Student teaching has been identified as an instrumental element in teacher development (Gaudelli & Ousley, 2009; Hamman, Gosselin, Romano, & Bunuan, 2010; Helgevold, Næsheim-Bjørkvik, & Østrem, 2015). During this portion of a teacher’s education, student teachers are paired with a cooperating teacher and university supervisor who guide them as the student teachers assume the role of teacher in a real-world classroom. However, assuming the role of teacher is not as simple as completing a university program and being granted a teaching license. To become a teacher one must reconcile their preconceived notions of teaching with university coursework, local standards, legal requirements, and community expectations (Alsup, 2006; Borko & Mayfield, 1995; Britzman, 1991; Brown & Crumpler, 2013). Because of the difficulty in navigating these demands, student teachers are provided with two individuals tasked with supporting them. These two people are the university supervisor and cooperating teacher. Commonly referred to as the student teaching triad, the student teacher, university supervisor and cooperating teacher have all been identified as integral to the successful completion of the student teaching experience (Borko & Mayfield, 1995). However, despite the claim that each person is essential to student teaching, their individual contributions to the entire process are not well understood. The purpose of this dissertation is to contribute to the growing body of researcher examining the role each member of the student teaching triad plays in a student teacher’s growth and development. Specifically, this study is focused on the university supervisor, an individual who has not received much attention in the research literature. Approached from a sociocultural perspective, the aim of this work is to investigate the role of the university supervisor from the perspective of the university supervisor. In this case study, data were gathered through a series of semi-structured interviews with university supervisors of English as a Second Language (ESL) student teachers. Three participants were interviewed twice regarding their work with student teachers. Once completed, the interviews were transcribed and qualitatively coded. Results from this study indicate that the university supervisor is indeed essential, but not in a uniform way for each student teacher. The university supervisor supports the student teacher with whatever they need to be successful, however, the needs of student teachers vary. Therefore, in accordance to the needs of the student teacher, the role of the university supervisor varies. Even with the variances in practice, there were several consistencies in practice which emerged from the data. In conclusion the author argues that while the university supervisor may not have the same impact on the development of each student teacher, the impact they do have is instrumental for student teacher success.

While inclusion has been identified as the key to unlocking the benefits of diversity in organizations, the impact of inclusive leader behaviors on employee perceptions is rarely examined. By demonstrating behaviors that supports employee voice and encourages employee participation, inclusive supervisors may impact employees’ perceptions of organizational resources. The present study examines the mediating roles of trust, justice, and leader-member exchange (LMX) on the relationship between inclusive leadership and employees’ perceptions of organizational resources (general organizational means-efficacy; GOME). A path analysis was used to examine the mediation model, which found that inclusive leadership strongly predicts GOME perceptions. Mixed support was obtained for the proposed mediation model, as informational justice, distributive justice, and interpersonal justice significantly mediated the relationship. While procedural justice and trust were not statistically significant mediators, the combined mediators almost fully mediated the relationship between inclusive leadership and GOME. The results suggest that direct supervisors play a crucial role in enhancing employee justice and trust perceptions, which in turn positively impact GOME perceptions. Implications and directions for future research are discussed.

The purpose of this study was to investigate the levels of teacher efficacy reported by student teachers upon completion of the student teaching experience and to better understand the perceptions held by the student teachers regarding the roles the university supervisor played. The roles played by the supervisor focused on the levels of support and challenge. These two concepts (levels of support and challenge) refer to the types of actions of the university supervisor which either affirms the actions of the preservice teacher or identifies an area in which the preservice teacher needs to improve. The perceptions held by the student teachers were examined along with the reported beliefs about teacher efficacy to determine if any correlations existed. The information from the students teachers was obtained at the completion of the student teaching experience using online surveys. The surveys were completed by 121 student teachers. This resulted in a 27% response rate. The relationship between the preservice teachers' beliefs of efficacy and their perception of their university supervisors was studied. Data analysis established that there was no statistical significance or relationship with beliefs of efficacy and either levels of support or challenge. Since there was no statistically significant relationship between support and efficacy or challenge and efficacy, an ideal combination of levels of support and challenge to result in a maximum level of efficacy beliefs cannot be established from the regression model. / Dissertation Chair: Dr. George Bieger Dissertation Committee Members: Dr. Monte Tidwell and Dr. James Hooks

This study tries to reverse the direction of previous impression management studies from an employee-centric perspective to supervisor-centric perspective. By conducting supervisor¡¦s impression management as independent variables, employee¡¦s loyalty to supervisor as dependent variables, employee¡¦s social desirable response as controlling variables, and employee¡¦s positive reactions toward supervisor as a mediating role, to discuss the relationship among supervisor¡¦s impression management, employee¡¦s positive reactions and loyalty to supervisor. This research collected data from dyad questionnaires including 219 subordinates with 47 leaders in Taiwanese bank industry, and further used hierarchical linear modeling (HLM) to examine the hypotheses. Result showed that supervisor¡¦s impression management has positive effect on employee¡¦s positive reactions and loyalty to supervisor, and employee¡¦s positive reactions toward supervisor also has significant influence on employee¡¦s loyalty to supervisor. Moreover, employee¡¦s positive reactions toward supervisor will mediate the relationship between supervisor¡¦s impression management and employee¡¦s loyalty to supervisor. This study accordingly raised some suggestions for further research and practitioners.

Organizational justice literature indicates that high quality relationships will result in more favorable treatment of the individual. However, little has been done regarding how relationships with the supervisor (i.e., ingroup/outgroup identification, leader-member exchange, and guanxi: a Chinese concept for interpersonal relationship) can influence the effects of organizational justice on employees’ job satisfaction, organizational commitment, trust in the supervisor, and trust in the organization. Thus, the first purpose of this dissertation is to examine how different relationships with the supervisor influence the effects of organizational justice on individual and organizational outcomes. Further, most of the current research on organizational justice is done in the U.S. culture. But, there is still doubt that employees recognize principles of justice the same across all cultures, and that organizational justice would have the same consequences on affected employees. The second purpose of my dissertation is to investigate how the relationships between organizational justice and its consequences vary among employees with different cultural values, specifically in the U.S. and China. Finally, I explore the potential three-way interaction of relationships with supervisors, cultural values, and organizational justice on key outcomes. Specifically, I hypothesized that supervisor-subordinate relationships and cultural values will each separately moderate the effects of organizational justice on outcome variables. In addition, I hypothesized that there will be joint moderating effects of supervisor-subordinate relationships and cultural values on the influence of organizational justice. Data were collected from the U.S. and China to test the hypotheses of the present study. Results from hierarchical linear regression showed that only a small percent of hypothesized effects was significant and there was no strong evidence to support hypotheses. However, there were also some interesting results. LMX, guanxi, and ingroup identification all exhibited some extent of moderating roles on the effects of organizational justice, suggesting a multi-dimensional supervisor-subordinate relationship. Cultural values did not show much moderating effects as predicted. Threeway interactions among organizational justice, supervisor-subordinate relationships, and cultural values were more complex and did not show a consistent pattern. Possible explanations for these results and limitations were discussed. Contribution to the literature, practical implications, and future research were also addressed.

The main purpose of this research is to investigate the supervision behaviors , role stress and task performance with different personality traits of workers in hospitals. The effects on subordinate¡¦s task performance from different supervision behaviors are explored. In this study , there are 210 effective questionnaires from four hospitals. The main findings of the empirical study are as follow: 1. The higher role stress of the subordinate suffer , the lower task performance they show; the two variables show negative correlation. 2. The higher perceptions employees have toward the supervision behaviors, the higher task performance they show; the two variables show positive correlation. 3. The higher perceptions employees have toward the supervision behaviors, the lower role stress they suffer; the two variables show negative correlation. 4. The study proved that role stress is the medium factor between supervision behaviors and task performance. Key word: supervision behaviors, role stress, role conflict, role ambiguity, role overload, task performance.

ABSTRACT Due to the continuous variation of medical policies, the competition of healthcare services markets are even more drastic and face more challenges. Among them, the advantage in competition for each hospital and clinic is information service, as a result, the superintendent of information unit in hospitals must obtain not only knowledge about information specialty but also general disposition of healthcare system; the superintendent of routine interactions between authorized superior officials and the subordinates with academic technique, under the huge pressure of heavy responsibility with minor power, how can women leaders overcome obstacles and which kinds of career development philosophy they adopt to distinguish themselves and achieve success; in the other hand, they choose to be a housewife. This study mainly explores the reasons for their choice of either working or not working. The purpose of this study is revealing the insight of the pressures and the strategies of career development as a female supervisor in healthcare information unit. Research topics focus on the roleplay under the tradictional social expection, the pressures from both family and workplace, and the strategies of career planning. I employ the depth interview as the data collection method. The research results are summarized in three parts, they are: (1). In the concept of tradictional value: the tradictional value affects the attitude of the gender roleplay; the stablilty becomes the most critcal critera of career evaluation; the traditional gender roleplay affects the development of strategy of career development; (2). The adjustment between family and workplace pressur: the conflict is derived from the tradictional value; the lower the conflict the higher the accomplishment they achieve; (3). Strategies of career development: looking for the support from family; create the opportunity of competion advantage; self-promotion; receiving advice from friends and advisors. Keywords: Healthcare Information Unit, Female Information Supervisor

This study sought to further our understanding of the antecedents of employee perceptions of organisational justice in the context of organisational restructuring. As such, this study focussed on the previously under-researched change management practices of support for downsizing victims and organisational communication quality, and the similarly under-researched organisational justice dimensions of interpersonal and informational justice, while also hypothesising a moderating effect of perceived supervisor support between these two sets of variables. Using an online survey, a total of 234 employees from a large New Zealand organisation in the Education sector were invited to participate in the study, with 71 volunteering to complete the online survey. The results showed no moderating effects of perceived supervisor support, but did show strong, significant main effects of victim support and communication quality on both interpersonal and informational justice. These findings highlight the importance of change management practices in maximising positive outcomes post-restructuring for the organisation and its employees.

Clinical Supervision is an important practice in speech language therapy and related health disciplines. Research in student clinician populations has found that supervisees value interpersonal, personal and teaching characteristics in a clinical supervisor. Research has also shown that perceptions of supervisor characteristics change as student clinicians gain clinical skills. However, there is a significant lack of research examining practising clinicians' perceptions of clinical supervisor characteristics. The current study aimed to 1) survey practising Speech Language Therapists (SLTs) and examine the knowledge, skills and attitudes valued in a clinical supervisor, and 2) determine if the characteristics valued by more experienced SLTs (greater than 5 years) differed from those valued by less experienced SLTs (less than 5 years). A cross-sectional survey design methodology was employed. A five-part survey was developed, and distributed nationally by email. Participants were 72 SLTs practising in New Zealand. Results indicated that practising SLTs valued interpersonal knowledge and skills, and personal values and attitudes most highly in a clinical supervisor. In addition, it was found that characteristics relating to professional knowledge and identity were least valued. Overall, almost no difference was found between characteristics valued by less and more experienced clinicians. Findings suggest that practicing clinicians' basic human-relationship needs must be met for safe and effective CS to occur. Findings also suggest that regardless of experience level all clinicians are learners. This means clinicians across all different levels of work experience require support from clinical supervisors, to learn reflectively from experiences in the workplace.

Recent high profile food safety incidents in the United Kingdom have shaken consumer confidence in food products. Consumer perception of risk is seen to be very relevant to food safety issues. The impact of this perceived risk on purchase behaviour is also critical to the development of risk management strategies by authorities responsible for public health and the food industry. Focusing on fresh chicken meat products, this study explored the relationship between food risk characteristics, consumer perception of food safety related risk, consumer purchase behaviour and actions that can be taken to reduce the exposure to food risk. Following an extensive literature review, an exploratory study in the form of face-toface interviews was carried out to clarify the main concerns of food hazards, and to identify the items of perceived consequent loss and risk reducing strategies adopted by consumers. The findings were verified through a quantitative survey of 200 respondents. The data was presented in the form of Structural Equation Modelling, and analysed by the LISREL 8.30 statistical package. The results showed that consumer risk perception was affected by a range of risk characteristics, such as consumer concern about the severity of the food risk, and the potential long-term adverse effect on future generation and environment. The main elements of perceived loss associated with food safety were health, financial, time, lifestyle and taste losses, and these were shown to have a negative effect on purchase likelihood. Two other risk characteristics namely, perceived knowledge and own control of the food risk were found to be linked directly and positively to consumer purchase likelihood. Risk reducing strategies such as branded product, product quality assurance and product information adopted by consumers were identified and found to be consistent with the marketing strategies used by the food industry. These risk-reducing strategies have a negative relationship with consumer risk perception. This study presented empirical evidence for characterising types of food risks and explains how food risks and risk reducing strategies affect consumer risk perception as well as purchase likelihood. Consequently, two quantitative consumer food purchase models were developed. These models can help the government and the food industry to identify key factors to develop systematic strategies for risk management and risk communication in order to allocate resources efficiently and effectively. They can also use these models to measure the effectiveness of their risk management policy in the times of concern about food safety. This study recommends further research to apply these models in other types of food products and other types of risk, such as chemical risk, and technological risk, in particular for those risks which are beyond the control of consumers. The differences in risk perception between cultures and socio-economic groupings should be explored further. This is a valid topic for further research and provides potential benefits for consumers and food industry as a whole.