Women often experience having to stand in line in order to use public restrooms. The primary purpose of this exploratory study was to determine the number and types of activities performed in the restroom, along with the amount of time spent in the restroom, as these factors might influence the revision of plumbing codes and the design of public restrooms. Data were collected by a self administered questionnaire at four sites--an airport, highway rest area, sports arena, and conference center. The subjects were also timed. The sample consisted of 230 male and 224 female respondents. Males and females were similar in the types of activities performed in the restroom. Urination, washing hands, and checking appearance were the three activities performed most frequently by both genders. Females were more likely to have to stand in line to use the restroom than males, though the wait was usually fewer than five minutes. At two of the sites, airport and sports arena, females, on an average, performed more activities than males. At all four sites, females spent a significantly greater amount of time in the restroom than did males. For female respondents the mean time ranged from 152.5 seconds (sports arena) to 180.6 seconds (rest area). For male respondents the mean time ranged from 83.6 seconds (sports arena) to 112.5 seconds (airport). There was no significant relationship between age and the amount of time spent in the restroom, for either gender at any of the four sites. The results from two sites, however, showed a slight trend toward older people spending more time in the restroom. There was no clear pattern with regard to explaining the relationship between the amount of time spent in the restroom and the number of activities performed. For males only, there were significant differences among the four sites and the amount of time spent in the restroom. For both males and females, there were significant differences between number of activities performed and site. This research indicates that females need a greater number of elimination fixtures than do males, and that revision of plumbing codes, based on further research, is needed. / Ph. D.

Dissertation submitted in fulfilment of the requirements for the Degree of Master in Technology: Emergency Medical Care, Durban University of Technology, 2010. / South Africa currently has 1631 registered Advanced Life Support (ALS) paramedics to tend to the pre-hospital advanced life support needs of just under 50 million people. Compared to the globally accepted ratio of 1:10 000, the number of ALS paramedics in South Africa is grossly inadequate. The current shortage of South African ALS paramedics may be ascribed to migration. However, although literature on health worker migration in general abounds, there is a marked lack of national or international statistics and information on migration of ALS paramedics and their migration. Current measures to manage migration appear to be ineffective. The success of future strategies is dependent on an understanding of the migration of South African ALS paramedics - an understanding that presently does not exist. Purpose The purpose of this study was to describe the migration of South African undergraduate Advanced Life Support paramedics who qualified between 2001 and 2006, and to then develop a framework of retention strategies. In particular, it determined the extent and nature of their migration, identified the factors that have contributed to their decision to work outside South Africa and identified strategies to retain or encourage the return of ALS paramedics to practice exclusively in South Africa. Methods The study consisted of a two-phase mixed method descriptive survey. Paramedics with ALS undergraduate diplomas who qualified in South Africa between 2001 and 2006 made up the study population. Quantitative data (Phase One) was obtained from a web-based survey distributed to the accessible population (N=97). Thereafter, qualitative data (Phase Two) was gathered through in-depth interviews with selected information rich participants (n=10) also from within the accessible population. Through methodological triangulation, data from Phase One and Phase Two were Page vi integrated to obtain an in-depth understanding of South African ALS paramedic migration. Results Significant differences existed in the distribution of age (p=0.035), and years of experience post-graduation (p=0.007) and the ALS paramedic deemed most likely to migrate were individuals between the ages of 21 – 30. 15 (55%) of the participants working outside the country were engaged in short term contracts while all 24 (100%) of participants working inside South Africa were permanently employed. 18 (75%) of respondents working inside South Africa intended migrating, 12 (67%) of which intended to do so within 0 to 2 years. Nine major factors or reasons for migration were identified by participants. Working conditions, physical security and economic considerations were ranked as the top three major factors most likely to contribute to the decision or intended decision to migrate. This study also found five primary decisions that likely emerge during the life of a South African ALS Paramedic. The outcome of each decision is a result of facilitators weighted against barriers. Facilitators are factors that supported each of the primary decisions while barriers weakened or rejected them. Findings indicated that many barriers existed which rejected or weakened the decision of ALS paramedics to work inside South Africa, return to South Africa or remain in South Africa. On the converse, a vast number of facilitators existed which spurred continued migration. Conclusions As the decision to migrate may be conceptualised as early on as when individuals decide to become ALS paramedics, the constructs of return and retention strategies have to extend as far as revising recruitment policies. Preference or places into training programmes should be given to individuals who are less inclined to migrate, these include: military personnel; those already employed in the EMS, older mature candidates; candidates with families that have already settled in SA; and recognition of prior learning (RPL) candidates who are predominately obligated by contract to remain in South African EMSs.

No description available.

published_or_final_version / Public Administration / Master / Master of Social Sciences

The purpose of this study was to determine whether College of Education graduates who sought and secured employment as teachers differed on the academic variables of grade point average, student teaching evaluation, and professional recommendations from those who were not successful at securing such employment. A comprehensive review of related literature was conducted, focusing on three aspects of the employment situation: (1) teacher supply and demand, (2) the selection process, and (3) the role played by academic criteria in the selection process. A study was conducted in which students who were successful in finding teaching positions were compared with those who were not successful, on the academic variables of grade point average, student teaching evaluation, and professional recommendations. Demographic data were also collected and analyzed. The subjects were sixty-three randomly selected students from the May 19 80 graduating class of the College of Education, North Texas State University, Denton, Texas. For purposes of statistical analysis, the students were divided into the following three groups: Group A (those who successfully sought employment as teachers), Group B (those who sought such employment but were not successful), and Group C (those who did not seek employment as teachers).

Thesis submitted in fulfillment of the requirement for the degree Master of Education in the Faculty of Education and Social Science at the Cape Peninsula University of Technology, 2012 / Education has become an area of concern both in South Africa and the rest of the world. As a result there has been an increase of about one per cent on the average number of learners in South Africa schools (Collin, 2005), especially with the ‘education for all’ policy. Learner increase requires large numbers of teachers because they play a critical role in achieving the post-apartheid transformation and development agenda (Asmal, 1999). However, there are many disturbing reports that point towards large numbers of teachers leaving the education profession in both primary and secondary sectors. Many factors have rendered education an area of distress both in the Western Cape, South Africa and elsewhere in the world today. One of these factors is the mismatch between demand and supply of teachers which is arguably exacerbated by shortage of teachers. The aim of this study is to (i) uncover factors that influence demand, supply and shortages of teachers among a select Western Cape Secondary Schools in order to (ii) primarily explore mechanisms and strategies that the selected schools employ for combating teacher demands, supply and shortages. The question following from these aims is: “How do some secondary schools in the Western Cape manage the tensions created by demand, supply and shortages of teachers?” The study employs the qualitative research method that has utilised an exploratory research design to meet the research objectives. Secondary school teachers, principals, ex-secondary school teachers and deans/directors of schools/faculties of education make up the target population for this study. The sample constituted thirty participants that were purposefully and conveniently selected. The finding in the study reveals that teacher demand and supply in the Western Cape is influenced by similar factors that occur elsewhere in the world. However the schools employ many ways to deal with teacher shortages, some of which are preventative or curative of the problem of teacher shortages. What is worth-noting is that since public schools in Western Cape are owned and funded by the provincial government, principals are limited in what they can do as most of the strategies require a high level of monetary commitment.

This study is situated within the context of the emerging South African Biodiversity Sector and focuses on the supply of and demand for scarce skilled biodiversity professionals. It does so through investigating the transition a young biodiversity professional makes from a higher education institution to the workplace by drawing attention to the factors encountered or perceived to be encountered during this development. The study forms part of a research programme established between Rhodes University, GreenMatter and the Culture Arts Tourism Hospitality Sport Education and Training Authority (CATHSSETA), which seeks to contribute to the body of knowledge pertaining to "green" skills development and retention within the South African biodiversity sector. It is a qualitative study, comprising nested case studies within two larger case studies of scarce skills – those of wildlife veterinarians and freshwater ecologists – as identified by the biodiversity priority scarce skills list (SANBI & Lewis Foundation, 2012). The study is supported by Bronfenbrenner's (1979) Ecological Systems theory and underpinned by the principles of basic critical realism and emergence (Archer, Bhaskar, Collier, Lawson, & Norrie, 1998). Data was generated through a range of data collection methods, including semi-structured interviews, participant observation and document analysis. The aim of these methods was to enable a greater understanding of the factors influencing transitioning and the unique transitions of selected individuals. Findings revealed that the transitions of the participants, although unique to each of them, included the following commonalities: exposure to biodiversity at an early stage in an individual's life paved the way for the development and nurturing of an interest or passion in biodiversity; experience gained prior to entry into the workplace is a powerful enabling factor; the presence or absence of a mentor can be pivotal in the transition of an individual; the gap in knowledge pertaining to demand side or workplace information is a large constraining factor; workplace dynamics affect the demand for, and eventual supply of, biodiversity professionals; the presence of human capital development strategies and structures is beneficial to the individual's transition, and the overall ecosystemic development of an individual has an effect on the supply of specific scarce-skilled individuals to the workforce. This study demonstrates that through the employment of nested case studies, similar research focussing on other scarce skills within the biodiversity sector, as per the GreenMatter Priority Skills List of 2012, can be produced, which would help to address the knowledge gaps pertaining to scarce skills, as indicated by the Biodiversity Human Capital Development Strategy (2010).

The supply of non-physician clinicians (NPCs), such as physician assistant (PAs), could significantly influence demand requirements in medical workforce projections. This study predicts supply of and demand for PAs from 2006 to 2020. The PA supply model utilized the number of certified PAs, the educational capacity (at 10% and 25% expansion) with assumed attrition rates, and retirement assumptions. Gross domestic product (GDP) chained in 2000 dollar and US population were utilized in a transfer function trend analyses with the number of PAs as the dependent variable for the PA demand model. Historical analyses revealed strong correlations between GDP and US population with the number of PAs. The number of currently certified PAs represents approximately 75% of the projected demand. At 10% growth, the supply and demand equilibrium for PAs will be reached in 2012. A 25% increase in new entrants causes equilibrium to be met one year earlier. Robust application trends in PA education enrollment (2.2 applicants per seat for PAs is the same as for allopathic medical school applicants) support predicted increases. However, other implications for the PA educational institutions include recruitment and retention of qualified faculty, clinical site maintenance and diversity of matriculates. Further research on factors affecting the supply and demand for PAs is needed in the areas of retirement age rates, gender, and lifestyle influences. Specialization trends and visit intensity levels are potential variables.

This study focused on the capital costs of the community college baccalaureate (CCB) institutions established in the Florida College System (FCS) from 2001 to 2010. This period spanned the entire history to date of the Florida CCB. The data analyzed included selected institutional, financial, and baccalaureate characteristics of the Florida CCBs and for comparison included corresponding institutional and financial characteristics for the non-CCB institutions in the FCS. The data analysis investigated the relationships between these characteristics and the baccalaureate capital costs reported by Florida's CCB colleges. From these relationships, the historic average of the baccalaureate start-up capital cost was derived. In addition, the total baccalaureate capital cost for the system and for each Florida CCB college was also determined. As part of the process of conducting this study, a number of additional relationships between CCB and non-CCB institutions were explored, reported, and described. / by E. Allen Bottorff, II. / Thesis (Ph.D.)--Florida Atlantic University, 2011. / Includes bibliography. / Electronic reproduction. Boca Raton, Fla., 2011. Mode of access: World Wide Web.

葉賜添. / 稿本(電腦打印本) / Thesis (M.A.)--香港中文大學敎育學部. / Gao ben (dian nao da yin ben) / Includes bibliographical references (leaves 60-64). / Ye Cidian. / Thesis (M.A.)--Xianggang Zhong wen da xue jiao yu xue bu. / 論文摘要 --- p.i / 誌謝 --- p.ii / 圖表目次 --- p.iii / Chapter 第一章 --- 引言 --- p.1 / 硏究動機 --- p.1 / 硏究目的 --- p.4 / 研究意義 --- p.4 / Chapter 第二章 --- 文献省覽及理論架構 / Chapter (一) --- 人力需求理論 --- p.5 / 人力需要假設 --- p.6 / 人力替代假設 --- p.10 / 雨種假設的論爭 --- p.12 / Chapter (二) --- 教育生產函數理論 --- p.15 / 教育產出變項 --- p.17 / 教育輸入變項 --- p.18 / 教師學歷與產出 --- p.19 / Chapter 第三章 --- 硏究方法 --- p.21 / Chapter (一) --- 硏究概念架構 --- p.22 / 硏究單位 --- p.30 / 硏究假設 --- p.31 / Chapter (二) --- 硏究設計 --- p.32 / 様本選取 --- p.32 / 硏究工具 --- p.33 / Chapter (三) --- 數據收集和分析 --- p.34 / Chapter (四) --- 硏究限制 --- p.35 / Chapter 第四章 --- 結果分析 / Chapter (一) --- 香港中學電腦教師人力狀況 --- p.37 / Chapter (二) --- 不同資歴教師之教學效果 --- p.41 / Chapter 第五章 --- 討論、建議及總結 --- p.52 / 註釋 --- p.59 / 參考文献 --- p.60 / 附錄：香港電腦教師人力資源調查問卷 --- p.65