and destruction in wartime. The major themes developed in this study account for the approach and challenges to Army self-development, the motivation for and execution of connected learning, and the structuring and desired characteristics of self-development that employs PLNs and connectivism. Recommendations included integrating a semistructured approach to self-development into emerging educational approaches to Army leader development. More prepared Army leaders can respond to crises more effectively, reducing adverse effects, damage, and loss of life

Leader self-development, as an approach to leader development, is defined as autonomous, self-regulated behaviors focused on developing one’s leadership capacities. Leader development, as a function, is purposeful engagement in the development of human capital, often in the form of formal training programs or on-the-job assignments. It has been theorized that leaders can only learn from such structured investments if they are motivated to self-develop as leaders. For this reason, self-development is a foundational element of leadership development in general. Previous research has found that certain leader characteristics such as feedback seeking, achievement seeking and mastery orientation predict an individual’s motivation for self-development. The current study examines whether matched perceived group-norms interact with leader characteristics to impact motivation to self-develop. 134 male and 33 female leaders who manage people within structured organizations completed an online self-report survey to assess participants’ leader characteristics, perceived group norms and motivation to self-develop. Results replicated previous research using a new sample, thus establishing the importance of leader characteristics of feedback seeking, achievement seeking, and mastery orientation in predicting motivation to self-development. Although results failed to support the predicted interactions between leader characteristics and matched group level norms, for the first time, group level norms of goal-setting and learning were found to have a direct effect on motivation to self-develop. Implications of increased leader self-development under specific, advantageous group norms are discussed.

The post-9/11 security environment is one that confronts the United States, and specifically the U.S. Army, with complex problems that require development of leaders with improved knowledge, skills, and attributes to meet the challenges of defending the nation. The problem confronting the U.S. Army is that Army leaders lack a learning environment or methodology that enables effective self-development throughout their career. Research suggests that PLNs (PLNs) and a connectivist approach may address that problem, but these have been limited to civilian educational environments. This qualitative case study explored the use of PLNs with a connectivist approach for leader self-development in Army organizations. The case in this study was that of a cohort of 22 officers in a U.S. Army unit. Each officer developed a PLN and then employed a connectivist approach to connect, curate, create, and share knowledge. Data were collected using semistructured interviews and analyzed with a focus on themes that could inform future decisions by Army senior leadership on the self-development of leaders, and that could enable decisions that will reduce loss of life and destruction in wartime. The major themes developed in this study account for the approach and challenges to Army self-development, the motivation for and execution of connected learning, and the structuring and desired characteristics of self-development that employs PLNs and connectivism. Recommendations included integrating a semistructured approach to self-development into emerging educational approaches to Army leader development. More prepared Army leaders can respond to crises more effectively, reducing adverse effects, damage, and loss of life

Als Michel Foucault 1984 starb, galt er in Deutschland als Gegner der Subjektphilosophie. In Manfred Franks Buch 'Was ist Neostrukturalismus?' (1983) wurde Foucault mit Jacques Derrida und Jacques Lacan als ein Strukturalist der neuen (und üblen) Sorte gebrandmarkt, der die klassischen philosophischen Probleme der subjektiven Selbstentfaltung und der individuellen Selbstbestimmung aufgekündigt habe. Dazu gesellten sich bald Stimmen aus den Bereichen des politischen Denkens und der Gesellschaftsanalyse, die zwar Foucault persönlich als kritischen Intellektuellen wertschätzten, mit seiner Philosophie aber doch große Schwierigkeiten hatten, weil hier ganz offensichtlich Kritik nicht gleichbedeutend war mit Empörung oder gar Kampf gegen die bestehenden Verhältnisse. Foucault hatte zwar die Macht des Staates analysiert, aber beispielsweise Widerstand dagegen nicht klar und deutlich legitimiert (vgl. dazu Hechler und Philipps, 2008). So ergab sich das Bild eines Denkers, der mit der Tradition der Subjektphilosophie von Descartes bis Sartre gebrochen hat und zugleich die kämpferische Emphase des spätmarxistischen Denkens nicht teilen wollte oder konnte. Die folgenden Bemerkungen kommentieren dieses Bild.

In my work I have researched the phenomenon of the virtues in education, their importance and their influence on the development of children's character. I inquire into the foundation of The education in the virtues, from the philosophical principles and traditions, what was based on and what it is based on nowadays. I study the manner of it's anchoring in the Framework of Education Programme for Elementary Education and I am interested in educational institutions and subjects in the Czech Republic which deal with this field. I state these educational institutions and subjects, which have education in virtues included as an integrated educational program. Many of these institutions have found inspiration from abroad, that's why I include findings from foreign countries. KEYWORDS Virtues, self development, ethics, education, values, family, school

Child sexual abuse (CSA) is a worldwide problem, with two-thirds of all cases going unreported. A wealth of research over the last 30 years demonstrates the negative emotional, cognitive, physical, spiritual, academic, and social effects of CSA. As a result, researchers and mental health professionals frequently attempt to measure the efficacy of treatment modalities in order to assess which treatments lead to better outcomes. However, in order to effectively study treatment outcomes, researchers must be able to track the status of child functioning and symptomology before, during, and after treatment. Because high levels of treatment attrition exist among CSA victims, researchers are unable to effectively study outcomes due to large losses in research participants, loss of statistical power, and threats to external validity (Kazdin, 1990). Moreover, due to the high prevalence of concurrent family violence, caregivers with intimate partner violence are more than twice as likely to have children who are also direct victims of abuse (Kazdin, 1996). Caregivers ultimately make the decisions regarding whether or not a child stays in treatment, and therefore, it is important to examine the influence of both parent factors (e.g., intimate partner violence) and child factors (e.g., traumatization and/or disturbances in cognitive selfdevelopment) on treatment attrition. This two-pronged approach of examining both child and family characteristics simultaneously with attrition patterns offers a more complete picture for the ways concurrent family violence influences treatment than looking at child and caregiver factors separately. The purpose of this study was to investigate the relationships between caregiver intimate partner violence, child posttraumatic stress (Trauma Symptom Checklist for Children [TSCC]; Briere, 1996), child cognitive self-development (Trauma and Attachment Belief Scale [TABS]; iv Pearlman, 2003), and treatment attrition. The statistical analyses in this study included (a) Logistic Regression, (b) Poisson Regression, and (c) Chi-square Test for Independence. Elevated TSCC subscale scores in posttraumatic stress predicted both an increased number of sessions attended and increased number of sessions missed. Elevated TABS subscale scores in self-trust predicted an increased number of sessions attended and decreased number of sessions missed. Elevated TABS subscale scores of other-intimacy and self-control predicted an increased number of sessions missed. Moreover, the presence of past or current caregiver intimate partner violence predicted a decrease in number of sessions attended. While no relationship existed between child posttraumatic stress or cognitive self-development and whether a child graduated or prematurely terminated from treatment, children with parents who confirmed past or current intimate partner violence were 2.5 times more likely to prematurely terminate from treatment.

Syftet med denna studie är att identifiera vilka faktorer som påverkar motivationen hos universitetsstudenter att vilja eller inte vilja bli en ledare. Genom att undersöka vad som motiverar universitetsstudenter att bli ledare kan vi skapa en bredare förståelse för vilka faktorer som spelar in i viljan att bli en ledare. Utifrån teorier om motivation att leda (MTL) och den intelligenta karriären (ICF) har vi undersökt universitetsstudenters tankar kring varför eller varför inte de anser att de passar som en ledare, genom att utgå från fem faktorer: personlighetsdrag, erfarenhet, värderingar, självförtroende och relationer. För att besvara frågan om vad som motiverar universitetsstudenter att bli ledare utförde vi en kvalitativ studie, genom semistrukturerade intervjuer med 10 universitetsstudenter från Campus Gotland, där vi undersökte de olika faktorerna kopplade till teorierna. Flera av studenterna studerar på olika program och utav 10 respondenter var det 6 män och 4 kvinnor. Enligt studiens resultat vill de flesta universitetsstudenter bli en ledare av någon form. De främsta motiven för individernas vilja att på sig en ledarroll grundar sig i deras personlighet, tidigare erfarenhet och påverkan från sina föräldrar. Vi kan se att individerna framför allt har stora likheter i deras upplevda personlighetsdrag och att tidigare erfarenhet av ledarskap påverkar individerna positivt till att vilja bli ledare igen. Bland de individer som inte vill bli ledare är ansvar en avgörande faktor. Dessa individer har tidigare ledarskapserfarenhet och vill inte längre bli ledare på grund av ansvaret det medför. Vi har därför visat att tidigare ledarskapserfarenhet inte nödvändigtvis behöver öka viljan att ta på sig en ledarroll, utan kan tvärtom minska. Tidigare forskning berör inte ansvar som en avgörande faktor, vilket enligt studiens resultat är avgörande för viljan att ta på sig en ledarroll. Genom att i framtida forskning undersöka sambandet mellan ansvar och viljan att ta på sig en ledarroll kan en mer djupgående förståelse kring vad som motiverar universitetsstudenter att ta på sig en ledarroll genomföras. / This study aims to identify the factors influencing university students' motivation to become leaders. By examining why university students become leaders, we can better understand the underlying factors involved in this decision. Using motivation to lead (MTL) and intelligent career (ICF) theories as a framework, we focused on five key factors: personality traits, experience, values, self-efficacy, and relationships. Through qualitative research, we conducted semi-structured interviews with ten university students from Campus Gotland, including four females and six males studying different programs. The results indicate that most university students aspire to become leaders. Their desire stems from their personality traits, previous leadership experience, and parental influence. Notably, individuals with similar perceived personality traits are strongly motivated to take on leadership roles again if they have previous leadership experience. However, some individuals who have previous leadership experience wish to avoid becoming leaders due to the responsibility associated with it. This finding highlights the significance of duty as a decisive factor in one's reluctance to take on leadership roles. Previous research has overlooked this aspect, emphasizing the need for future studies to explore the relationship between responsibility and the willingness to become leaders. By delving further into the connection between responsibility and the motivation to become leaders, we can better understand university students' explanations for assuming leadership roles.

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The aim of this research is to show theoretical similarities between emotional intelligence and self-actualisation. The empirical results give evidence of the relationship between these two concepts. An assessment battery consisting of the BarOn Emotional Quotient Inventory (BarOn EQ-i), an emotional intelligence instrument and the Personal Orientation Inventory (POI), a self-actualisation instrument was used to measure the concepts of emotional intelligence and self-actualisation. A sample of 71 employees was assessed using psychometric tests and a biographical questionnaire. The data was collected over a period of four months. The statistical methods used in this research focus on quantitative measurement. Calculations are mainly done with t-tests and Pearson's product moment correlation coefficient. The empirical results of this research give partial evidence of the correlation between emotional intelligence and self-actualisation. Positive relationships between various factors of emotional intelligence and self-actualisation were found. / Industrial & Organisational Psychology / M.A.(Industrial Psychology)